Running head: EMPLOYEE BENEFITS PROGRAMS 1
EMPLOYEE BENEFITS PROGRAMS 7
Strategic Value of Employee Benefits Programs
Phyllis Spears Jones
Strayer University
HRM599 Capstone
Dr. Gary Wash
June 2, 2020
Strategic Value of Employee Benefits Programs
For a commercial entity to stay competitive in the changing business world, it needs to have a strategic human resource department that acts as a strategic partner to ensure it has the best to gain a competitive advantage. The human resources department, therefore, needs to put itself in a decisive role that helps it to attract and retain highly skilled employees. This is affected by several factors that include types of benefits from the company that accrues to the workers. In other words, employee benefit programs are useful in creating an atmosphere that makes employees more engaged and motivated (Klonoski, 2016). Therefore, for a company to be strategically in terms of competition, the human resources department needs to step away from conventional administrative roles to be a strategic partner who recognizes the value of employee benefit programs and the role they play in generating a significant competitive advantage. This makes it vital to be mindful that an excellent employee benefits package attracts and maintains the skills required to distinguish a company from its competitors. This paper discusses the factors to considers when providing employee benefit programs, compares and contrasts income protection programs, and pays for time not worked programs and other benefits that are necessary for the benefits package.
Factors to Consider Before Providing Employee Benefits Programs
Everyone is aware that rewards are components of an organization's overall incentive package. It is also worth noting that other than the traditional pensions and healthcare plans, employees need a broader choice of benefits that reflect the changing needs and lifestyles (Hagel & White, 2016). It is undeniable that every commercial entity must ensure that it has in place attractive employee compensation packages to attract and retain the talent needed to gain a meaningful competitive advantage. It must, however, be recalled that many essential variables play a crucial role in deciding an economic entity's employee benefits programs. One of these variables is the type of benefits to be provided. Some benefits are too expensive to provide while others are within reach of many business organizations. Therefore, a commercial enterprise must weigh its financial soundness to avoid providing a benefits program that works against its overall objectives.
Another variable to consider is aligning the benefits strategy with the business objectives. The human resource department of an organization must revisit a plan quite regularly to ensure that it meets the changin.
Compensation, Benefits, Reward & Recognition Plan for V..docxannette228280
Compensation, Benefits, Reward & Recognition Plan for V.P. Operations
Learning Team B
HRM 595
December 19, 2017
Rosalie M. Lopez
Running head: COMPENSATION, BENEFITS, REWARD & RECOGNITION PLAN
1
COMPENSATION, BENEFITS, REWARD & RECOGNITION PLAN
2
Compensation, Benefits, Reward & Recognition Plan for V.P. Operations
Introduction
Base Salary Range
For the position of VP of Operations, the National Average Salary is $122,624. In San Francisco, the average is higher and placed at $155,946. This amount is 16% higher than the National Average (Payscale, 2016). The reason for this increase is because of experience and geography. These are the two prime factors that impact the pay scale. Another major factor is the employer. Most employers base their decision to hire an individual on the experience they bring with them. Of course, with more experience, higher pay is required. With our company cutting cost a less experienced individual would be the best fit for the position.
Standard Employee Benefit
In many cases, your employee benefits could be the turning point for a prospective employee. This benefit is a vital portion of any employee packet. These valuable benefits are used as a blanket of security in the case of any sickness, injury, unemployment, old age, or death (Gomez-Mejia, Balkin & Cardy, 2015, p. 362). There is a significant difference between incentives and benefits: benefits are financial and nonfinancial compensations that are indirect to the employee. To have a competitive strategy Blossoms Up! must align their profits with the compensation package that has been already put in place. This action will help provide flexibility to the amount and the benefits available (Gomez-Mejia et al., 2015).
There are also some benefits that most companies are legally obligated to provide. Three benefits are required regardless of the number of employees that the company has. These interests involve social security, workers compensation, and unemployment insurance (Gomez-Mejia et al., 2015). Other laws must be adhered to when dealing with a certain number of individuals. When a company has 50 or more employee they must have the Family and Medical Leave Act in place and since its induction in 2015 the Affordable Care Act for Health Insurance for companies with 20 or more employees. For the health insurance to be considered standard medical, vision and dental plans must be made available to the business. These programs that must be regarded as being under the Health Maintenance Organization (HMO) or a Preferred Provider Organization (PPO) (Gomez-Mejia et al., 2015).
There are some voluntary benefits that we can include. We are already looking into adding a pension package using the Defined Contribution Plan as well as the 401(K) plan (Gomez-Mejia et al., 2015). Life insurance is another excellent benefit that could be added to the package as well as short-term and long-term disability insurance. Adding Vacation and PTO, and Holiday pay is .
Compensation, Benefits, Reward & Recognition Plan for V..docxbartholomeocoombs
Compensation, Benefits, Reward & Recognition Plan for V.P. Operations
Learning Team B
HRM 595
December 19, 2017
Rosalie M. Lopez
Running head: COMPENSATION, BENEFITS, REWARD & RECOGNITION PLAN
1
COMPENSATION, BENEFITS, REWARD & RECOGNITION PLAN
2
Compensation, Benefits, Reward & Recognition Plan for V.P. Operations
Introduction
Base Salary Range
For the position of VP of Operations, the National Average Salary is $122,624. In San Francisco, the average is higher and placed at $155,946. This amount is 16% higher than the National Average (Payscale, 2016). The reason for this increase is because of experience and geography. These are the two prime factors that impact the pay scale. Another major factor is the employer. Most employers base their decision to hire an individual on the experience they bring with them. Of course, with more experience, higher pay is required. With our company cutting cost a less experienced individual would be the best fit for the position.
Standard Employee Benefit
In many cases, your employee benefits could be the turning point for a prospective employee. This benefit is a vital portion of any employee packet. These valuable benefits are used as a blanket of security in the case of any sickness, injury, unemployment, old age, or death (Gomez-Mejia, Balkin & Cardy, 2015, p. 362). There is a significant difference between incentives and benefits: benefits are financial and nonfinancial compensations that are indirect to the employee. To have a competitive strategy Blossoms Up! must align their profits with the compensation package that has been already put in place. This action will help provide flexibility to the amount and the benefits available (Gomez-Mejia et al., 2015).
There are also some benefits that most companies are legally obligated to provide. Three benefits are required regardless of the number of employees that the company has. These interests involve social security, workers compensation, and unemployment insurance (Gomez-Mejia et al., 2015). Other laws must be adhered to when dealing with a certain number of individuals. When a company has 50 or more employee they must have the Family and Medical Leave Act in place and since its induction in 2015 the Affordable Care Act for Health Insurance for companies with 20 or more employees. For the health insurance to be considered standard medical, vision and dental plans must be made available to the business. These programs that must be regarded as being under the Health Maintenance Organization (HMO) or a Preferred Provider Organization (PPO) (Gomez-Mejia et al., 2015).
