14 � March 2018 www.humancapitalonline.com ◆
They are the ones who popularized
selfies, food porn, online communities,
byte sized learning, and introduced the
multitasking wonders of smartphones
to the world. However, it is evident
that they bring with them a cache of
unique experiences and skills that are
invaluable to the workplace. As today's
workplace creates room for millennials
who are seen to make for 50% of the
global workforce by 2020, and with the
arrival of Gen Z, the standard
engagement practices of the past need
to be done away with, so as to
accommodate ourselves for the arrival
of Gen Z and the inundation of
millennials. Failure to pay heed to this
would only result in the organisation
losing out on the top performing talent,
and in real quick time, and even worse,
to their competitors who offered them
an opportunity as per the needs of
their engagement. Revamping and
illennials are being viewed
through the wrong optics
since they are perceived as
the initiators of disruptions.M
COVER STORY
As today's workplace creates room for millennials who are seen to make
for 50% of the global workforce by 2020, and with the arrival of Gen Z, the
standard engagement practices of the past need to be done away with, so
as to accommodate ourselves for the arrival of Gen Z and the inundation of
millennials. Failure to pay heed to this would only result in the organisation
losing out on the top performing talent, and in real quick time, and even
worse, to their competitors who offered them an opportunity as per the
needs of their engagement.
The
“When people are financially invested, they want a return. When people
are emotionally invested, they want to contribute.” - Simon Sinek
Engagement
Paradox At Work
By Shruti Chadha and S. Ajay Kumar
www.humancapitalonline.com◆ March 2018 � 15
employees are unlikely to take on
anything outside of what they see as
their core remit. They will make
excuses or find reasons as to why they
cannot take on extra work, or try
newer ways of doing things. They may
refuse to entertain even the simplest
of requests.
3. Withdrawal from meetings and
gatherings: Disengaged employees
tend to withdraw and even isolate
themselves from their co-workers.
They choose to opt out when it comes
to meetings and gatherings. Even if
they are present during a meeting or
a team discussion, their minds wander
to other places. Paying little interest
to the matters of the organisation,
disengaged employees make fewer
efforts to engage and participate in
any of the company events.
4. I g n o r i n g r e f e r r a l r e q u e s t s :
Employees who are disengaged are
unlikely to refer candidates for open
positions. Even when you are actively
seeking out referrals, and do not
receive any from your employees, it
is an indicator that they may be
disengaged. Actively disengaged
employees might even use social
media to discourage others from
applying. The Net Promoter Score
(NPS) is where ratings can be given
on a zero to t ...
This document provides guidance on creating a positive employee experience. It discusses how the modern workforce wants to learn new skills and find purpose in their work rather than just work to live. Companies need to focus on providing an excellent holistic employee experience to attract and retain top talent. The guide outlines strategies for developing extraordinary employee experiences, including empowering work-life synergy, frequent manager check-ins, opportunities for professional development, and fostering a culture where employees can bring their whole selves to work. It also discusses generational differences and the importance of understanding each employee's unique needs to boost engagement.
Let's face it - the competition for top talent is fierce, and the best employees are looking for more than just a job. They want options, and they want meaning. Check out these 7 areas HR can fine tune to ensure they're attracting and keeping the right talent around.
The document discusses employee engagement and how gamification can be used to improve engagement. It begins by defining employee engagement and noting that lack of engagement is a major issue. It then discusses how gamification, which was originally used to engage customers, is now being applied to engage employees. Elements of gamification like levels, badges, and leaderboards can motivate employees. Implementing gamification requires bundling it with existing processes and sustaining it over time, but it has the potential to significantly impact productivity and drive change in organizations.
In the workplace, millennial’s are seen as more talented, tech-savvy, and adaptable, as well as risk takers with a desire to accomplish meaningful work. Employers are beginning to see the value of effective millennial engagement in the workplace.
Millennials will be 75% of the workforce by 2025. With an average tenure of just two years, it's time to reevaluate the way we keep young professionals happy and engaged.
Learn the best strategies for reducing millennial turnover and increasing job satisfaction in this report, Top 7 Tips for Engaging Millennial Workers.
Hot off the press and filled with facts from the recently released Deloitte Millennial 2016 Survey, this is a not-to-be-missed guide to creating a workplace culture that millennials won't want to leave!
MORALE-MOTIVATION in PUBLIC RESOURCE MANAGEMENT.pptxtambalangelrose
The document discusses strategies for improving employee morale and motivation. It covers topics like the definition of morale and motivation, factors that influence job satisfaction and employee morale, the importance of performance-based rewards, and suggestions for motivating employees. Some key points include that leadership style, the reward system, organizational climate and work structure are important factors for motivation. It also discusses the differences between intrinsic and extrinsic motivation and providing rewards at the group level to improve performance.
The Engagement Gap: How executives and employees think differently about empl...Brian Solis
New survey data shows that employees and executives have different views about employee engagement and the things organizations do to improve it. This is the result of the Engagement Gap. Employee engagement programs, while well intentioned, often miss the mark. This white paper describes the Engagement Gap, and shares survey results captured by Jostle Corporation in partnership with Brian Solis. The data suggests that effective employee engagement programs focus on turning organizations into more meaningful, congenial, and transparent communities.
The document discusses strategies for recruiting and retaining top talent. It suggests focusing on company culture fit over just expertise when hiring. It also recommends providing opportunities for employees to grow, maintaining engaging work, and recognizing accomplishments to keep current employees motivated. Proper onboarding, developing relationships among coworkers, and continual hiring of top performers are other tactics covered.
This document provides guidance on creating a positive employee experience. It discusses how the modern workforce wants to learn new skills and find purpose in their work rather than just work to live. Companies need to focus on providing an excellent holistic employee experience to attract and retain top talent. The guide outlines strategies for developing extraordinary employee experiences, including empowering work-life synergy, frequent manager check-ins, opportunities for professional development, and fostering a culture where employees can bring their whole selves to work. It also discusses generational differences and the importance of understanding each employee's unique needs to boost engagement.
Let's face it - the competition for top talent is fierce, and the best employees are looking for more than just a job. They want options, and they want meaning. Check out these 7 areas HR can fine tune to ensure they're attracting and keeping the right talent around.
The document discusses employee engagement and how gamification can be used to improve engagement. It begins by defining employee engagement and noting that lack of engagement is a major issue. It then discusses how gamification, which was originally used to engage customers, is now being applied to engage employees. Elements of gamification like levels, badges, and leaderboards can motivate employees. Implementing gamification requires bundling it with existing processes and sustaining it over time, but it has the potential to significantly impact productivity and drive change in organizations.
In the workplace, millennial’s are seen as more talented, tech-savvy, and adaptable, as well as risk takers with a desire to accomplish meaningful work. Employers are beginning to see the value of effective millennial engagement in the workplace.
Millennials will be 75% of the workforce by 2025. With an average tenure of just two years, it's time to reevaluate the way we keep young professionals happy and engaged.
Learn the best strategies for reducing millennial turnover and increasing job satisfaction in this report, Top 7 Tips for Engaging Millennial Workers.
Hot off the press and filled with facts from the recently released Deloitte Millennial 2016 Survey, this is a not-to-be-missed guide to creating a workplace culture that millennials won't want to leave!
MORALE-MOTIVATION in PUBLIC RESOURCE MANAGEMENT.pptxtambalangelrose
The document discusses strategies for improving employee morale and motivation. It covers topics like the definition of morale and motivation, factors that influence job satisfaction and employee morale, the importance of performance-based rewards, and suggestions for motivating employees. Some key points include that leadership style, the reward system, organizational climate and work structure are important factors for motivation. It also discusses the differences between intrinsic and extrinsic motivation and providing rewards at the group level to improve performance.
The Engagement Gap: How executives and employees think differently about empl...Brian Solis
New survey data shows that employees and executives have different views about employee engagement and the things organizations do to improve it. This is the result of the Engagement Gap. Employee engagement programs, while well intentioned, often miss the mark. This white paper describes the Engagement Gap, and shares survey results captured by Jostle Corporation in partnership with Brian Solis. The data suggests that effective employee engagement programs focus on turning organizations into more meaningful, congenial, and transparent communities.
The document discusses strategies for recruiting and retaining top talent. It suggests focusing on company culture fit over just expertise when hiring. It also recommends providing opportunities for employees to grow, maintaining engaging work, and recognizing accomplishments to keep current employees motivated. Proper onboarding, developing relationships among coworkers, and continual hiring of top performers are other tactics covered.
Leading the Multi-generational Workforce at Workplace rajivnaithani
1) The document discusses how the current generation of workers have different expectations than previous generations. They are more confident and aspirational, seeing their job as a means to fulfill their purpose rather than just a paycheck.
2) A case study is described where a young employee quit because he did not find alignment between his purpose and the job. His older manager was unable to appreciate his aspirational needs.
3) With over 65% of India's population being Generation Y or Z, organizations need to redefine their rules to attract and retain this new workforce. Changes suggested include purpose-based jobs, empowerment over micromanagement, regular feedback, and opportunities for growth beyond just promotions.
Employee turnover in the nonprofit industry is at 20% and climbing. This presentation will help explain why, and give you 7 simple ways to reduce employee turnover in your agency.
It is time to conduct a “reset” exercise and put employee
engagement back in its proper place and perspective. This paper
identifies five areas that our research has shown to be
potentially troublesome for companies - especially in terms of
helping them frame their expectations in the most reasonable,
realistic and productive ways. We have discussed them here to
help you understand the true power of aligning employee drives
and needs with those of your company
Hay group -_how_to_stop_your_talent_taking_flight_guideMuhammad Usman
This document discusses how organizations can retain their talent as job markets improve globally. It identifies five key factors that drive employee commitment: 1) Confidence in leadership and direction, 2) Room for growth, 3) A fair exchange of compensation for contributions, 4) An enabling environment for success, and 5) Employee authority and influence. The document provides analysis showing global employee turnover is expected to increase sharply starting in 2014 as economies strengthen. It then offers specific strategies organizations can implement to address each of the five retention factors and secure the long-term commitment of their workforce.
A presentation explaining the essence and importance of recruiting, the important factors to consider while screening for applicants and an effective approach towards the recruiting process.
This document discusses how to boost employee morale during tough economic times. It notes that employee morale is low due to job insecurity and lack of raises and promotions. As a result, 70% of US employees report feeling disengaged from their work. The document then provides three suggestions for improving employee morale: 1) recognize employees' contributions, 2) provide training opportunities for skill development, and 3) foster communication and a sense of being part of a team. It stresses that gaining employee feedback through an anonymous survey is important for understanding engagement issues.