There are some voluntary benefits that we can include. We are already looking into adding a pension package using the Defined Contribution Plan as well as the 401(K) plan (Gomez-Mejia et al., 2015). Life insurance is another excellent benefit that could be added to the package as well as short-term and long-term disability insurance. Adding Vacation and PTO, and Holiday pay is .
Desighning employee benefits and servicesamsalu123
When an organization design overall its compensation program, a critical areas of concern is what benefits to provide. Today’s workers expect more than just an hourly wage or a salary; they want additional considerations that will enrich their lives. These considerations in and employment setting are called employee benefits.
I need someoe to complete the replies for these two posts. Be cert.docxevontdcichon
I need someoe to complete the replies for these two posts.
Be certain you acknowledge their interest and support it with at least 2 scholarly references other than the course textbook that identify the importance of their chosen topic. For instance, if a classmate posted that they want to know more about the Fair Labor Standards Act, your reply might include an example of how FLSA impacts organizations and a second that identifies a current issue for organizations with respect to the FLSA (minimum two external references).
of at least 250 words each. Each reply must also cite at least 2 sources. Must be in APA format, no plagiarism.
1
In an increasingly competitive job market it is important that businesses are equipped to offer the best benefit and compensation packages that they can. In studying strategic compensation, we are afforded the opportunity to learn about compensation and benefit design, as well as the laws and regulations that impact the implementation of benefit and compensation packages. There are several topics that are of particular interest, some of which are discussed below.
One topic that is particularly interesting is retirement plans. The type and availability of various retirement plans has changed dramatically over the past few decades. As our text notes, there has been a fairly substantial decline in defined benefit plan participation, while participation in defined participation plans (Martocchio, 2015). The number of companies that offer employer-sponsored pension plans has also decreased dramatically, with many businesses favoring 401k-type programs, which have favorable tax advantages to both employees and employers. It is important to know the types of retirement plans that are attractive to employees, and manageable for employers. The issue of health insurance, as a part of retirement benefits, is also interesting, and merits additional study.
As someone who has worked for many years in what is considered a flexible job, compensating flexible workers is also of particular interest. One advertised benefit of flexible work is the ability to adapt the work schedule to fit personal needs. Another feature touted by many organizations that use flexible workers, is increased pay in lieu of benefits. Despite the lack benefits such as vacation and sick time, those who use flex employers are required to pay overtime for hours worked greater than 40, as well as paying the premiums for workman’s compensation insurance, among other benefits (Martocchio, 2015). It would certainly be beneficial for me to learn additional information about what types of benefits are legally required, and what benefits an employer might consider offering.
The third topic that I would like to learn more about, is building pay structures that reward employee contributions. When considering these types of plans, one would likely think first of the traditional incentive program found in many sales jobs. Indeed, these commission plans .
Compensation, Benefits, Reward & Recognition Plan for V..docxannette228280
Compensation, Benefits, Reward & Recognition Plan for V.P. Operations
Learning Team B
HRM 595
December 19, 2017
Rosalie M. Lopez
Running head: COMPENSATION, BENEFITS, REWARD & RECOGNITION PLAN
1
COMPENSATION, BENEFITS, REWARD & RECOGNITION PLAN
2
Compensation, Benefits, Reward & Recognition Plan for V.P. Operations
Introduction
Base Salary Range
For the position of VP of Operations, the National Average Salary is $122,624. In San Francisco, the average is higher and placed at $155,946. This amount is 16% higher than the National Average (Payscale, 2016). The reason for this increase is because of experience and geography. These are the two prime factors that impact the pay scale. Another major factor is the employer. Most employers base their decision to hire an individual on the experience they bring with them. Of course, with more experience, higher pay is required. With our company cutting cost a less experienced individual would be the best fit for the position.
Standard Employee Benefit
In many cases, your employee benefits could be the turning point for a prospective employee. This benefit is a vital portion of any employee packet. These valuable benefits are used as a blanket of security in the case of any sickness, injury, unemployment, old age, or death (Gomez-Mejia, Balkin & Cardy, 2015, p. 362). There is a significant difference between incentives and benefits: benefits are financial and nonfinancial compensations that are indirect to the employee. To have a competitive strategy Blossoms Up! must align their profits with the compensation package that has been already put in place. This action will help provide flexibility to the amount and the benefits available (Gomez-Mejia et al., 2015).
There are also some benefits that most companies are legally obligated to provide. Three benefits are required regardless of the number of employees that the company has. These interests involve social security, workers compensation, and unemployment insurance (Gomez-Mejia et al., 2015). Other laws must be adhered to when dealing with a certain number of individuals. When a company has 50 or more employee they must have the Family and Medical Leave Act in place and since its induction in 2015 the Affordable Care Act for Health Insurance for companies with 20 or more employees. For the health insurance to be considered standard medical, vision and dental plans must be made available to the business. These programs that must be regarded as being under the Health Maintenance Organization (HMO) or a Preferred Provider Organization (PPO) (Gomez-Mejia et al., 2015).
There are some voluntary benefits that we can include. We are already looking into adding a pension package using the Defined Contribution Plan as well as the 401(K) plan (Gomez-Mejia et al., 2015). Life insurance is another excellent benefit that could be added to the package as well as short-term and long-term disability insurance. Adding Vacation and PTO, and Holiday pay is .
Compensation, Benefits, Reward & Recognition Plan for V..docxbartholomeocoombs
Compensation, Benefits, Reward & Recognition Plan for V.P. Operations
Learning Team B
HRM 595
December 19, 2017
Rosalie M. Lopez
Running head: COMPENSATION, BENEFITS, REWARD & RECOGNITION PLAN
1
COMPENSATION, BENEFITS, REWARD & RECOGNITION PLAN
2
Compensation, Benefits, Reward & Recognition Plan for V.P. Operations
Introduction
Base Salary Range
For the position of VP of Operations, the National Average Salary is $122,624. In San Francisco, the average is higher and placed at $155,946. This amount is 16% higher than the National Average (Payscale, 2016). The reason for this increase is because of experience and geography. These are the two prime factors that impact the pay scale. Another major factor is the employer. Most employers base their decision to hire an individual on the experience they bring with them. Of course, with more experience, higher pay is required. With our company cutting cost a less experienced individual would be the best fit for the position.
Standard Employee Benefit
In many cases, your employee benefits could be the turning point for a prospective employee. This benefit is a vital portion of any employee packet. These valuable benefits are used as a blanket of security in the case of any sickness, injury, unemployment, old age, or death (Gomez-Mejia, Balkin & Cardy, 2015, p. 362). There is a significant difference between incentives and benefits: benefits are financial and nonfinancial compensations that are indirect to the employee. To have a competitive strategy Blossoms Up! must align their profits with the compensation package that has been already put in place. This action will help provide flexibility to the amount and the benefits available (Gomez-Mejia et al., 2015).
There are also some benefits that most companies are legally obligated to provide. Three benefits are required regardless of the number of employees that the company has. These interests involve social security, workers compensation, and unemployment insurance (Gomez-Mejia et al., 2015). Other laws must be adhered to when dealing with a certain number of individuals. When a company has 50 or more employee they must have the Family and Medical Leave Act in place and since its induction in 2015 the Affordable Care Act for Health Insurance for companies with 20 or more employees. For the health insurance to be considered standard medical, vision and dental plans must be made available to the business. These programs that must be regarded as being under the Health Maintenance Organization (HMO) or a Preferred Provider Organization (PPO) (Gomez-Mejia et al., 2015).
There are some voluntary benefits that we can include. We are already looking into adding a pension package using the Defined Contribution Plan as well as the 401(K) plan (Gomez-Mejia et al., 2015). Life insurance is another excellent benefit that could be added to the package as well as short-term and long-term disability insurance. Adding Vacation and PTO, and Holiday pay is .
Desighning employee benefits and servicesamsalu123
When an organization design overall its compensation program, a critical areas of concern is what benefits to provide. Today’s workers expect more than just an hourly wage or a salary; they want additional considerations that will enrich their lives. These considerations in and employment setting are called employee benefits.
I need someoe to complete the replies for these two posts. Be cert.docxevontdcichon
I need someoe to complete the replies for these two posts.
Be certain you acknowledge their interest and support it with at least 2 scholarly references other than the course textbook that identify the importance of their chosen topic. For instance, if a classmate posted that they want to know more about the Fair Labor Standards Act, your reply might include an example of how FLSA impacts organizations and a second that identifies a current issue for organizations with respect to the FLSA (minimum two external references).
of at least 250 words each. Each reply must also cite at least 2 sources. Must be in APA format, no plagiarism.
1
In an increasingly competitive job market it is important that businesses are equipped to offer the best benefit and compensation packages that they can. In studying strategic compensation, we are afforded the opportunity to learn about compensation and benefit design, as well as the laws and regulations that impact the implementation of benefit and compensation packages. There are several topics that are of particular interest, some of which are discussed below.
One topic that is particularly interesting is retirement plans. The type and availability of various retirement plans has changed dramatically over the past few decades. As our text notes, there has been a fairly substantial decline in defined benefit plan participation, while participation in defined participation plans (Martocchio, 2015). The number of companies that offer employer-sponsored pension plans has also decreased dramatically, with many businesses favoring 401k-type programs, which have favorable tax advantages to both employees and employers. It is important to know the types of retirement plans that are attractive to employees, and manageable for employers. The issue of health insurance, as a part of retirement benefits, is also interesting, and merits additional study.
As someone who has worked for many years in what is considered a flexible job, compensating flexible workers is also of particular interest. One advertised benefit of flexible work is the ability to adapt the work schedule to fit personal needs. Another feature touted by many organizations that use flexible workers, is increased pay in lieu of benefits. Despite the lack benefits such as vacation and sick time, those who use flex employers are required to pay overtime for hours worked greater than 40, as well as paying the premiums for workman’s compensation insurance, among other benefits (Martocchio, 2015). It would certainly be beneficial for me to learn additional information about what types of benefits are legally required, and what benefits an employer might consider offering.
The third topic that I would like to learn more about, is building pay structures that reward employee contributions. When considering these types of plans, one would likely think first of the traditional incentive program found in many sales jobs. Indeed, these commission plans .
MHR 6901, Compensation Management 1
Course Learning Outcomes for Unit I
Upon completion of this unit, students should be able to:
1. Discuss the role of employees, employers, unions, and the government in the development of
compensation programs.
1.1 Describe issues that influence an individual’s decision to apply for or accept a specific job.
1.2 Explain how compensation plans can influence the success of an organization.
1.3 Explore how influences outside an organization can affect its compensation plan.
2. Assess the impact of the Civil Rights Act of 1964, the Bennett Amendment, and Executive Order
11246 on compensation practices.
2.1 Outline the provisions of the Civil Rights Act of 1964, the Bennett Amendment, and
Executive Order 11246.
2.2 Establish the reasons why the Civil Rights Act of 1964, the Bennett Amendment, and
Executive Order 11246 were implemented.
Course/Unit
Learning Outcomes
Learning Activity
1.1 Unit I Essay
1.2 Unit I Essay
1.3 Unit I Essay
2.1 Unit I Essay
2.2 Unit I Essay
Reading Assignment
Chapter 1: Strategic Compensation: A Component of Human Resource Systems
Chapter 2: Contextual Influences on Compensation Practice
Unit Lesson
Hello, and welcome to this course. This course is an introduction to the area of compensation management.
This course looks at how compensation is developed, evaluated, and managed within an organization. You
will examine different theories of compensation management, why employees and non-employees are paid,
the manner in which they are paid, and different types of pay programs.
This course will be broken down into six different parts, which include strategic compensation, bases for pay,
designing compensation systems, employee benefits, compensation challenges, and compensation issues
around the world. When studying bases for pay, you will look at the traditional bases of pay, which include
merit pay, seniority pay, incentive pay, and person-focused pay. You will review pay systems that recognize
employee contributions, are internally consistent, and are competitive within the market. When reviewing
employee benefits, you will review both discretionary benefits and legally required benefits. Compensation
challenges will include the controversy surrounding executive compensation in the United States and paying
contingent or flexible employees. Finally, you will address compensation systems around the word and
compensating expatriates. As you can see, a wide array of compensation issues are present in today’s
workforce.
In this unit, we will concentrate on strategic compensation and some influences on compensation. So, what
do you think of when you hear the words compensation and strategic compensation? Most people think of
UNIT I STUDY GUIDE
Strategic Compensation
MHR 6901, Compensation Management 2
UNIT x STUDY GUIDE
Title
compensation as their pay and benefits, which is basically correct. The ...
Week One Discussion 500 Word Min.This weeks discussion covers .docxhelzerpatrina
Week One Discussion: 500 Word Min.
This week's discussion covers HRD Skill requirements for managers.
Before entering the discussion board, please review pages 16 - 19 in the course text. (Pictures Below)
Question:“What are the core competencies or skills an HRD manager must have, and how are they acquired? “
Week One
Discussion
:
500 Word Min.
This week's discussion covers HRD Skill requirements for managers.
Before entering the discussion board, please review pages 16
-
19 in the course text
.
(Pictures Below)
Question:
“What
are the core competencies or skills an HRD manager must have, and how are they acquired
?
“
Week One Discussion: 500 Word Min.
This week's discussion covers HRD Skill requirements for managers.
Before entering the discussion board, please review pages 16 - 19 in the course text. (Pictures Below)
Question: “What are the core competencies or skills an HRD manager must have, and how are they acquired? “
MHR 6901, Compensation Management 1
Course Learning Outcomes for Unit VI
Upon completion of this unit, students should be able to:
5. Explain workers’ compensation.
5.1 Convince others that executive compensation is too high or is just right.
5.2 Identify compensation rules that apply to the flexible workforce.
Course/Unit
Learning Outcomes
Learning Activity
5.1 Unit VI Essay
5.2 Unit VI Quiz
Reading Assignment
Chapter 11: Compensating Executives
Chapter 12: Compensating the Flexible Workforce: Contingent Employees and Flexible Work Schedules
Unit Lesson
So far in this course, we have talked about how compensation is used and the components of a
compensation system. Let us review these a bit before we move into compensating executives.