Creating Engagement in a Diverse Workforce - Technology tools to help you eng...HeyEmbedMe
According to the Global Human Capital Trends 2016 report, “employee engage-
ment is a headline issue throughout business and HR.” Fully 85 percent of survey
respondents ranked engagement as a top priority, yet only 46 percent reported that they
were prepared to address engagement challenges.1
One of the drivers behind the focus on engagement — which not only concerns HR,
but also has wider implications for the overall performance of an organization — is
the increasing diversity of today’s workforce. From aspiring Millennials to aging Baby
Boomers — working in a complex mix of full-time, part-time, contingent, temporary,
and contract roles — the 21st-century workforce is more diverse than ever, challenging
organizations to build and support a corporate culture that fosters employee engage-
ment. When you pair this diverse workforce with the growing competition to attract and
retain top talent, it’s easy to see why culture and work environment have become key
drivers of employment brand. No matter the age, status, or position of your employees,
how can your organization effectively engage and inspire today’s diverse workforce?
Social activists. Environmental activists. Consumer activists. Activist shareholders. Today, there is no shortage of activists affecting business operations in some way. These stand-up-for-what-is-right campaigners may either be an employer’s best advocates or its worst opponents. In either case, they are change agents.
In days gone by, people were happy to stick to an organization for a decade or more, often starting and ending their careers with a single company. That concept of permanency does not exist anymore. Job hopping is on the rise and becoming extremely common. A survey by staffing firm Robert Half found that 64% of workers favour job-hopping, a 22% increase from just four years ago.
CCA_Leaders and Corporate Culture Insight PaperRMWildman
This document discusses how corporate culture and leadership impact employee retention and development. It identifies the top 10 reasons why employees leave their jobs, including lack of appreciation, recognition, growth opportunities, and bad management. Effective employee engagement strategies are important for retaining talent, such as recognizing contributions, offering career development, and addressing generational differences. Leading companies attract and retain talent by focusing on employee engagement, empowerment, meaningful work, and leadership development.
Developing Talent Acquisition Strategies for the Fully - Employed40hrsvn
- 79% of the fully-employed professional workforce in North America are satisfied or very satisfied with their current jobs, though only a slight increase since 2010. However, job seeking activity has not decreased and more are actively looking or open to new opportunities.
- Despite high job satisfaction levels, 55% of very satisfied and 90% of satisfied employees would consider changing jobs for the right opportunity. Retention of all employees, but especially high performers, could become an issue if the economy strengthens.
- In order to attract and hire passive candidates, companies need recruiting strategies tailored to candidates' career zones and long-term career needs, rather than relying solely on job descriptions and standard hiring processes designed for active job seekers.
This document is a project report on employee engagement at HDFC Bank in Lucknow, India. It was submitted by Sahar Shafi to fulfill the requirements for an MBA degree. The report includes an introduction on the importance of employee engagement and definitions. It also discusses the need for employee engagement and how to make employees engaged, such as through growth opportunities, support and recognition, and participation in decision making. The report contains typical sections like objectives, methodology, findings, recommendations, and conclusions.
This white paper examines the topic of employee happiness and engagement. It discusses how employee turnover and motivation impact business metrics like revenue and culture. While compensation is an important driver of engagement, employees also value work-life balance. Some companies are trying to improve engagement through perks, workplace flexibility, and creating positions focused on talent management and happiness. Tracking engagement allows companies to identify issues and priorities for building strategies to retain top talent.
Part 1 managing talent retention and succession planning in the next decade Sivanesan K M
This document discusses the challenges organizations face in managing four generations of employees and retaining talent. Managing generational diversity is critical for talent retention and future growth. Younger generations like Gen Y and Millennials have different expectations and were raised with new technologies, requiring organizations to develop contemporary talent management strategies. High attrition is a problem as employees often leave due to a lack of recognition. New approaches are needed to engage and align employees to inspire them to stay and achieve success.
A study of over 80,000 employees identified 12 dimensions that are consistently present in workplaces with high employee retention, customer satisfaction, productivity and profits. These dimensions include clear expectations, the right tools and equipment, using employees' strengths, recognition and praise, caring supervisors, encouragement of development, valuing employees' opinions, a clear company mission, quality work, strong coworker relationships, feedback on progress, and opportunities to learn and grow. Recognition and praise specifically ranked fourth among the 12 dimensions in correlating with successful workgroups.
Effective leadership is important for organizations to solve problems and deliver results. While individual leaders are important, an organization's leadership capacity over time is even more important for shareholders and customers. Therefore, organizations must invest in developing not just individual leaders but also leadership depth across the organization. To develop leadership depth, organizations should define leadership standards based on external stakeholder expectations, assess leaders' performance against these standards, and provide learning opportunities such as on-the-job experiences, training, coaching and feedback. Developing leadership is an ongoing journey that requires a long-term commitment from organizations.
The document discusses effective leadership in organizations and what Gen Y workers look for in leaders. It notes that while individual leaders are important, an organization's leadership capacity over time is even more crucial. Leaders guide others' behavior to achieve goals, while leadership refers to developing future leaders. Additionally, organizations must invest in both developing current leaders and growing leadership depth overall. The document also outlines that Gen Y workers particularly admire leaders who can influence and inspire them, and they seek leaders who are caring, inspiring and competent.
Building Trust: A Strategic Approach to Employee ExperienceAggregage
Delivering a great employee experience is the key to a better customer experience, higher productivity, and greater profitability. Join Natasha Persad, CEO of The HRXperts, and learn the fundamentals of a great employee experience.
Proko's Guide to Positivity and Effective Employee EngagementLeeWills3
Proko allows your employees to easily share good things about your culture and career opportunities, or simply acknowledge the people that are making work great.
Create e-cards and other sharable assets that employees can select, personalize, and share.
Import content to an easy-to-use, customizable microsite.
Track sharing activity and leverage those insights for future employer branding and employee advocacy activities.
Website: https://www.proko.co/product
The Great Resignation is causing many employees to leave their jobs in search of more flexibility, opportunities for growth, and work-life balance. To improve employee retention, companies should promote from within to provide career advancement opportunities, invest in employee education to support skills development, offer flexible work arrangements and childcare support to accommodate employees' needs, and implement recognition programs to boost engagement. Regularly recognizing employees' contributions can significantly decrease turnover intentions.
You will submit your proposal as a text-based Word or PDF file. AnastaciaShadelb
You will submit your proposal as a text-based Word or PDF file.
Your research proposal should include the following:
Your selected global ethical dilemma
Background/explanation of why this is a global ethical issue
Make connections to issues of cultural diversity
Research question
Two scholarly, peer-reviewed sources connected to your selected topic (cited in current APA format)
***NOTE***
RESEARCH IS ON GENDER DISCRIMINATION
...
What is Family Resource Management and why is it important to tAnastaciaShadelb
"What is Family Resource Management and why is it important to today's American family?"
Goldsmith, E. B., & GOLDSMITH, E. B. (2003). Resource Management. In J. J. Ponzetti Jr. (Ed.),
International encyclopedia of marriage and family
(2nd ed.). Farmington, MI: Gale. Retrieved from
RESOURCE MANAGEMENT
from
International Encyclopedia of Marriage and Family
Resource management
is the process in which individuals and families use what they have to get what they want. It begins with thinking and planning and ends with the evaluation of actions taken. Three fundamental concepts in resource management are
values, goals
, and
decision making.
Values such as honesty and trust are principles that guide behavior. They are desirable or important and serve as underlying motivators. Values determine goals, which are sought-after end results. Goals can be implicit or explicit. They can be short-term, intermediate-, or long-term. Decisions are conclusions or judgments about some issue or matter.
Decision making
involves choosing between two or more alternatives and follows a series of steps from inception to evaluation.
Through choices, individuals and families define their lives and influence the lives of others. The study of resource management focuses on order, choices, and control, and how people use time, energy, money, physical space, and information. As an applied social science, it is an academic field that is fundamental to our understanding of human behavior. "The knowledge obtained through the study of management is evaluated in light of its ability to make an individual's or family's management practice more effective" (Goldsmith 2000, p. 5).
Individuals and families have characteristic ways of making decisions and acting called their
management style.
Although similar styles are exhibited within families (such as a tendency to be on time or to finish tasks to completion), there are also wide ranges of styles within families making the study of management intrinsically interesting, especially from a
socialization
point of view. Why do such differences exist and how does the individual's style mesh with that of the other members' styles in the family?
Measuring devices, techniques, or instruments that are used to make decisions and plan courses of action are called management tools. For example, time is a resource and a clock or stopwatch is a management tool.
Resources can be divided up into human and material resources, assets that people have at their disposal.
Material resources
(e.g., bridges, roads, houses) decline through use whereas
human resources
(e.g., the ability to read, ride a bicycle) improve or increase through use.
Human capital
describes the sum total of a person's abilities, knowledge, and skills. Education is one way to develop human capital. Related to this is the concept of social capital. The term
social capital
is gaining in importance in the family-relations field and management is considered ...
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1) The document discusses how the current generation of workers have different expectations than previous generations. They are more confident and aspirational, seeing their job as a means to fulfill their purpose rather than just a paycheck.
2) A case study is described where a young employee quit because he did not find alignment between his purpose and the job. His older manager was unable to appreciate his aspirational needs.
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identifies five areas that our research has shown to be
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helping them frame their expectations in the most reasonable,
realistic and productive ways. We have discussed them here to
help you understand the true power of aligning employee drives
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This document discusses how organizations can retain their talent as job markets improve globally. It identifies five key factors that drive employee commitment: 1) Confidence in leadership and direction, 2) Room for growth, 3) A fair exchange of compensation for contributions, 4) An enabling environment for success, and 5) Employee authority and influence. The document provides analysis showing global employee turnover is expected to increase sharply starting in 2014 as economies strengthen. It then offers specific strategies organizations can implement to address each of the five retention factors and secure the long-term commitment of their workforce.
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This document discusses how to boost employee morale during tough economic times. It notes that employee morale is low due to job insecurity and lack of raises and promotions. As a result, 70% of US employees report feeling disengaged from their work. The document then provides three suggestions for improving employee morale: 1) recognize employees' contributions, 2) provide training opportunities for skill development, and 3) foster communication and a sense of being part of a team. It stresses that gaining employee feedback through an anonymous survey is important for understanding engagement issues.
Creating Engagement in a Diverse Workforce - Technology tools to help you eng...HeyEmbedMe
According to the Global Human Capital Trends 2016 report, “employee engage-
ment is a headline issue throughout business and HR.” Fully 85 percent of survey
respondents ranked engagement as a top priority, yet only 46 percent reported that they
were prepared to address engagement challenges.1
One of the drivers behind the focus on engagement — which not only concerns HR,
but also has wider implications for the overall performance of an organization — is
the increasing diversity of today’s workforce. From aspiring Millennials to aging Baby
Boomers — working in a complex mix of full-time, part-time, contingent, temporary,
and contract roles — the 21st-century workforce is more diverse than ever, challenging
organizations to build and support a corporate culture that fosters employee engage-
ment. When you pair this diverse workforce with the growing competition to attract and
retain top talent, it’s easy to see why culture and work environment have become key
drivers of employment brand. No matter the age, status, or position of your employees,
how can your organization effectively engage and inspire today’s diverse workforce?