Typically, compensation is used to recruit and retain highly qualified employees. The organization’s business
strategy (lead, lag, or match strategy) determines how the organization recruits and retains employees. A
good compensation system also increases morale or at least maintains employee satisfaction. As mentioned
earlier in the course, compensation systems include wages and benefits. A good compensation system is one
that evaluates the employees’ needs and makes adjustments, where possible, to meet those needs.
Employees who have their needs satisfied are more likely to be productive and loyal to the organization,
which, in turn, reduces costs for the organization. This is great for the average worker, but what about the
organization’s executives? Executive compensation is a challenge for most organizations and is a highly
controversial subject, especially after the government bailouts in 2008 and 2009.
Executive compensation is different than that for most salary or hourly employees and can consist of a variety
of options. It is generally focused on generating profits and long-term growth and is considered contingent
compensation, which means that the pay is structured to reward or pay based on th ...
Unit V Lesson Notes It is understood that a labor union is an.docxmarilucorr
Unit V: Lesson Notes
It is understood that a labor union is an organization that acts as a filter between its members and the organization in which the members are employed. It has also been identified that the main purpose of labor unions is to give employees the opportunity and power to negotiate for better working conditions, decent wages, and other benefits through collective bargaining. Now that the foundation of collective bargaining has been laid, it is now time to look a little further into some of the issues that employees bargain for.
Whether working in a union or non-union environment, what would be one of your major concerns with employment? When addressing this question, many of you would probably state “compensation/wages” would be the main topic of interest. Sure, there are other perks that you would look for; however, most would not consider employment or would consider leaving current employer for better wages.
According to the textbook, “wages and benefits represent the heart of the collective bargaining process. Guarantee of a certain standard of living and a reasonable return for their productive efforts is the major concern for most union members” (Carrell & Heavrin, 2013, p. 278). This second part of this statement can be said to be true for non-union workers as well. Although there are similarities among non-union and union environments, there are differences in how wages and benefits are determined and implemented.
Non-Union Environment: Most non-union employees do not have the opportunity to negotiate their wages. Most of these organizations have a set pay rate or pay range for all positions. Many organizations conduct job analysis and job evaluations to determine appropriate pay rates. When offered a job, some may try to negotiate on the front end with the hiring manager and/or human resources a certain pay rate. Sometimes, the employee does succeed and the organization may meet the applicant half-way or offer a little more to display true interest in the applicant. However, there are some organizations that will not budge and the applicant would be forced to accept or decline the offer. Even if the applicant does accept the offer, there may be limits on how often raises are given or if they are given at all. Based on experience, sometimes the applicant will accept the job and continue to look at organizations that offer better wages and benefits. Unlike union environments, wages can also differ tremendously among individuals who have the same job title and perform the same duties. This can have a major impact on the organization.
Union Environment: Wages within union environments are negotiated. Pay rates/ranges, along with pay raises, are determined and outlined within the collective bargaining agreement. The pay rates/ranges are set for each job covered under the agreement. Many organizations will conduct job evaluations, wage surveys, and other methods when making wage decisions. Management must look ...
New Trends in Compensation Management (Group Mediclaim/Insurance Scheme, Personal Accident Insurance Scheme, Company Leased Accommodation,
Recreation/ATM facilities, Corporate Credit Card,
Club memberships, Cellular Phone/Laptop,
Personal Health Care, Loans, Educational Benefits, Regular Get together and other cultural programs, Wedding Day/Birthday Gift, Employee Referral Scheme, Maternity Leave, Paternity Leave, Work-life Balance, Pay Transparency, Broad banding,Variable Pay (Incentive Pay),
Flexible Benefits
Compensation and Human Theory A close look at all the t.docxmaxinesmith73660
Compensation and Human Theory
A close look at all the theories of human motivation reveals a common driving
principle: people do what they are rewarded for doing. This has been termed "the
greatest management principle in the world." Reinforcement, expectancy, and goal
setting describe how to motivate people. Hence they are also called the "process
theories." Rewards are both intrinsic—that is feeling good about an accomplishment—
and extrinsic—that is being recognized for an accomplishment. Compensation is part
of the mix of rewards for employees.
David McClelland’s early studies showed that receiving a bonus or salary increase had
a short-term positive effect. Withholding a bonus or salary increase had a long-term
negative effect. Pay satisfaction is comprised of four elements: the level of pay and
benefits, the extent to which workers perceive their earnings are fair or deserved,
comparisons with other people’s pay, and noneconomic satisfactions such as intrinsic
satisfaction with the content of one's work.
Compensation is a topic near and dear to every employee. Companies are learning that
sharing the economic gains of reaching targets helps employees stay motivated to reach
increasingly difficult goals. For example, PepsiCo has instituted a program called
"SharePower" that makes all employees—not just a select group of senior executives—
who work at least 1,500 hours per year and who are employed by Pepsi for 1 year or
longer, eligible for stock. Since its introduction, stories abound at Pepsi about how
employees have gone the extra mile to serve customers. When HR professionals help
employees see that a particularly demanding project or exercise will result in economic
payback for the employee, the employee is likely to work harder. With a clear line of
sight between work and reward, employees may cope better with increased demands.
Financial incentives, in order to be effective, must be clearly linked with desired
outcomes. For example, in one banking call center, management rewarded employees
who had shorter time per call averages because they were able to take more calls. The
employees strove to have shorter online times each day. Unfortunately, they often did
not complete customer requests and customers had to call several times to get a request
completed or problem solved. Call volumes in the center went up dramatically, and
customer satisfaction with the call center service went down. The plan was changed
once management determined they had created the problem.
Benefits and services are a major ingredient in employee compensation. Estimates are
that on average, benefits as a part of payroll are 41%. The overall benefits plan of a
company is also an important element in employee retention. Each plan is designed for
the specific company and its unique situation, although there are many similarities
within industries. As part of the corporate downsizings, many companies outsource
their bene.
Compensation Dimensions (Payment for Work and Performance, Payment for Non-working Days, Loss of Job Income Continuation Benefit, Disability Income Continuation Benefit, Deferred Income, Spouse/Family Income Continuation Benefit, Health, Accident and Liability Protection, Income Equivalent Payments)
Running head EMPLOYEE COMPENSATION AND BENEFITSEMPLOYEE COMPENS.docxsusanschei
Running head: EMPLOYEE COMPENSATION AND BENEFITS
EMPLOYEE COMPENSATION AND BENEFITS 5
HRM 530 Assignment 5: Employee Compensation and Benefits
Section 1: Narrative
(Student’s Name)
(Professor’s Name)
(Course Title)
(Date of Submission)
Introduction
Employee compensation and benefits refers to the combination of wages, salaries and benefits that a worker receives as exchange for work done either in accordance to the formulated duties or in excesses of overtime and other viable bonuses. Compensation can be calculable hourly wages plus bonuses and incentives while benefits may include healthcare insurance policies and retirement savings. Thus, the total employee compensation and benefits may refer to collective gain components that a worker is paid for the services that he/she offers to an organization (Cardinal & Florin, 2012).
In this paper, the discussion will based according with a medium-based enterprise employee compensation and benefits package for a position of a secretary. A medium-based organization need to provide an elaborate employee compensation and benefits package to attract and retain employees such as secretaries. The competitive compensation and benefits package that befit a secretary position in a medium-based organization that anticipate future growth include annual salaries, retirement savings, salary increments, bonuses, paid time-off from work plans, employee non-monetary assistance plans, and group health benefits.
Compensation and Benefits Package for a new Secretary Position
Compensation and benefits package for a new secretary position in a medium-based organization need to be developed in accordance to the stipulated labor laws as well as to the benefits of an organization. In the first place, employing a secretary is very essential for an aspiring medium-based company and retaining the acquired professional skills should be a priority in addition to motivating the employee into improving performance. Furthermore, competition across the different industry players is leading to increased job turnover rates and therefore, developing a compensation and benefits package plan for new secretaries will include the most attractive offers.
The employee compensation and benefits plan for a new secretary should include annual salaries, retirement savings, salary increments and bonuses, payment plans for time-off from work duties, employee non-monetary assistance plans, and group health benefits. According to employment standards, annual salaried employments accosted with other various benefits are more preferred than hourly-based form of employment due to job-based security and rights to various benefits for the employee. In addition, annual salaried employment opportunities provide an organization with several advantages such as productivity, employee retention, improved skill acquisition, and tax benefits.
Thus, a secretary’s compensation plan that will be developed will be based on annual salary and shou ...
Running head CRIMINOLOGICAL THEORIES 1CRIMINOLOGICAL THEOR.docxtodd271
Running head: CRIMINOLOGICAL THEORIES
1
CRIMINOLOGICAL THEORIES
5
Criminological Theories
MCJ 5135 Theory of Crime and Criminology
The Relevance of Psychological Theories in Criminology
The engagement of an individual in criminal activities is often influenced by various underlying factors. As such various theories have been developed to explain the behavioral patterns of criminals and enable the criminal justice departments to operate effectively. Among the developed theories, the psychological theories are perhaps the most accurate in the field of criminology. Psychological theories are based on an interaction between biological and social-cultural factors that either promote or deter criminal behavior, (Walters, 2016). Classical theories of criminology did not account for the state of mind of criminals. As such, many criminals in the past were convicted of crimes they committed unknowingly. This has changed since the adoption of psychological theories. Both individuals as well as criminal justice officials now understand that psychological factors influence criminal behavior. Appropriate measures have been implemented to ensure that the criminal justice department treats all persons fairly by assessing underlying psychological factors. As such, psychological theories have not only promoted the work of the criminal justice department but also promoted individual awareness about underlying mental conditions that affect an individual’s behavior, (Byrne & Hummer, 2016).
Review of the Literature
1. Byrne, J., & Hummer, D. (2016). An examination of the impact of criminological theory on community corrections practice. Fed. Probation, 80, 15.
According toByrne & Hummer (2016), psychological theories have the most direct influence on probation and parole compared to other theories of criminology. The authors have comprehensively analyzed the impact of various theories used to evaluate criminal behavior. They suggest that behavior is intertwined with unconscious motives. Therefore, understanding the reasons behind a crime requires a psychological evaluation to understand the interaction of the two factors. This article is suitable for this research because it captures the relevance of psychological theories in criminology.
2. Dippong, J., & Fitch, C. (2017). Emotions in criminological theory: Insights from social psychology. Sociology Compass, 11(4), e12473.
Few formal theories have been developed to capture the role of emotional processes as facilitators or inhibitors of crime, (Dippong & Fitch, 2017). According to the authors, gaps in criminology can be filled by focusing on the underlying psychological factors of the offenders. The article highlights the effect that practices such as interrogation have on the mental state of an individual thus resulting in inaccurate findings during criminal investigations. As such, this article is a reliable source of information about the relevance of applying psychological theories in criminology. .
Running head COMPARATIVE ANALYSIS 1COMPARATIVE ANALYSIS .docxtodd271
Running head: COMPARATIVE ANALYSIS 1
COMPARATIVE ANALYSIS 3
A comparative analysis between Korean melodrama and other local melodrama
Student name
Institution
Most studies in recent times have discovered that Korean dramas have come with a “Korean wave” in media in the global stage. Audiences have been reconceptualised due to the availability of internet and computer that have facilitated the digital revolution. Korean melodrama has earned more views than local melodrama, a result of its marketing its content without owning a means of distribution.
Korean melodrama is a representation of a product that is a hybrid of Hollywood, since Korean melodrama makes use of practices, tools, and conventions in the narrative that comes with the preoccupation of the Korean socio-political and historical aspects. The aspect of familiarity that lacks in local melodrama exists in Korean melodrama. Studies in have shown that audiences tend to respond positively to things they are familiar to and that is exactly what Korean melodrama is.
The use of genre by Korean melodrama is a huge success to its big audiences from the west, as a study by the Korean Creative Content Agency (KOCCA) back in 2015 estimated that around 19 million Americans enjoy Korean melodrama compared to five million who preferred local melodrama as they are a definition of what the world is in reality. The aspect of what is good and what is bad entangled with emotional narratives that give the audience an opportunity to select a hero or a heroine (Martin, 2019).
Korean melodrama are structured in a way that the audience can critique structures of institutional powers and explore a world with aspects of complex social issues. Korean melodrama has a vital element of their characters not being complex and this does not place a huge burden of danger or any sort of conflict in their existing world (Smith, 2017). The study also found out that Korean dramas have integrated aspects of adventures, romance and included professional fields like doctors and police, and lawyer, which are familiar genres to the audience. The structure of the Korean melodrama comes along with themes and selective iconography that make Korean melodrama suitable for global audiences.
Korean drama has earned viewers more than local dramas in the local stage given the Korean dramas depict the actual Korean culture. Most people are attracted to Korean melodrama since they are interested with the reality. A study by a Korean television found out that their supervisor had received more than five hundred emails from people who were not Korean to include English subtitles in their videos. This proves to be a massive support comparing people have less interest in their local drama. Korean drama have earned a huge fan base due to the license agreement of online streaming that was agreed by Korea (Moon, 2019). Studies have recorded that the market of Korean melodrama has around 12% of them wh.
Running Head Critical Evaluation on Note Taking1Critical Ev.docxtodd271
Running Head: Critical Evaluation on Note Taking
1
Critical Evaluation of Four Articles On Note Taking
Critical Evaluation of Four Articles On Note Taking
Note taking is the process of recording information from another source and is an integral part of university studies. Comprehensive studies have been conducted to underline the cognitive process of note taking. This essay aims to critique four research articles pertaining to the study of note taking namely by highlighting several pros and cons of certain methodologies used, to improve future researches done on the topic of note taking.