Social activists. Environmental activists. Consumer activists. Activist shareholders. Today, there is no shortage of activists affecting business operations in some way. These stand-up-for-what-is-right campaigners may either be an employer’s best advocates or its worst opponents. In either case, they are change agents.
In days gone by, people were happy to stick to an organization for a decade or more, often starting and ending their careers with a single company. That concept of permanency does not exist anymore. Job hopping is on the rise and becoming extremely common. A survey by staffing firm Robert Half found that 64% of workers favour job-hopping, a 22% increase from just four years ago.
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This document discusses how corporate culture and leadership impact employee retention and development. It identifies the top 10 reasons why employees leave their jobs, including lack of appreciation, recognition, growth opportunities, and bad management. Effective employee engagement strategies are important for retaining talent, such as recognizing contributions, offering career development, and addressing generational differences. Leading companies attract and retain talent by focusing on employee engagement, empowerment, meaningful work, and leadership development.
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- 79% of the fully-employed professional workforce in North America are satisfied or very satisfied with their current jobs, though only a slight increase since 2010. However, job seeking activity has not decreased and more are actively looking or open to new opportunities.
- Despite high job satisfaction levels, 55% of very satisfied and 90% of satisfied employees would consider changing jobs for the right opportunity. Retention of all employees, but especially high performers, could become an issue if the economy strengthens.
- In order to attract and hire passive candidates, companies need recruiting strategies tailored to candidates' career zones and long-term career needs, rather than relying solely on job descriptions and standard hiring processes designed for active job seekers.
This document is a project report on employee engagement at HDFC Bank in Lucknow, India. It was submitted by Sahar Shafi to fulfill the requirements for an MBA degree. The report includes an introduction on the importance of employee engagement and definitions. It also discusses the need for employee engagement and how to make employees engaged, such as through growth opportunities, support and recognition, and participation in decision making. The report contains typical sections like objectives, methodology, findings, recommendations, and conclusions.
This white paper examines the topic of employee happiness and engagement. It discusses how employee turnover and motivation impact business metrics like revenue and culture. While compensation is an important driver of engagement, employees also value work-life balance. Some companies are trying to improve engagement through perks, workplace flexibility, and creating positions focused on talent management and happiness. Tracking engagement allows companies to identify issues and priorities for building strategies to retain top talent.
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This document discusses the challenges organizations face in managing four generations of employees and retaining talent. Managing generational diversity is critical for talent retention and future growth. Younger generations like Gen Y and Millennials have different expectations and were raised with new technologies, requiring organizations to develop contemporary talent management strategies. High attrition is a problem as employees often leave due to a lack of recognition. New approaches are needed to engage and align employees to inspire them to stay and achieve success.
A study of over 80,000 employees identified 12 dimensions that are consistently present in workplaces with high employee retention, customer satisfaction, productivity and profits. These dimensions include clear expectations, the right tools and equipment, using employees' strengths, recognition and praise, caring supervisors, encouragement of development, valuing employees' opinions, a clear company mission, quality work, strong coworker relationships, feedback on progress, and opportunities to learn and grow. Recognition and praise specifically ranked fourth among the 12 dimensions in correlating with successful workgroups.
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Proko's Guide to Positivity and Effective Employee EngagementLeeWills3
Proko allows your employees to easily share good things about your culture and career opportunities, or simply acknowledge the people that are making work great.
Create e-cards and other sharable assets that employees can select, personalize, and share.
Import content to an easy-to-use, customizable microsite.
Track sharing activity and leverage those insights for future employer branding and employee advocacy activities.
Website: https://www.proko.co/product
The Great Resignation is causing many employees to leave their jobs in search of more flexibility, opportunities for growth, and work-life balance. To improve employee retention, companies should promote from within to provide career advancement opportunities, invest in employee education to support skills development, offer flexible work arrangements and childcare support to accommodate employees' needs, and implement recognition programs to boost engagement. Regularly recognizing employees' contributions can significantly decrease turnover intentions.
Similar to 14 March 2018 www.humancapitalonline.com ◆They are the o (20)
You will submit your proposal as a text-based Word or PDF file. AnastaciaShadelb
You will submit your proposal as a text-based Word or PDF file.
Your research proposal should include the following:
Your selected global ethical dilemma
Background/explanation of why this is a global ethical issue
Make connections to issues of cultural diversity
Research question
Two scholarly, peer-reviewed sources connected to your selected topic (cited in current APA format)
***NOTE***
RESEARCH IS ON GENDER DISCRIMINATION
...
What is Family Resource Management and why is it important to tAnastaciaShadelb
"What is Family Resource Management and why is it important to today's American family?"
Goldsmith, E. B., & GOLDSMITH, E. B. (2003). Resource Management. In J. J. Ponzetti Jr. (Ed.),
International encyclopedia of marriage and family
(2nd ed.). Farmington, MI: Gale. Retrieved from
RESOURCE MANAGEMENT
from
International Encyclopedia of Marriage and Family
Resource management
is the process in which individuals and families use what they have to get what they want. It begins with thinking and planning and ends with the evaluation of actions taken. Three fundamental concepts in resource management are
values, goals
, and
decision making.
Values such as honesty and trust are principles that guide behavior. They are desirable or important and serve as underlying motivators. Values determine goals, which are sought-after end results. Goals can be implicit or explicit. They can be short-term, intermediate-, or long-term. Decisions are conclusions or judgments about some issue or matter.
Decision making
involves choosing between two or more alternatives and follows a series of steps from inception to evaluation.
Through choices, individuals and families define their lives and influence the lives of others. The study of resource management focuses on order, choices, and control, and how people use time, energy, money, physical space, and information. As an applied social science, it is an academic field that is fundamental to our understanding of human behavior. "The knowledge obtained through the study of management is evaluated in light of its ability to make an individual's or family's management practice more effective" (Goldsmith 2000, p. 5).
Individuals and families have characteristic ways of making decisions and acting called their
management style.
Although similar styles are exhibited within families (such as a tendency to be on time or to finish tasks to completion), there are also wide ranges of styles within families making the study of management intrinsically interesting, especially from a
socialization
point of view. Why do such differences exist and how does the individual's style mesh with that of the other members' styles in the family?
Measuring devices, techniques, or instruments that are used to make decisions and plan courses of action are called management tools. For example, time is a resource and a clock or stopwatch is a management tool.
Resources can be divided up into human and material resources, assets that people have at their disposal.
Material resources
(e.g., bridges, roads, houses) decline through use whereas
human resources
(e.g., the ability to read, ride a bicycle) improve or increase through use.
Human capital
describes the sum total of a person's abilities, knowledge, and skills. Education is one way to develop human capital. Related to this is the concept of social capital. The term
social capital
is gaining in importance in the family-relations field and management is considered ...
What can you do as a teacher to manage the dynamics of diversityAnastaciaShadelb
What can you do as a teacher to manage the dynamics of diversity in your classroom? How can you differentiate for the culturally diverse students in your classroom to ensure a safe, supportive, compassionate, and caring learning environment without compromising your personal values and spiritual beliefs?
...
Week 4 APN Professional Development Plan PaperPurpose The purAnastaciaShadelb
Week 4: APN Professional Development Plan Paper
Purpose
The purpose of this assignment is to provide the student with an opportunity to explore the nurse practitioner (NP) practice requirements in his/her state of practice, NP competencies and leadership skills to develop a plan to support professional development.
Activity Learning Outcomes
Through this assignment, the student will demonstrate the ability to:
1. Examine roles and competencies of advanced practice nurses essential to performing as leaders and advocates of holistic, safe, and quality care. (CO1)
2. Analyze essential skills needed to lead within the context of complex systems. (CO3)
3. Explore the process of scholarship engagement to improve health and healthcare outcomes in various settings. (CO4)
Due Date
Assignment should be submitted to the Week 4 Roles in APN Professional Development Plan dropbox by Sunday 11:59 p.m. MST at the end of Week 4.
When the assignment is placed in the dropbox, it will automatically be submitted to Turnitin. You may submit the assignment one additional time before the due date to lower the Turnitin score. If you choose to resubmit, the second submission will be considered final and subject to grading. Once the due date for the assignment passes, you may not resubmit to lower a Turnitin score.
This assignment will follow the late assignment policy specified in the course syllabus.
Students are expected to submit assignments by the time they are due. Assignments submitted after the due date and time will receive a deduction of 10% of the total points possible for that assignment for each day the assignment is late. Assignments will be accepted, with penalty as described, up to a maximum of three days late, after which point a zero will be recorded for the assignment.
In the event of a situation that prevents timely submission of an assignment, students may petition their instructor for a waiver of the late submission grade reduction. The instructor will review the student's rationale for the request and make a determination based on the merits of the student's appeal. Consideration of the student's total course performance to date will be a contributing factor in the determination. Students should continue to attend class, actively participate, and complete other assignments while the appeal is pending.
Total Points Possible: 200
Requirements
A
Week 4 Paper Template to be used for your assignment is required for this assignment.
1. The
APN Professional Development Plan paper is worth 200 points and will be graded on the quality of the content, use of citations, use of Standard English grammar, sentence structure, and overall organization based on the required components as summarized in the directions and grading criteria/rubric.
2. Submit the paper as a Microsoft Word Document, which is the required format at Chamberlain University. You are encouraged to use the APA Academic Writer and G ...
TopicTransitions of Care in Long- Term Care (LTC)Discuss CAnastaciaShadelb
Topic:
Transitions of Care in Long- Term Care (LTC):
Discuss Care Coordination, Subacute Care, Post-Acute care, and the impact of U.S Healthcare Policies and Regulations on transitions of care
Details:
·
2 pages
·
APA 7 th edition reference style with recent references within the last 5 years
·
3 references
Health Financial ManagementRead this article: Hirsch, J.A., Harvey, H.B., Barr, R. M., Donovan, W. D., Duszak, R., Nicola, G. N., ... & Manchikanti, L. (2016): ‘’Sustainable Growth Rate Repealed, MACRA Revealed: Historical Context and Analysis of Recent Changes in Medicare Physician Payment Methodologies’’
Once you have read the article, discuss the Medicare Sustainable Growth Rate. “The SGR target is calculated on the basis of projected changes in 4 factors:
1) fees for physicians’ services,
2) the number of Medicare beneficiaries,
3) US gross domestic product, and
4) service expenditures based on changing law or regulations (Hirsch, et al. 2016).”
How have these 4 factors been tied to fiscal performance? Find some additional sources and support your position in few paragraphs.
Details
- 2 pages
- 3 PARAGRAPHS ONLY
· Paragraph 1 – answer the question, supporting your answer by citing from the RELIABLE SOURCES using proper APA format. Terms need to be defined in order to receive as many points as possible.
· Paragraph 2 – expand your answer by including additional information and opinions
·
· Paragraph 3 – Summarize your answer, concluding with a thought or an opinion of your own.