The first article aims to examine whether the use of laptops in note taking impairs learning compared to people who were using the longhand method (Mueller & Oppenheimer, 2014). They conducted three experiments to investigate whether taking notes on a laptop versus writing longhand would affect academic performance, and to explore the potential mechanism of verbatim overlap as a proxy for the depth of processing. They used an experimental design in order to achieve a quantitative result. Using five 15 minutes TED talks lectures, the use of either laptop or longhand method for note taking as a categorical variable, and 67 participant samples from different university research subject pools, they concluded that participants using laptops were more inclined to take verbatim notes than participants using the longhand method. An overlooked procedure of this methodology is that in their first study, either one or two students were placed in an enclosed room.Mueller & Oppenheimer (2014) unknowingly made this a variable in their experiment. Additionally, typical university lectures are done in an occupied lecture hall. Mueller and Oppenheimer (2014) should have had his experiments in a lecture hall with students while testing his participants, emulating an environment similar to the real world. Doing so would increase external validity without sacrificing internal validity. Participants were taken randomly from a pool of voluntary university students, which is a good representation of the larger population for their hypothesis of the experiment. Mueller and Oppenheimer (2014) did not account for how the participants usually took notes in their classes. Instructing the participants to take down notes in a medium they are not used to could have affected their implicit processing of information, affecting results. The experimenters should have divided the participants into two separate groups based on which medium they were more comfortable in using. A third control group whereby participants did not take notes would have been beneficial to this experiment, eliminating compromising factors such as selection threats (Trochim, 2006).
The next article alleviates most of the previously stated concerns. This experiment was conducted to determine whether students’ note-taking and online chatting can influence their recalls of lecture content and note quality (Wei , Wang .
Running head CRITIQUE QUANTITATIVE, QUALITATIVE, OR MIXED METHODS.docxtodd271
Running head: CRITIQUE QUANTITATIVE, QUALITATIVE, OR MIXED METHODS DESIGN
5
CRITIQUE OF QUANTITATIVE, QUALITATIVE, OR MIXED METHODS DESIGN
Critiquing Quantitative, Qualitative, or Mixed Methods Studies
Adenike George
Walden University
NURS 6052: Essentials of Evidence-Based Practice
April 11, 2019
Critique of Quantitative, Qualitative, or Mixed Method Design
Both quantitative and qualitative methods play a pivotal role in nursing research. Qualitative research helps nurses and other healthcare workers to understand the experiences of the patients on health and illness. Quantitative data allows researchers to use an accurate approach in data collection and analysis. When using quantitative techniques, data can be analyzed using either descriptive statistics or inferential statistics which allows the researchers to derive important facts like demographics, preference trends, and differences between the groups. The paper comprehensively critiques quantitative and quantitative techniques of research. Furthermore, the author will also give reasons as to why qualitative methods should be regarded as scientific.
The overall value of quantitative and Qualitative Research
Quantitative studies allow the researchers to present data in terms of numbers. Since data is in numeric form, researchers can apply statistical techniques in analyzing it. These include descriptive statistics like mean, mode, median, standard deviation and inferential statistics such as ANOVA, t-tests, correlation and regression analysis. Statistical analysis allows us to derive important facts from data such as preference trends, demographics, and differences between groups. For instance, by conducting a mixed methods study to determine the feeding experiences of infants among teen mothers in North Carolina, Tucker and colleagues were able to compare breastfeeding trends among various population groups. The multiple groups compared were likely to initiate breastfeeding as follows: Hispanic teens 89%, Black American teens 41%, and White teens 52% (Tucker et al., 2011).
The high strength of quantitative analysis lies in providing data that is descriptive. The descriptive statistics helps us to capture a snapshot of the population. When analyzed appropriate, the descriptive data enables us to make general conclusions concerning the population. For instance, through detailed data analysis, Tucker and co-researchers were able to observe that there were a large number of adolescents who ceased breastfeeding within the first month drawing the need for nurses to conduct individualized follow-ups the early days after hospital discharge. These follow-ups would significantly assist in addressing the conventional technical problems and offer support in managing back to school transition (Tucker et al., 2011).
Qualitative research allows researchers to determine the client’s perspective on healthcare. It enables researchers to observe certain behaviors and experiences amo.
Running head CRIME ANALYSIS TECHNOLOGY .docxtodd271
Running head: CRIME ANALYSIS TECHNOLOGY 1
CRIME ANALYSIS TECHNOLOGY 9
Crime Analysis Technology
Student’s Name
Institutional Affiliation
Crime Analysis Technology
Peer-Reviewed Article Analysis
Technology has evolved over the years in various sectors, with new technological innovations being developed. One of the areas that has witnessed great applications of technological evolution is in the detection and prevention of crime. This article will analyze the various technologies that are used to prevent and detect crime.
Byrne and Marx (2011) in their article reviews the topic in detail and gives insight in the role of technology in combating crime.
The key data that will be used in this research is secondary data from various peer-reviewed sources that review the topic of Crime Analysis Technology from various perspectives. Byrne and Marx (2011) presents various data on crime and the use of Information Technology in crime detection and prevention. For instance, it highlights that the percentage of schools in the United States that deploy metal detectors is approximately 2%. The article also approximates that as of 2006, one million CCTV cameras had been deployed in the United States, although the article does not provide current estimates on the same.
The article plays a great role in my final research. It gives a highlight of the various technological applications for crime prevention and detection. This can provide a background for further research, especially the technological innovations that are currently being developed. The article also presents figures about various elements of technology in crime prevention and detection such as the number of CCTV cameras, the crime rates such as the registered sex offenders, among others. Projections can therefore be made to the future.
The article mentions several significant facts. First, it classifies technological innovations in criminal justice as hard technology versus soft technology. Hard technology innovations include hardware and materials while soft technology innovations include information systems and computer software. Examples of hard technology is the CCTV cameras, metal detectors, and security systems at homes and schools. Examples of soft technology include predictive policing technology, crime analysis techniques, software, and data sharing techniques, among others. Both of the two categories of technological innovations are important in criminal justice. Another fact is the new technology of policing. The article identifies hard policing technological tools such as non-lethal weaponry and technologies for officer safety. It highlights soft policing technologies such as data-driven policies in policing and information sharing. Another important fact that the article mentions is the issues that should be con.
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MHR 6901, Compensation Management 1
Course Learning Outcomes for Unit I
Upon completion of this unit, students should be able to:
1. Discuss the role of employees, employers, unions, and the government in the development of
compensation programs.
1.1 Describe issues that influence an individual’s decision to apply for or accept a specific job.
1.2 Explain how compensation plans can influence the success of an organization.
1.3 Explore how influences outside an organization can affect its compensation plan.
2. Assess the impact of the Civil Rights Act of 1964, the Bennett Amendment, and Executive Order
11246 on compensation practices.
2.1 Outline the provisions of the Civil Rights Act of 1964, the Bennett Amendment, and
Executive Order 11246.