- APA 7 th edition reference style with recent references within the last 5 years
- 3 references
...
Topic Hepatitis B infection Clinical Practice PresenAnastaciaShadelb
Topic: Hepatitis B infection
Clinical Practice Presentation . The focus of the presentation
must reflect current treatment recommendations from accepted professional organizations.
Clinical Standard of Practice Presentation
Students are expected to expand their use of resources for evidence-based practice beyond the required text and explore nursing and related literature to improve their understanding and application of advanced interventions. Each student will present a Clinical Practice Presentation. The focus of the presentation must reflect current treatment recommendations from accepted professional organizations. Presentations will be evaluated related to the criteria listed.
Presentations must be no more than twelve slides in a PowerPoint format with a Reference List in APA format which once done must be sent by email to me and/or posted on week of the due time frame. Topics will be listed, and students must sign up for presentation by the second week of the course..
image1.png
...
The Fresh Detergent CaseEnterprise Industries produces Fresh, AnastaciaShadelb
The Fresh Detergent Case
Enterprise Industries produces Fresh, a brand of liquid detergent. In order to more effectively manage its inventory, the company would like to better predict demand for Fresh. To develop a prediction model, the company has gathered data concerning demand for Fresh over the last 33 sales periods. Each sales period is defined as one month. The variables are as follows:
·
Period = Time period in month
·
Demand = Y = demand for a large size bottle of Fresh (in 100,000)
·
Price = the price of Fresh as offered by Ent. Industries
·
AIP = the Average Industry Price
·
ADV = Enterprise Industries Advertising Expenditure (in $100,000) to Promote Fresh in the sales period.
·
DIFF = AIP - Price = the "price difference" in the sales period
Only the trend of PRICE is negative. Other four variables have positive trends. However, the R2 values suggest that for ADV and DEMAND only the linear model is explained by the data points moderately (66% and 51% respectively). For all the other three variables, the R2 values are too poor to accept the models as adequates because very few percent of data points actually represents the linear model.
As expected, the Demand is negatively correlated with Price. But the regression line equation cannot be relied upon due to poor R2 value. For other three variables, there is a positive correlation. Out of these, for the ADV variable, the regression line can be adequate for the R2 value is moderately higher.
Interpretation
Strong positive correlation is found between
1. PERIOD and ADV
2. PERIOD and DEMAND
3. AIP and DIFF
4. DIFF and ADV
5. DIFF and DEMAND
6. ADV and DEMAND
Strong negative correlation exists between
1. PRICE and DIFF
2. PRICE and ADV
3. PRICE and DEMAND
PERIOD
DEMAND
Forecast
MA(3)
Forecast
MA(6)
Absotute Error - MA(3)
Absotute Error - MA(6)
1
9.4
2
10.3
3
11.5
4
11.1
10.4
0.7
5
11
11.0
0.0
6
10.5
11.2
0.7
7
10.2
10.9
10.6
0.7
0.4
8
8.9
10.6
10.8
1.7
1.9
9
8.3
9.9
10.5
1.6
2.2
10
8.12
9.1
10.0
1.0
1.9
11
8.8
8.4
9.5
0.4
0.7
12
9.8
8.4
9.1
1.4
0.7
13
10.1
8.9
9.0
1.2
1.1
14
11.3
9.6
9.0
1.7
2.3
15
12.5
10.4
9.4
2.1
3.1
16
12.4
11.3
10.1
1.1
2.3
17
12.1
12.1
10.8
0.0
1.3
18
11.8
12.3
11.4
0.5
0.4
19
11.5
12.1
11.7
0.6
0.2
20
11
11.8
11.9
0.8
0.9
21
10.2
11.4
11.9
1.2
1.7
22
10.3
10.9
11.5
0.6
1.2
23
10.9
10.5
11.2
0.4
0.2
24
11.2
10.5
11.0
0.7
0.2
25
12.5
10.8
10.9
1.7
1.7
26
13.4
11.5
11.0
1.9
2.4
27
14.7
12.4
11.4
2.3
3.3
28
14.1
13.5
12.2
0.6
1.9
29
14
14.1
12.8
0.1
1.2
30
13.5
14.3
13.3
0.8
0.2
31
13.5
13.9
13.7
0.4
0.2
32
13.1
13.7
13.9
0.6
0.8
33
12.5
13.4
13.8
0.9
1.3
34
13.0
13.5
MAD =
0.9
1.3
Since MAD of MA(3) is less than that of MA(6), we should be preferring MA(3) over MA(6). However, Moving average may not be a good choice for predicting the demand because there is a clear p ...
tables, images, research tools, mail merges, and much more. Tell us AnastaciaShadelb
tables, images, research tools, mail merges, and much more. Tell us how these features can help you collaborate and work with others? What feature surprised you the most? Do you think you can do better research documents after this week? Why are tools such as spelling and translation so important specially in the United States? Add a PowerPoint and a word document
...
TBSB NetworkThe Best Sports Broadcasting Network is home to alAnastaciaShadelb
TBSB Network
The Best Sports Broadcasting Network is home to all college football games, events, and updates. From Alabama and Clemson to Mount Union and Wheaton College, Division 1 to Division 3 top to bottom 24/7 college football. Being a college football athlete myself and having played at Clemson University and now here at University of Maryland I understand the different levels of exposure programs and athletes get even across power 5 conferences there is some exposure but different and some more than others. What my goal and plan for TBSB is that we bring the same amounts of awareness and exposure to their programs that the Clemson’s and Alabama’s receive to their programs.
After conducting many research experiments on former college athletes as well as parents, family members of student athletes, and fans I learned that they are not happy with not having the chance to always support and watch programs who aren’t top tier and do not have the same lime light as others. I also found that there is not one particular network that shows all power 5 conference football games on Saturdays, there are different networks you have to pay for monthly to keep up with all football games from different conferences. For example, you have ACC Network, Big 10 Network, and SEC Network for each of these networks you need a different subscription and or certain cable plan. With TBSB we are putting all of these networks under one station to give families, fans, and much more the best possible experience.
I feel like this network will be beneficial to many different people starting with the players. Giving all players who are not receiving a lot of exposure this prime television opportunity for family and friends to watch and cheer them on. Also giving these players opportunities to be evaluated, and scouted by the NFL for those who have that desire. This network will also be beneficial to the university itself, football programs have a chance to increase school’s revenue at any given time. Putting these different schools in the lime light will increase the chances to help up school’s revenue. Last but not least TBSB will be beneficial to families, friends, fans, and much more the people who are not able to make it to the games but would still love to support and cheer on these programs. With the click of a button all of their problems are solved with TBSB giving them the chance to watch not only the games of their loved ones but any other college football games of their choice.
Currently, I am in the process of finalizing the concept and sources of revenue, as of now my guaranteed sources of revenue will come from customers who sign up they will pay a monthly fee. My next source of revenue I want to work with television companies to have TBSB added to their channel listings and work with these different companies for another stream of revenue. These are my biggest “road blocks” at the moment. I also will have to find workers who are willing and dedica ...
SU_NSG6430_week2_A2_Pand
ey_R.docx
by Ram Pandey
Submission date: 04-Sep-2020 06:47PM (UTC-0400)
Submission ID: 1379955415
File name: SU_NSG6430_week2_A2_Pandey_R.docx (20.8K)
Word count: 685
Character count: 4114
89%
SIMILARITY INDEX
42%
INTERNET SOURCES
2%
PUBLICATIONS
89%
STUDENT PAPERS
1 89%
Exclude quotes Off
Exclude bibliography Off
Exclude matches Off
SU_NSG6430_week2_A2_Pandey_R.docx
ORIGINALITY REPORT
PRIMARY SOURCES
Submitted to South University
Student Paper
FINAL GRADE
/20
SU_NSG6430_week2_A2_Pandey_R.docx
GRADEMARK REPORT
GENERAL COMMENTS
Instructor
PAGE 1
PAGE 2
PAGE 3
PAGE 4
SU_NSG6430_week2_A2_Pandey_R.docxby Ram PandeySU_NSG6430_week2_A2_Pandey_R.docxORIGINALITY REPORTPRIMARY SOURCESSU_NSG6430_week2_A2_Pandey_R.docxGRADEMARK REPORTFINAL GRADEGENERAL COMMENTSInstructor
SOAP NOTE
Name: MT
Date:12/3/19
Time: 0930
Encounter 2
Age: 32
Sex: Female
SUBJECTIVE
CC:
“I need to start on birth control, I just don’t know which one to go on as there are so many to choose from.”
HPI:
30 -year-old Asian American female that presents to the clinic requesting to start birth control.
Medication: (list with reason for med)
PT is not taking any medication currently
PMH: None
Allergies: Does not have any food or drug allergies
Medication Intolerances: None
Chronic Illnesses/Major traumas:
Patient denies any medical trauma
Chronic Health Problems: No known chronic health problems
Hospitalization/Surgeries: None
Family History: Mother Healthy. Father HTN. Sister Healthy. Brother autism
Social History:
Social history is negative for ETOH and she denies past or present illicit drug use. Denies present use of tobacco. States she does exercise regularly, and is not on a specific diet. Pt is currently in school for accounting.
ROS
General:
Patient denies weight change, fatigue, fever, chills, night sweats, energy level
Cardiovascular:
Denies any episodes of chest pain, palpitations, syncope or orthopnea.
Skin:
Denies any skin lesions.
Respiratory:
Patient denies dyspnea. Denies cough
Eyes:
Patient states no changes in vision, no blurred or double vision.
Gastrointestinal:
Patient denies any change in appetite, denies nausea and vomiting. denies any bowel changes
Ears:
No recent hearing loss, tinnitus, denies any ear discharge or pressure.
Genitourinary/Gynecological:
Patient denies any itching, burning or discharge
Last PAP: 9/11/18
Mammogram: 11/2/18
Pregnancy: G4P3
Not on any contraception, is currently sex ...
Sheet1Risk Register for Project NameDateProject NameID No.RankRisAnastaciaShadelb
This document appears to be a risk register template for a project that lists risks by ID number, rank, description, category, root cause, potential triggers, responses, risk owner, probability, impact, and status. However, the document contains no further details to summarize as it appears to be an empty template.
1
2
Final Project Topic
Final Project Topic
I selected the question: Analyze differences among research, evidence-based practice, practice-based evidence, comparative effectiveness research, outcomes research, and quality improvement. How do these practices affect nursing and patient outcomes?
Selected References
Davis, K., Gorst, S. L., Harman, N., Smith, V., Gargon, E., Altman, D. G., ... & Williamson, P. R. (2018). Choosing important health outcomes for comparative effectiveness research: An updated systematic review and involvement of low and middle-income countries. PloS one, 13(2), e0190695.
Davies, C., Lyons, C., & Whyte, R. (2019). Optimizing nursing time in a daycare unit: Quality improvement using Lean Six Sigma methodology. International Journal for Quality in Health Care, 31(Supplement_1), 22-28.
Eppley, K., Azano, A. P., Brenner, D. G., & Shannon, P. (2018). What counts as evidence in rural schools? Evidence-based practice and practice-based evidence for diverse settings. The Rural Educator, 39(2).
Fiset, V. J., Graham, I. D., & Davies, B. L. (2017). Evidence-based practice in clinical nursing education: A scoping review. Journal of Nursing Education, 56(9), 534-541.
Forsythe, L., Heckert, A., Margolis, M. K., Schrandt, S., & Frank, L. (2018). Methods and impact of engagement in research, from theory to practice and back again: early findings from the Patient-Centered Outcomes Research Institute. Quality of Life Research, 27(1), 17-31.
Gargon, E., Gorst, S. L., Harman, N. L., Smith, V., Matvienko-Sikar, K., & Williamson, P. R. (2018). Choosing important health outcomes for comparative effectiveness research: 4th annual update to a systematic review of core outcome sets for research. PloS one, 13(12), e0209869.
...
12
Capstone Project
Olivia Timmons
Department of Nursing. St. Johns River State College
NUR 4949: Nursing Capstone
Dr. C. Z. Velasco
November 14, 2021
Capstone Project
There is a saying that states one can only learn through doing it, practically and physically. It is the explanation as to why it is very important to implement the skills acquired in theory into practice to ascertain one’s competence. This is even more crucial in the medical field as they have no choice but just to be perfect at what they are doing, the only secret is through practice. Practicums connect the two worlds of theory and classwork, thus breaking the monotony alongside connecting what was taught in class with what happens in the field. They are important as apart from sharpening the student’s skills, they also open a window of opportunity and build up connections that will come in handy for the student later on. They will feel the experience and the pressure that comes with it thus preparing themselves accordingly.
Statement of the Problem
Timing is essential in the nursing field and the Emergency Room is notorious for its long wait times. The goal of a clinical laboratory is to deliver medically useful results for patients on a timely basis. This goal can be hindered by the new paradigm of the modern laboratory – “do more with less" (Lopez, 2020). When implementing new care models for patients, the patient perspective is critical. The objective of this study was to describe and develop an understanding of the information needs of patients in the ED waiting room concerning ED wait time notification (Calder, 2021). As a patient arrives at the ER waiting area, it's critical to have lab results for the provider to evaluate. I can give you an example of a patient that waited in the waiting room for over 3 hours, no labs were completed because they were waiting for the patient to go back into a room. The patient was suffering from a heart attack and his troponins were elevated and no one knew until 3 hours later. If POC labs were done on all patients as soon as they arrived, mistakes like these can be avoided. Completed POC blood can cut the wait times in half and the laboratory also won't be backed up on resulting lab specimens.
PICOT Question
Question: Is there a significant decrease in Emergency Department patient length of stay (LOS) for those whose blood was analyzed using POC testing versus those whose blood was analyzed using laboratory testing?
· P-Population= emergency room patients
· I-Intervention or Exposure= POC testing of blood specimens
· C-Comparison= Laboratory blood specimens
· O-Outcome= Decrease patient stay in the emergency room
· T-Time = N/A
History of the Issue
The length of patient stay in the emergency department (ED) is an issue that not only increases the severity of illnesses but also reduces the quality of patient care. Serious health conditions including diabetes and hypertension can worsen while patients are ...
12
First Name Last Name
Plaza College
MGT1003 Section 8 – Supervisory Management
Professor Aicha Cesar
Spring 2022
1. Do you believe that Joe Trosh has the right to carry a concealed weapon in the hospitaldue to being harassed for visiting casinos?
Part IA: The Purpose of the Report and the Problem
The purpose of the report is to solve the problem of whether or not Joe Trosh has the right to carry a concealed weapon in the hospital as a reason for self-defense against discrimination and harassment from the staff of a rural hospital in Oklahoma. According to the U.S. Equal Employment Opportunity Commission, harassment is a form of employment that violates Title VII of the Civil Rights Act of 1964, Age Discrimination Employment Act of 1967, and Americans with Disabilities Act of 1990 ("Equal Employment Opportunity Commission," n.d.).
The Equal Employment Opportunity Commission outlined that “harassment’’ based on race/color discrimination means unwelcome conduct that is based on color, religious background, sex, national origin, older age, disability, or genetic information that is based on medical history ("U.S. Equal Employment Opportunity Commission," n.d.).
Hirsch (2018) stated that the impact of discrimination on racism often creates challenges that the human resource manager is responsible for overcoming. In a workplace, racism is evident through macroaggression, defined as indirect, subtle, and unintentional acts of discrimination against marginalized groups.
Harassment based on stereotypes can affect an organization’s decision-making process in many ways, such as making a quick judgment without looking at the consequences. It also makes people feel preconceptions about a specific group of people leading to harsh treatment.in addition, harassment of stereotypes leads to fixed beliefs about the place of women and men in society.
Managers need to know about the Second Amendment right to bear arms and U.S. Supreme Court Cases that examine this issue because it will protect the hospital from legal matters ("Cornell Law School," n.d.). The District of Columbia v. Heller case in which the supreme court held in 2008 on the second Amendment regarding firearm possession. It gives one the right to possess firearms, independent of service in state militia use the guns for self-defense.
A potential legal issue the Supervisor must consider is how to handle discipline decisions that involve employees who have experienced discrimination through harassment by co-workers. According to the Oklahoma Self-Defense Act, it is “not right for a person to identify themselves as a licensed handgun or as lawfully in possession of any other firemen if the law does not demand information."
Part 1B The Research Experience
To perform my research, I began with online research. I used Google and searched for articles rights of carrying weapons to work as a form of self-defense and discrimination and harassment in the place of work.
I have foun ...
12Epic EMR ImplementationComment by Author 2 Need a AnastaciaShadelb
1
2
Epic EMR Implementation
Comment by Author 2: Need a running head. Ex:
RUNING HEAD: Implementation of EMR
Implementation of Electronic Medical Records (EMR) Comment by Author 2: Your topic is very broad. You should have a unique identification of basically what you are trying to investigate with your research. Basically, you need to try to funnel it. For instance, The impact of the EMR on ...... Comment by Author 2: Also, the title doesn't tell the story of your research. Basically, the reader should be attracted to your topic just by reading the title. That is why is very broad and doesn't present an attractive meaning. Comment by Author 2: Example: The Implementation of EMR: Tjhe Role of Data in ... Comment by Author 2: Or, Barriers to Implementing the EMR in ....
HCIN 699-51 – B-2021/Summer
Applied Project in Healthcare Informatic
Dr. Chaza Abdul and Dr. Glenn Mitchell
Prepared by:
Name: Bolade Yusuf
Student ID: 273092
Harrisburg University
08/18/21
Table of Contents
INTRODUCTION 3
1.1 Background to research problem 3
1.1.1 Electronic Medical Records (EMR) 3
1.1.2 Patient’s Data 4
1.2 Problem Statement 4
1.3 Objectives 5
1.4 Research Questions 5
1.5 Significance of the Research 5
LITERATURE REVIEW 6
2.1 Introduction 6
2.2 Features of an Effective EMR 6
2.3 Barriers to adoption of EMR 8
2.4 Addressing EMR adoption barriers 9
2.5 Related Work 11
RESEARCH METHODOLOGY 12
3.0 Introduction 12
3.1 Research Philosophy 12
3.2 Research design 12
3.3 Study Population Sample 13
3.4 Sample Size and Sampling Procedure 13
3.5 Data Collection 14
DATA ANALYSIS AND FINDINGS 15
4.1 Data Analysis 15
4.2 Findings 15
4.3 Benefits of epic EMR 16
Conclusion 17
References 18
Appendix 1: Survey Questionnaire 20
Appendix 2:Survey Questions Response Analysis 21
INTRODUCTION1.1 Background to research problem
Health care is critical in any society. Managing patient’s data goes a long way in ensuring good treatment measures are taken. Health care information therefore must be collected correctly and stored in a manner which abides by the principled of confidentiality, integrity and accessibility (Kaushal et al., 2009). Data regarding a patient should be kept confidential as much as possible and only retrieved when needed. A good health records management system should be able to confidentially store patient’s data. Each patient should have an account within the system where their data is stored. Access to this data should be given on privileges basis and only to individuals who will use it for treatment of the patient. The patient’s data in a good health information management system should be of high integrity. Data should be collected from the source (the patient) and recorded during the collection process. Having an intermediary stage where data is recorded in in a secondary avenue before being transferred to the primary system could lead to errors thus compromising its integrity. A good health information management system should also ...
12Facebook WebsiteAdriana C. HernandezRasmussen UnAnastaciaShadelb
1
2
Facebook Website
Adriana C. Hernandez
Rasmussen University
COURSE#: MA242/BSC2087C
Jenessa Gerling
05/01/2022
Thesis Statement: Facebook, which emerged as a standalone website, is used worldwide. Facebook has emerged as one of the 21st century's largest companies, with a consumer base of people who understand the word internet.
Title of Paper: Facebook Website
I. Introduction
A. Attention grabbing sentence about topic
Facebook, which emerged as a standalone website, is used worldwide. Skyrocketing revenues' simplified version of the term perception is a way of perceiving or viewing things and refers to how the brain knows how things are or processes things (Mosquera et al.,2020).
B. Thesis statement
Facebook, which emerged as a standalone website, is used worldwide. Facebook has emerged as one of the 21st century's largest companies, with a consumer base of people who understand the word internet.
II. First paragraph main point – topic sentence
The case in this study involves deciphering the website perception elements and related responses to the same crucial points as follows:
A. Supporting details (in-text citation for outside resource used as support/evidence)
1. Details about the supporting details
Sensory response refers to the way we respond to specific website visual elements. The website contains both a design pattern and a logo which most individuals worldwide are aware of today.
2. Details about the supporting details
The image of the logo is a letter f-like. The most dominant colour in the ad on Facebook is blue and white shades used to design and highlight the tangible symbol.
B. Supporting details (in-text citation)
There are also lines and shapes in the logo, and as mentioned, the logo lines include lines and a square box forming a bold character, 'f' and highlighting the Facebook company name (Plantin et al.,2018). Contrast and balance are also incorporated. There is contrast present and light colours in the image that easily distinguish the Facebook symbol from other symbols such as WhatsApp and YouTube. The balance is indicated in the proper depiction of the 'F' symbol, highlighting everything around the same.
C. Transition sentence
On the other hand, perceptual response refers to the number of groups of persons attracted to the ad and those not attracted.
III. Second paragraph main point – topic sentence
Though perceptual response targets a potential user base involving many people from any age group, ethnicity, or age, it is more dominant among the youth, in my view.
A. Supporting details (in-text citation)
The aged have no more time in the Facebook like the youth who are in desire remain informed and have interest in sharing their feelings and information through the platform (Plantin et al.,2018).