2.2 Establish the reasons why the Civil Rights Act of 1964, the Bennett Amendment, and
Executive Order 11246 were implemented.
Course/Unit
Learning Outcomes
Learning Activity
1.1 Unit I Essay
1.2 Unit I Essay
1.3 Unit I Essay
2.1 Unit I Essay
2.2 Unit I Essay
Reading Assignment
Chapter 1: Strategic Compensation: A Component of Human Resource Systems
Chapter 2: Contextual Influences on Compensation Practice
Unit Lesson
Hello, and welcome to this course. This course is an introduction to the area of compensation management.
This course looks at how compensation is developed, evaluated, and managed within an organization. You
will examine different theories of compensation management, why employees and non-employees are paid,
the manner in which they are paid, and different types of pay programs.
This course will be broken down into six different parts, which include strategic compensation, bases for pay,
designing compensation systems, employee benefits, compensation challenges, and compensation issues
around the world. When studying bases for pay, you will look at the traditional bases of pay, which include
merit pay, seniority pay, incentive pay, and person-focused pay. You will review pay systems that recognize
employee contributions, are internally consistent, and are competitive within the market. When reviewing
employee benefits, you will review both discretionary benefits and legally required benefits. Compensation
challenges will include the controversy surrounding executive compensation in the United States and paying
contingent or flexible employees. Finally, you will address compensation systems around the word and
compensating expatriates. As you can see, a wide array of compensation issues are present in today’s
workforce.
In this unit, we will concentrate on strategic compensation and some influences on compensation. So, what
do you think of when you hear the words compensation and strategic compensation? Most people think of
UNIT I STUDY GUIDE
Strategic Compensation
MHR 6901, Compensation Management 2
UNIT x STUDY GUIDE
Title
compensation as their pay and benefits, which is basically correct. The ...
Week One Discussion 500 Word Min.This weeks discussion covers .docxhelzerpatrina
Week One Discussion: 500 Word Min.
This week's discussion covers HRD Skill requirements for managers.
Before entering the discussion board, please review pages 16 - 19 in the course text. (Pictures Below)
Question:“What are the core competencies or skills an HRD manager must have, and how are they acquired? “
Week One
Discussion
:
500 Word Min.
This week's discussion covers HRD Skill requirements for managers.
Before entering the discussion board, please review pages 16
-
19 in the course text
.
(Pictures Below)
Question:
“What
are the core competencies or skills an HRD manager must have, and how are they acquired
?
“
Week One Discussion: 500 Word Min.
This week's discussion covers HRD Skill requirements for managers.
Before entering the discussion board, please review pages 16 - 19 in the course text. (Pictures Below)
Question: “What are the core competencies or skills an HRD manager must have, and how are they acquired? “
MHR 6901, Compensation Management 1
Course Learning Outcomes for Unit VI
Upon completion of this unit, students should be able to:
5. Explain workers’ compensation.
5.1 Convince others that executive compensation is too high or is just right.
5.2 Identify compensation rules that apply to the flexible workforce.
Course/Unit
Learning Outcomes
Learning Activity
5.1 Unit VI Essay
5.2 Unit VI Quiz
Reading Assignment
Chapter 11: Compensating Executives
Chapter 12: Compensating the Flexible Workforce: Contingent Employees and Flexible Work Schedules
Unit Lesson
So far in this course, we have talked about how compensation is used and the components of a
compensation system. Let us review these a bit before we move into compensating executives.
Typically, compensation is used to recruit and retain highly qualified employees. The organization’s business
strategy (lead, lag, or match strategy) determines how the organization recruits and retains employees. A
good compensation system also increases morale or at least maintains employee satisfaction. As mentioned
earlier in the course, compensation systems include wages and benefits. A good compensation system is one
that evaluates the employees’ needs and makes adjustments, where possible, to meet those needs.
Employees who have their needs satisfied are more likely to be productive and loyal to the organization,
which, in turn, reduces costs for the organization. This is great for the average worker, but what about the
organization’s executives? Executive compensation is a challenge for most organizations and is a highly
controversial subject, especially after the government bailouts in 2008 and 2009.
Executive compensation is different than that for most salary or hourly employees and can consist of a variety
of options. It is generally focused on generating profits and long-term growth and is considered contingent
compensation, which means that the pay is structured to reward or pay based on th ...
Unit V Lesson Notes It is understood that a labor union is an.docxmarilucorr
Unit V: Lesson Notes
It is understood that a labor union is an organization that acts as a filter between its members and the organization in which the members are employed. It has also been identified that the main purpose of labor unions is to give employees the opportunity and power to negotiate for better working conditions, decent wages, and other benefits through collective bargaining. Now that the foundation of collective bargaining has been laid, it is now time to look a little further into some of the issues that employees bargain for.
Whether working in a union or non-union environment, what would be one of your major concerns with employment? When addressing this question, many of you would probably state “compensation/wages” would be the main topic of interest. Sure, there are other perks that you would look for; however, most would not consider employment or would consider leaving current employer for better wages.
According to the textbook, “wages and benefits represent the heart of the collective bargaining process. Guarantee of a certain standard of living and a reasonable return for their productive efforts is the major concern for most union members” (Carrell & Heavrin, 2013, p. 278). This second part of this statement can be said to be true for non-union workers as well. Although there are similarities among non-union and union environments, there are differences in how wages and benefits are determined and implemented.
Non-Union Environment: Most non-union employees do not have the opportunity to negotiate their wages. Most of these organizations have a set pay rate or pay range for all positions. Many organizations conduct job analysis and job evaluations to determine appropriate pay rates. When offered a job, some may try to negotiate on the front end with the hiring manager and/or human resources a certain pay rate. Sometimes, the employee does succeed and the organization may meet the applicant half-way or offer a little more to display true interest in the applicant. However, there are some organizations that will not budge and the applicant would be forced to accept or decline the offer. Even if the applicant does accept the offer, there may be limits on how often raises are given or if they are given at all. Based on experience, sometimes the applicant will accept the job and continue to look at organizations that offer better wages and benefits. Unlike union environments, wages can also differ tremendously among individuals who have the same job title and perform the same duties. This can have a major impact on the organization.
Union Environment: Wages within union environments are negotiated. Pay rates/ranges, along with pay raises, are determined and outlined within the collective bargaining agreement. The pay rates/ranges are set for each job covered under the agreement. Many organizations will conduct job evaluations, wage surveys, and other methods when making wage decisions. Management must look ...
New Trends in Compensation Management (Group Mediclaim/Insurance Scheme, Personal Accident Insurance Scheme, Company Leased Accommodation,
Recreation/ATM facilities, Corporate Credit Card,
Club memberships, Cellular Phone/Laptop,
Personal Health Care, Loans, Educational Benefits, Regular Get together and other cultural programs, Wedding Day/Birthday Gift, Employee Referral Scheme, Maternity Leave, Paternity Leave, Work-life Balance, Pay Transparency, Broad banding,Variable Pay (Incentive Pay),
Flexible Benefits
Compensation and Human Theory A close look at all the t.docxmaxinesmith73660
Compensation and Human Theory
A close look at all the theories of human motivation reveals a common driving
principle: people do what they are rewarded for doing. This has been termed "the
greatest management principle in the world." Reinforcement, expectancy, and goal
setting describe how to motivate people. Hence they are also called the "process
theories." Rewards are both intrinsic—that is feeling good about an accomplishment—
and extrinsic—that is being recognized for an accomplishment. Compensation is part
of the mix of rewards for employees.