1. Details about the supporting details
The technical response involves specific elements, including buttons and dropdowns worldwide, which technically impact the user.
2. Details about the supporting details
T ...
1
2
Experience
During my clinical placement in a neurosurgical unit, we would occasionalJy exa mine epilepsy
patients to document any seizures. These patients rarely require substantial nursing care, and
most are self-sufficient with only 1-2 prescriptions administered every six hours. I was working
an early shift, and my buddy nurse assigned me to three patients, one of whom was under
examination for a seizure. My buddy nurse handed me the drawer keys and indicated the
medication was in the side drawer when I went with my nurse to provide the patient medication.
Looking over the initial purchase, I began my safety check prior to dispensing the prescription
and discovered that it had expired in February 2019. I requested that my preceptor come over
and take a look at the package. She realized the medication was out of date when she noticed the
expiration date. She then went out of the room with the packaging. When she returned, she
indicated that she had reported the event to the NUM. I then inquired if there was anything else
we needed to do, but I was respectfully told to stay out of it. I took a set of vitals on the patient,
which were all normal, and the buddy nurse was given a new pack of medication that was still
usable. I felt accomplished at the end of my shift since I had followed the procedure for providing
the correct medication and had identified the problem. Being a part. of event reporting and alerting
the doctors, on the other hand, would have been a great experience. Overall, I followed NSHQS's
safety requirements and medication standards when performing my nursing responsibilities.
h
...
1
2
Dissertation Topic Approval
Dissertation Topic Approval
Topic
How can the fourth industrial revolution technologies be used to address the current climatic issues facing the world?
General Reasoning
I selected this research topic because climatic change has become a major concern today, with world leaders and researchers trying to develop ways to address this concern. There are several adverse impacts of climatic change on the world. One of the adverse effects is that humans and animals face new challenges for their survival due to the consequences of climatic change. Climatic change has resulted in increased temperature levels in the world, rising sea levels, shrinking glaciers, and increased ocean temperatures. It has resulted in frequent and intense droughts, storms, and heat waves threatening animals' lives. It has also resulted in biodiversity loss due to limited adaptability and the economic implications of these climatic changes. One of the ways that can be used to deal with climatic issues is through the use of technology which can help reduce greenhouse gas emissions. The fourth revolution technologies such as the internet of things, artificial intelligence, and cloud computing can play a vital role in addressing these climatic challenges.
Potential thesis
The fourth industrial revolution technologies such as the internet of things, artificial intelligence, and cloud computing can play a vital role in addressing these climatic challenges; therefore, it is important to determine how these technologies can be utilized to achieve the environmental objectives of the world.
Thesis map for your Literature Review
The literature review will consist of articles that have been published over the five years. It will consist of journals and articles that have researched fourth industrial revolutions that can be used to address climatic change.
The research topic I selected for my dissertation is related to the program goals and core courses by addressing the revolution of technology and its applications in addressing the world's challenges.
...
12Essay TitleThesis Statement I. This is the topicAnastaciaShadelb
The document outlines the structure for a Rogerian argument essay on school uniforms. It provides instructions for introducing opposing viewpoints in three paragraphs, then addressing the proponents' viewpoints in three more paragraphs. It instructs to then write a paragraph presenting a compromise viewpoint. Each main point should have an introductory topic sentence, a quote or paraphrase with citation, commentary, and transitional statement. The outline concludes by stating the conclusion paragraph should reiterate the compromise and benefits of accepting it.
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.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
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!"
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
Chapter wise All Notes of First year Basic Civil Engineering.pptxDenish Jangid
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
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
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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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.
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
Liberal Approach to the Study of Indian Politics.pdf
14 March 2018 www.humancapitalonline.com ◆They are the o
1. 14 � March 2018 www.humancapitalonline.com ◆
They are the ones who popularized
selfies, food porn, online communities,
byte sized learning, and introduced the
multitasking wonders of smartphones
to the world. However, it is evident
that they bring with them a cache of
unique experiences and skills that are
invaluable to the workplace. As today's
workplace creates room for millennials
who are seen to make for 50% of the
global workforce by 2020, and with the
arrival of Gen Z, the standard
engagement practices of the past need
to be done away with, so as to
accommodate ourselves for the arrival
of Gen Z and the inundation of
millennials. Failure to pay heed to this
would only result in the organisation
losing out on the top performing talent,
and in real quick time, and even worse,
to their competitors who offered them
an opportunity as per the needs of
their engagement. Revamping and
illennials are being viewed
through the wrong optics
since they are perceived as
the initiators of disruptions.M
COVER STORY
2. As today's workplace creates room for millennials who are seen
to make
for 50% of the global workforce by 2020, and with the arrival of
Gen Z, the
standard engagement practices of the past need to be done away
with, so
as to accommodate ourselves for the arrival of Gen Z and the
inundation of
millennials. Failure to pay heed to this would only result in the
organisation
losing out on the top performing talent, and in real quick time,
and even
worse, to their competitors who offered them an opportunity as
per the
needs of their engagement.
The
“When people are financially invested, they want a return.
When people
are emotionally invested, they want to contribute.” - Simon
Sinek
Engagement
Paradox At Work
By Shruti Chadha and S. Ajay Kumar
3. www.humancapitalonline.com◆ March 2018 � 15
employees are unlikely to take on
anything outside of what they see as
their core remit. They will make
excuses or find reasons as to why they
cannot take on extra work, or try
newer ways of doing things. They may
refuse to entertain even the simplest
of requests.
3. Withdrawal from meetings and
gatherings: Disengaged employees
tend to withdraw and even isolate
themselves from their co-workers.
They choose to opt out when it comes
to meetings and gatherings. Even if
they are present during a meeting or
a team discussion, their minds wander
to other places. Paying little interest
to the matters of the organisation,
disengaged employees make fewer
efforts to engage and participate in
any of the company events.
4. I g n o r i n g r e f e r r a l r e q u e s t s :
Employees who are disengaged are
unlikely to refer candidates for open
positions. Even when you are actively
seeking out referrals, and do not
receive any from your employees, it
is an indicator that they may be
disengaged. Actively disengaged
employees might even use social
media to discourage others from
applying. The Net Promoter Score
4. (NPS) is where ratings can be given
on a zero to ten scale as to how likely
it is for a person to recommend this
company as a place to work.
Employees who score 9 or 10 are
called 'Promoters', those who score 7
C O V E R S T O R Y
innovating recognition practices can
capitalize employee talents so that they
flourish in the company. The changing
rules of engagement for the diverse
generation, spotting critical signs of
disengagement, employer-employee
expectation mismatch, innovative ways
of enhancing engagement along with
illustrations on best industry practices,
and the contemporary ways of
measuring the employee engagement
pulse have been mentioned in the
paragraphs to follow.
The changing laws of
engagement
In late 2014, the Northeastern
University conducted a survey on teens
in the age bracket of 16-19 years, and
came about with certain traits on Gen
Z that could give a sense of the
behaviour pattern of this wannabe
generation.
� 63 percent of the respondents stating
that colleges should be teaching
them on entrepreneurship
5. � 42 percent expect to be self-
employed later in life
� Interpersonal or face-to-face
interaction is highly important as
compared to communicating via
technology
Spotting critical signs of
disengagement
The 7 tell-tale signs that are needed to
be monitored by HR business partners
and engagement experts with empirical
evidence in order to help organisations
plan their engagement strategies.
1. Excessive absenteeism and
tardiness: That disengaged employees
do not rush to work in the mornings
is a common red flag. But, if some
employees are turning in slightly late
it does not imply that they are
disengaged, but it could be a strong
indicator that they are lacking time
management skills, are struggling with
work-life balance, or maintaining a
different lifestyle. Howe ve r, it is
noteworthy if employees are very late,
leave the office randomly, or take
extended lunch breaks. Absenteeism
is a lot more serious than tardiness.
Employees who do not come to work
at all, or who take lots of random sick
days are often simply fed up with their
work. And, if they seem to be
consistently ignoring pressing
6. deadlines and targets by requesting
days off, they are clearly disengaged.
2. Poor quality of work: Disengaged
employees certainly do not aim for
maximum quality. Actively disengaged
employees will not meet expectations.
Or, they may be doing just enough to
keep themselves from getting fired.
So, if there is a degeneration or
stagnation in the overall quality, it may
signal low engagement. Disengaged
“Fostering a culture of 'trust' in the organisation so employees
feel empowered
and responsible to go beyond themselves to ensure the
organisation's success
-- this is what great places to work strive for. And building this
trust does not come
easily. Engaging employees is one of the most important HR
mandate besides
talent attraction and retention. We have seen strong correlation
between employee
engagement and profitability. With the right strategy and
approach, employee
engagement can become one of the strongest tools for robust
business outcomes.
While there are several ways to boost engagement with
employees, one of the
7. most effective ones is to foster a system of continuous feedback
and conversations.
Praising an employee for a job well done is just as important as
pointing out
where there is room for improvement. Also crucial is to give
them credit and show appreciation in a timely manner. Building
an engaged, all-in workforce is an assured metric for the
success of not just the business but of the leader as well.”
SHRADDHANJALI RAO
Head of Human Resources
SAP India
16 � March 2018 www.humancapitalonline.com ◆
or 8 are 'Passives', and an employee
who gives a score of 6 or below can
be viewed as a 'Detractor'. In general,
we like to improve upon and
participate in things that we care about
and appear meaningful to us. So, either
the employees are not connecting with
the mission and values of the company,
or they are unhappy in the office
environment.
5. Managers do not praise their team
members: An HR business partner
8. needs to ask the managers and
supervisors, "what did you do in the
past month to reward or praise your
team members?" If in return, there is
a hesitant answer or an awkward
silence, it might just be the beginning
of a grave engagement problem.
Employees who do not see their work
being recognized are unlikely to be
motivated or engaged.
6. Employees at odds and raise
complaints: Disengaged employees are
not interested in solving problems and
making progress. They often express
their lack of engagement through open
frustration and aggression. These
employees will always be at odds with
someone, and will resist new initiatives
or instructions from their manager.
7. Lack of ownership: 'Nothing to
do with me', 'not my responsibility,'
'thought someone else would do it'
are common refrains of those who
are disengaged with the company and
their role. Finding things that they do
care about in their role, even if it is
only one element, is the key to
changing the mindset of these
employees. Reallocation of duties
among a team can often revive
disengaged employees, with certain
team members thriving to do some
tasks that the others are not truly
deriving enjoyment from.
9. The Expectation Mismatch
A search into the motivators of the
workforce will invariably lead us to
the famous Herzberg's two-factor
motivational theor y. Her zberg's
findings revealed that certain
characteristics of a job are consistently
related to job satisfaction, while
certain factors are associated with job
dissatisfaction. He stated that factors
such as achievement, recognition,
responsibility and career advancement
are key motivating factors that will
help employees exceed at their work.
Whereas factors such as supervision,
company policies, work conditions,
salary were the hygiene factors, which
when absent were sure to demotivate
employees. With generations changing
at the workplace, from baby boomers
to Gen X, from Gen X to Millennials,
and now to Gen Z, we will need to
revisit motivational theories and
redefine their placement. With the
enhanced presence of the millennial
workforce and the arrival of the Gen
Z, certain factors that were seen as
motivators over the last decade are
no longer seen as motivating, but have
become the basic hygiene factors for
the multigenerational workforce.
Hygiene Factor 1:
Connectivity
Today, it is hard to find millennials/
10. generation Z without a smartphone,
and by 2020, it is evident that every
employee would be hooked to a smart
device. What would it look like if the
generation is to be married to their
work? What is it that would make them
wake up every morning excited to put
their nose to the grindstone another
day? Millennials want to put everything
they have into their work. Their hearts
sing because they are living their
purpose. Their minds are stimulated
by the challenge. Like Millennials, Gen
Z is a cohort of digital natives; they
have had the technology and the many
forms of communication since birth.
They are used to instant access to
information, and, like their older Gen
Y counterparts, they are continually
processing information. Like
Millennials, they prefer to solve their
own problems, and will turn to
YouTube or other video platforms for
“Employee engagement is one of the key pillars to building a
great company.
Today's dynamic and competitive environment clearly demands
a lot more from
HR than it was before. From creating a robust learning and
development ecosystem
across levels to ensuring employees live a healthy and
rewarding life; employee
11. engagement plays a massive role in an organisation. Technology
plays a powerful
tool here, for example online learning platforms are playing a
crucial role in helping
employees unearth their potential. Creating a caring and humane
environment that
offers flexibility, mentorship roles are other ways to engage
employees and build
goodwill. Do not forget to recognize achievements and build a
rewarding
ecosystem. Employees should feel valued and they should
cherish their journey with an organisation. Happy and
successful employees are an asset to building a successful
company.”
REENA TYAGI
Chief Human Resource Officer
Cigna TTK
Disengaged employees certainly do not
aim for maximum quality. Actively
disengaged employees will not meet
expectations. Or, they may be doing just enough
to keep themselves from getting fired. So, if there
is a degeneration or stagnation in the overall
12. quality, it may signal low engagement. Disengaged
employees are unlikely to take on anything
outside of what they see as their core remit.
“
COVER STORY
www.humancapitalonline.com◆ March 2018 � 17
tutorials to troubleshoot prior to
seeking assistance. They also place
great value on the reviews of their
peers. Fostering connectivity in the
workplace is a profound key to such
a kind of holistic happiness. For
managers with millennials on their
teams, this is great news for if they
can inspire creativity and innovation,
and if they have hired well, they are
sure to have a talented team of leaders
with some untapped potential.
Industry Practice: DreamWorks
Although employees at DreamWorks
Animation are provided with perks
such as free refreshments, paid
opportunity to decorate workspaces,
and company parties after the
completion of big projects, a practice
truly appreciated by them is if they
are encouraged to share their
personal work and projects amongst
their co-workers at such parties and
13. events. This makes way for
appreciation of non-work related
projects, kindles their creativity, and
makes employees feel that they are
more than just the work that they
perform. With other companies like
Google also providing employees with
the time to work and pitch their own
projects, and, this is a great way to
really tell your employees that not only
are they trusted, but that their input
and creativity is really valued.
Hygiene Factor 2: Career
Progression
Millennials grew up in a different world.
When they work at a company, money
does not merely motivate them.
Instead, they want more opportunities,
more progression, and more chances
at development. Creating individual
development plans could be the first
step in developing employees to create
a development plan. It is important to
sit down with the employee and discuss
individual interests and career goals.
Such a conversation will help identify
the developmental activities that
individuals should be undertaking.
After all, not everyone shares the same
goals or has the same perspective
about what they want to achieve in
their career.
Industry Practice: Hyatt group
of hotels
14. Hyatt's high employee retention and
long tenures speak volumes in an
industry known for high employee
turnover. The focus on employee
development and promoting from
within plays a large part in this. Another
interesting practice, connected to
development, is how they empower
their employees (whom they call
associates), to listen carefully to each
other and guests, to be able to solve
problems and create new solutions,
rather than following scripts of what
to do.
Hygiene Factor 3:
Personalization
One thing Millennials are used to is
individuality. They have grown up in a
culture, which prizes nonconformity,
and they have carried this belief over
to their working lives. As employees
that value themselves as individual
talents, they expect an equally
personalized form of feedback that
addresses their strengths and
weaknesses. They also expect this from
the people they know; with 80%
Millennials saying they were seeking
regular feedback from their managers.
Such a personal and individual type of
recognition is designed to
simultaneously deliver feedback and
coaching. 95% of millennial employees
15. said they would work even harder if
they had learnt how their task
contributed to the company's larger
strategy.
Industry Practice: Legal
Monkeys
This legal record management
company established a simpler, smaller
way to show employees that their hard
work is valued. The Appreciation Board
is a glass picture frame, on which
employees can write a note using a
marker, and present it to their
colleague to whom they want to show
appreciation to. Whoever receives the
board is free to keep it on display on
their desk, until they are ready to pass
it on to someone else, with each
achievement also being posted on the
company's Facebook page to increase
visibility outside of the team.
Hygiene Factor 4: Making
the Voice Work
These days, Millennials do not just have
to agree to their job role, they also
“Building and nurturing a great work culture and environment
where everyone
finds a place to bloom, every day is special, everything is
learning and everyone
is involved is an achievement par excellence. The environment
where employees
16. get excited about the organisation and feel proud of, can be
created only by
enthusiastic and highly energized people who derive enjoyment
from their work
and also make it a pleasure for those whom they work with.
Such an engaged
workforce is the real asset of any organisation and drives it to a
position of
invincibility. I am strongly convinced that the Human Resource
team plays the lead
role in driving this thought process and in inculcating this as
the credo of the
organisation. Experience is the edifice of every relationshi p
and relationship is the
anvil of engagement. Furthermore, promoting and fostering
strong employer-
employee relationship is fundamental to driving a great place to
work experience.
The general understanding and nuances of employer-employee
relations have
gone through a sea change in the recent years, thanks to a lot of
progressive
thinking in Human Resource management (HRM). A strong
employee employer
17. relationship is no longer seen as state of 'peaceful working',
rather is a platform
for co-creating business and individual success. Respecting and
valuing the
unique flavour and strength of every employee, and binding
them through a
common shared vision and purpose is quintessential to forging
the said connect. A work culture that has elements of
collaboration, supportiveness, result orientation and respect
cannot but be strongly bonded."
JOY GEORGE
Vice President - Human Resources
CDK Global (India)
C O V E R S T O R Y
18 � March 2018 www.humancapitalonline.com ◆
have to agree to the company.
Millennials are a generation who are
deeply socially aware, and will often
prioritize a company whose social
innovations they agree with, over one
with which they do not. Combined
18. with the fact that they are some of
the most educated employees in the
workforce, companies should strive
to let Millennials in on company
decisions as a means of recognition.
This does not have to be anything
very significant; simple things like the
company's charitable decisions,
allowing them to choose their own
rewards allows Millennial employees
to productively exercise their opinion.
Removing barriers is a key to listening
to employees. Many organisations are
rigid in their organisational structure
and processes, which can make it
challenging to implement some cross-
functional development and facilitate
dynamic growth and high-
performance training. It is up to the
leadership to bridge the silos, knock
down walls, and design a system, that
encourages a fluid approach to learning
and working.
Industry Practice: Virgin
This multi-industry organisation has a
habit of listening to its employees, to
show that they are valued, to listen to
their opinions, and caring for their
ideas, having healthy debates and
continuously innovating. It is a win-
win; the organisation keeps learning,
and employees feel important and
engage with the organisation.
19. Hygiene Factor 5: Real-Time
Recognition
Millennials experience a culture of
instant gratification which is vastly
dissimilar from what the other
generations have experienced. Fuelled
by familiarity with digital media,
Millennials are most accustomed to
instantaneous reactions, and they
anticipate the same at their workplace.
Standardized recognition methods such
as annual engagement surveys are
therefore failing to resonate with
Millennials; since they are clunky,
lengthy, and do not resolve issues in
limited time. Instead, try investing in
pulse surveys that are short, powerful
and are issued frequently enough so
that you can resolve issues closer to
their emergence. This is an easy way
to recognize millennial employees, as
it specifically addresses their individual
needs and gives them a clear channel
for communication in the company.
Digital media is also extremely useful
in providing a platform for real-time
recognition. As Millennials are more
accustomed to a work life, which bleeds
into their home, companies are no
longer restricted to communication
within a strict 9-5 time frame to provide
their feedback.
Industry Practice: HCL
Technologies
20. HCL Technologies has started a
Happiness Index, an analytics-based
platform where people respond to a
set of statements, which helps
determine the mood of the
organisation. The system is designed
to automatically push out a short
survey to anyone who has undergone
a change of some sort. This could be
a new manager, appraisal, end of a
project etc.
Activities for enhancing
Employee Engagement
Virtual surveys: There are multiple
applications and systems that can be
used to hold online surveys for the
team members. By conducting a poll,
you can learn and analyse their
character, attitudes, patterns of
behaviour, as well as personal
preferences.
V irtual coffee break: While team
members cannot always hang out
together after work, you can still invite
them for a virtual coffee break. These
days, most public areas offer good Wi-
Fi connection, including a coffee shop.
Online gaming: Believe it or not,
playing games together can boost
teamwork in virtual teams. To
encourage healthy competition,
managers can invite their teams to play
the same online games. Not only is
this fun, it also helps smoothen the
flow of communication and improve
21. overall bonding to build camaraderie.
Various games available on the Internet
can be used, or even custom games
such as trivia questions related to the
business can be developed.
Encourage sharing: People cannot
always be 100 percent at work. When
we find a co-worker who does not
appear lively while responding to a
chat, as usual, there might be
something going on with them. In such
situations, we need to take some time
to put the business aside and learn
what is happening with them.
Use Social Media: While it is true that
Employee engagement is an emotional state where employees
feel passionate,
energetic, and committed to their work. Thats why Employee
Engagement is &
always will be the very high priority for HR department, as it
leads to high
productivity, positivity and; it creates a happy environment at
work. It even helps
employees to do their job effectively. Employee engagement is
a very powerful
concept and; every organisation should be more focused on
increasing employee
engagement activities, as its directly related to employee
performance &
22. organisation growth. Following of the techniques that will help
in employee
engagement:
� Create a fun work Culture, as fun workplace make happier
employee.
� Make a culture where employees can respect their work life
& personal life
both.
� Invest in both internal and external development for
employees professional
growth.
� Ensure that their development is linked to organisation goal
and they should
clearly be able to see where their development plan is
taking them.
� Take an active interest in employee well-being.
� Hold regular employee engagement programmes, it will
help build bridges between peers across all departments.
AKANSHA TRIPATHI
HR Head, Xapads Media.
COVER STORY
www.humancapitalonline.com◆ March 2018 � 19
23. we should draw clear lines of
separation between the working and
private life, it never hurts to add co-
workers on the friends list on social
media. Through social platforms like
Facebook, Twitter, Instagram, or Path,
we can gather more information about
the people we are working with.
Making recognition personal: The
most successful recognition is highly
personal. The value of highly
personalized rewards cannot be
understated, even in the case of those
tenure-based anniversary gifts. It is
also a great opportunity to reinforce
the value of sticking around for a long
time to the employees that the reward
was chosen with them in mind, or
which they can look forward to, which
works as a great motivator to keep
going during moments of low-morale.
On the other hand, having a
recognition system that stacks
employees against each other does
more harm than good. While
competing for points might motivate
the top performers to try even harder,
it can be demoralizing for those at the
bottom of the competition, and even
make employees to act poorly in order
to win.
Sounding the death knell to annual
surveys: Having a social engagement
strategy means being more
communicative with employees, and
inviting conversation about the
24. concerns or suggestions that they have.
In that vein, annual surveys, which
have been on the decline for years, are
really the last lingering relic of a time
where feedback was barely solicited,
and almost always never acted upon.
Employers who are committed to
collecting continuous, ongoing
feedback, and acting on it, then moving
past the annual survey into something
more real-time and iterative will
facilitate that.
Contemporary ways of
measuring Employee
Engagement
Matching up to the engagement
expectations of the hygiene factors of
generation Z and millennials, employee
engagement programmes are now built
on smart cloud data and analytics that
is measuring the employee pulse in
real time. WorldatWork, a global human
resources foundation, divulged the
findings of a study in which 54 percent
of employees said that short-term
incentives have a high impact on
engagement, while only 32 percent
cited long-term incentives. Several
companies are helping workplaces
revamp the way they reward their
employees, trading company coffee
mugs against 6-month memberships
to a local gym. Options as such, permit
the managers to hand out employee
25. perks online in real time, and some
also add these on the social media
platform so that the team can openly
thank their colleagues for a job well
done. Certain critical aspects that are
should occur across the entire
organisation. Develop a strategy that
encourages peer-to-peer recognition
and feedback, allowing employees to
recognize both individual and team
accomplishments. In most cases, real-
time recognition is more meaningful
than the feedback employees receive
through annual performance
conversations. However, too much
recognition can be a bad thing if it is
not linked to achievements and
contributions.
Making recognition simple and
aligned with company values: There is
“The role of employee engagement is critical for business
process services
organisations like ours. As our people strive to delight
customers by doing a lot
of knowledge driven processing, engagement events provide the
much-needed
breather. While there is the [email protected] aspect of
engagement activities, the real
benefit comes in the form on enhanced bonding levels between
26. team members,
and people leaders, as well as long term benefits such as loyalty
and commitment.
We strongly believe that engaging employees is the job role of
each people leader
and have created 15 clubs on topics as diverse as health and
wellness, sports,
music, human resources, coding as a hobby, and innovation.
These interest
based groups or clubs as we call them create a platform for
like-minded individuals to come together and builds a stronger
association with employees, besides building our employer
brand.”
JACOB JESUROON
Vice President and Head
People Function, Access Healthcare
Like Millennials, Gen Z is a cohort of
digital natives; they have had the
technology and the many forms of
communication since birth. They are used to
instant access to information, and, like their older
Gen Y counterparts, they are continually
processing information. Like Millennials, they
27. prefer to solve their own problems, and will turn
to YouTube or other video platforms for tutorials
to troubleshoot prior to seeking assistance.”
“
needed to be taken into consideration
while designing a new age employee
engagement plans are: -
Encouraging multidirectional
feedback and recognition: Recognition
nothing better than the good old face-
to-face recognition and an "atta-boy!"
Complicated programmes and
technologies are disincentives for real-
time recognition. User-friendly mobile
C O V E R S T O R Y
20 � March 2018 www.humancapitalonline.com ◆
and social tools make recognition
simple. Some platforms also integrate
with other technologies to improve
manager visibility to feedback for
coaching conversations. Employee
recognition programmes should align
with company values and business
objectives.
Working towards succession
planning for top performers: In
28. addition to recognition, employees
want to know if you are invested in
their careers. Recognition programmes
are a great starting point for
conversations on career growth. After
recognizing employees for hard work
and positive results, managers can
collaborate with them on a plan for
taking the next step in their career.
The platter of Employee
Engagement tools
When managers and owners are the
sole distributors of recognition and
rewards, companies put themselves at
a disadvantage. Siloed walls need to be
torn down. During times of growth
and diversification, it is very easy for
departments to come with big walls;
adding designers, developers, coders,
senior staff and recent graduates, while
an array of backgrounds and
personalities make it difficult to be
highly engaged with everyone.
Connecting new hires to the company
culture and ethos can also prove to be
more difficult. The toxicity mostly
stems from the underappreciated.
Feeling valued, wanted, appreciated,
etc., at one's job is not some new age,
entitled generational issue. It is valid
across the board. All human beings do
their best when they feel fulfilled, and
part of feeling fulfilled is in knowing
that their efforts are seen as essential
29. to the company.
Peoplecart: The Peoplecart platform
aligns employee teams to
organisational priorities through agile
feedback, mobile check-ins and
instant recognition. With a
comprehensive solution of
engagement surveys, recognition of
peers for demonstrating right
behaviours and values, anytime
accessibility with a gamified mobile
technology platform, real-time insights
on engagement through customizable
tools such as People Buzz, mentor
connect, idea zone, KPI gamification
and transition clubs, this engagement
platform makes a promising choice.
Officevibe: Officevibe provides a
weekly report format that is simple
and visual, and identifies the issues
specific to the workplace. Knowing
what matters to the team and where
to focus energies on has never been
easier. Officevibe goes the extra mile
to help both you and your team
improve by pairing every identified
issue with advice and strategies to
overcome it. Because, even the best
teams have room for growth and
improvement.
Quantum Workplace: Quantum
Workplace provides an all-in-one
employee engagement software that
makes managers the central drivers of
workplace culture. Quantum
30. Workplaces technology gives team
leaders direct access to employee
feedback and personalized real-time
insights, so that they can make work
better every day. The software includes
features such as surveys, goals,
recognition, feedback, one-on-one, and
alerts providing a powerful solution for
team engagement and improvement.
The Platter of Reward Tools
As HR practitioners choose from the
platter of tools now available, an
important question they should answer
is "what they want out of the
programme." While people should be
able to say thank you to each other,
rewards need to be aligned towards the
direction the company wants to go.
YouEarnedIt
This social-media based recognition
programme allows the entire team
award points to their colleagues; these
points can then be redeemed for a
variety of different rewards. They
provide a curated master catalogue of
gift cards from top retailers and
donations to a variety of meaningful
charities. Companies can also build in
their own rewards such as a day off,
Starbucks vouchers, movie tickets for
two, bowling game passes, with one
company even offering "Coffee from
the Boss" where employees redeem
points to get a hand delivered coffee
31. from their manager.
To be borne in mind: HR managers
need to continuously evaluate if this
programme is meeting the overall
needs of the company. A pulse check
is important to record measurable
changes in engagement levels.
Kiind
This straightforward gift card campaign
company allows managers to send gift
cards to employees online, and is not
chargeable until the gift is redeemed.
While the debate on "Is working from home effective?"
intensifies in today's
business world, let me objectively put down the perks and
downsides of the
same. The perks that I can think of include higher flexibility in
terms of cutting down
commute time, no dress code and flexi-work schedule. It allows
organisations to
reach out to larger population of potential candidates like
freelancers, working
parents etc. Working from home gives you a lot of personal time
to be able to
schedule time for hobbies / fitness regime / family. It also
results in better
productivity helping you work with greater freedom while
32. enhancing your creativity
and hence boost performance. The flipside of this could be
lowered employee
morale. It takes a hit since you miss out on co-worker
camaraderie and work
ecosystem in terms of challenges in support, cross learning
opportunities and
networking. It also affects the visibility and recognition
mechanism as even though
chats, videos and emails are great tools; connect and
appreciation work best in
person. Working from home takes a whole lot of self-discipline,
technology
support and motivation to ensure that timelines are met,
distractions are kept at
bay and priorities are not compromised. Maintaining a good
work life balance also becomes a task as your work and
office are the same and you are never off of work.
SABA ADIL
Chief People Officer
Aegon Life Insurance
COVER STORY
33. www.humancapitalonline.com◆ March 2018 � 21
The platform also allows managers to
send out multiple gifts with employee-
specific messages while tracking
fulfilment. "If an employee chooses
Amazon, an employer can make sure
to put Amazon in the next reward
email," It increases personalization, and
is one of the big values that is brought
in the reward and recognition calendar.
To be borne in mind: Managers need
to evaluate if people already find an
intrinsic value in what they are working
on, and whether they need direct gifts.
If the workforce is doing a common
job that is not rewarding, having a clear
link between jobs and gift is great. So,
someone doing basic data entry or
coding might see this as a huge
incentive, while an architect or marine
biologist might not need this type of
carrot.
7Geese
A social-media based programme,
7Geese is focused on replacing classic
HR programmes with online reviews
and forms. Managers can set up online
goals, people directories and
organisation charts so that the team
structures are clear. Rewards come in
the form of recognition badges that
34. are pinned to the core values of the
company. The badges can then be
shared on social networks such as
Twitter and LinkedIn profiles. Bad
reviews are private, but can include
requests for one-on-one coaching
sessions.
What to keep in mind: Such a
programme is best suited to a
collaborative workplace with many
shared projects, so that teammates
could report on project progress,
discuss what problems are holding
them up, and get feedback from co
workers. In more competitive
workplaces, like a sales office or a call
centre, such programmes might not
be as close a fit, since co-workers
compete with one another.
Kudos
This is a corporate social network and
a peer-to-peer recognition system
designed to engage teams with
enhanced communication,
collaboration, appreciation, and
recognition. Timely and public
employee recognition is at the core of
this service provider. They get the team
talking, sharing and collaborating.
From custom pages, birthday invites,
themed user profiles, leaderboards,
gamified badges, performance
dashboard, Kudos provides a wide
35. platter of engagement ideas to choose
from. 360-degree employee feedback
including anonymous organisational
feedback solutions for wellness,
training and development and peer to
peer recognition are now the key
motivating factors. The rise of the
millennials in the workforce and their
preferences, catalysed by the rage of
digitization has led employees to expect
a much more fun, engaging and end-
to-end solution to their woes. 2018 will
see companies and their leaders focus
on how to achieve an outstanding
employee experience across the
lifecycle of an employee. Factors such
as work environment, team
relationships, professional growth
opportunities, company culture, and
recognition will be looked at from a
fresh perspective.
References:
https://blog.wooboard.com/
https://www.highground.com/
https://www.entrepreneur.com/
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