David McClelland’s early studies showed that receiving a bonus or salary increase had
a short-term positive effect. Withholding a bonus or salary increase had a long-term
negative effect. Pay satisfaction is comprised of four elements: the level of pay and
benefits, the extent to which workers perceive their earnings are fair or deserved,
comparisons with other people’s pay, and noneconomic satisfactions such as intrinsic
satisfaction with the content of one's work.
Compensation is a topic near and dear to every employee. Companies are learning that
sharing the economic gains of reaching targets helps employees stay motivated to reach
increasingly difficult goals. For example, PepsiCo has instituted a program called
"SharePower" that makes all employees—not just a select group of senior executives—
who work at least 1,500 hours per year and who are employed by Pepsi for 1 year or
longer, eligible for stock. Since its introduction, stories abound at Pepsi about how
employees have gone the extra mile to serve customers. When HR professionals help
employees see that a particularly demanding project or exercise will result in economic
payback for the employee, the employee is likely to work harder. With a clear line of
sight between work and reward, employees may cope better with increased demands.
Financial incentives, in order to be effective, must be clearly linked with desired
outcomes. For example, in one banking call center, management rewarded employees
who had shorter time per call averages because they were able to take more calls. The
employees strove to have shorter online times each day. Unfortunately, they often did
not complete customer requests and customers had to call several times to get a request
completed or problem solved. Call volumes in the center went up dramatically, and
customer satisfaction with the call center service went down. The plan was changed
once management determined they had created the problem.
Benefits and services are a major ingredient in employee compensation. Estimates are
that on average, benefits as a part of payroll are 41%. The overall benefits plan of a
company is also an important element in employee retention. Each plan is designed for
the specific company and its unique situation, although there are many similarities
within industries. As part of the corporate downsizings, many companies outsource
their bene.
Compensation Dimensions (Payment for Work and Performance, Payment for Non-working Days, Loss of Job Income Continuation Benefit, Disability Income Continuation Benefit, Deferred Income, Spouse/Family Income Continuation Benefit, Health, Accident and Liability Protection, Income Equivalent Payments)
Running head EMPLOYEE COMPENSATION AND BENEFITSEMPLOYEE COMPENS.docxsusanschei
Running head: EMPLOYEE COMPENSATION AND BENEFITS
EMPLOYEE COMPENSATION AND BENEFITS 5
HRM 530 Assignment 5: Employee Compensation and Benefits
Section 1: Narrative
(Student’s Name)
(Professor’s Name)
(Course Title)
(Date of Submission)
Introduction
Employee compensation and benefits refers to the combination of wages, salaries and benefits that a worker receives as exchange for work done either in accordance to the formulated duties or in excesses of overtime and other viable bonuses. Compensation can be calculable hourly wages plus bonuses and incentives while benefits may include healthcare insurance policies and retirement savings. Thus, the total employee compensation and benefits may refer to collective gain components that a worker is paid for the services that he/she offers to an organization (Cardinal & Florin, 2012).
In this paper, the discussion will based according with a medium-based enterprise employee compensation and benefits package for a position of a secretary. A medium-based organization need to provide an elaborate employee compensation and benefits package to attract and retain employees such as secretaries. The competitive compensation and benefits package that befit a secretary position in a medium-based organization that anticipate future growth include annual salaries, retirement savings, salary increments, bonuses, paid time-off from work plans, employee non-monetary assistance plans, and group health benefits.
Compensation and Benefits Package for a new Secretary Position
Compensation and benefits package for a new secretary position in a medium-based organization need to be developed in accordance to the stipulated labor laws as well as to the benefits of an organization. In the first place, employing a secretary is very essential for an aspiring medium-based company and retaining the acquired professional skills should be a priority in addition to motivating the employee into improving performance. Furthermore, competition across the different industry players is leading to increased job turnover rates and therefore, developing a compensation and benefits package plan for new secretaries will include the most attractive offers.
The employee compensation and benefits plan for a new secretary should include annual salaries, retirement savings, salary increments and bonuses, payment plans for time-off from work duties, employee non-monetary assistance plans, and group health benefits. According to employment standards, annual salaried employments accosted with other various benefits are more preferred than hourly-based form of employment due to job-based security and rights to various benefits for the employee. In addition, annual salaried employment opportunities provide an organization with several advantages such as productivity, employee retention, improved skill acquisition, and tax benefits.
Thus, a secretary’s compensation plan that will be developed will be based on annual salary and shou ...
Similar to Running head EMPLOYEE BENEFITS PROGRAMS .docx (17)
Running head CRIMINOLOGICAL THEORIES 1CRIMINOLOGICAL THEOR.docxtodd271
Running head: CRIMINOLOGICAL THEORIES
1
CRIMINOLOGICAL THEORIES
5
Criminological Theories
MCJ 5135 Theory of Crime and Criminology
The Relevance of Psychological Theories in Criminology
The engagement of an individual in criminal activities is often influenced by various underlying factors. As such various theories have been developed to explain the behavioral patterns of criminals and enable the criminal justice departments to operate effectively. Among the developed theories, the psychological theories are perhaps the most accurate in the field of criminology. Psychological theories are based on an interaction between biological and social-cultural factors that either promote or deter criminal behavior, (Walters, 2016). Classical theories of criminology did not account for the state of mind of criminals. As such, many criminals in the past were convicted of crimes they committed unknowingly. This has changed since the adoption of psychological theories. Both individuals as well as criminal justice officials now understand that psychological factors influence criminal behavior. Appropriate measures have been implemented to ensure that the criminal justice department treats all persons fairly by assessing underlying psychological factors. As such, psychological theories have not only promoted the work of the criminal justice department but also promoted individual awareness about underlying mental conditions that affect an individual’s behavior, (Byrne & Hummer, 2016).
Review of the Literature
1. Byrne, J., & Hummer, D. (2016). An examination of the impact of criminological theory on community corrections practice. Fed. Probation, 80, 15.
According toByrne & Hummer (2016), psychological theories have the most direct influence on probation and parole compared to other theories of criminology. The authors have comprehensively analyzed the impact of various theories used to evaluate criminal behavior. They suggest that behavior is intertwined with unconscious motives. Therefore, understanding the reasons behind a crime requires a psychological evaluation to understand the interaction of the two factors. This article is suitable for this research because it captures the relevance of psychological theories in criminology.
2. Dippong, J., & Fitch, C. (2017). Emotions in criminological theory: Insights from social psychology. Sociology Compass, 11(4), e12473.
Few formal theories have been developed to capture the role of emotional processes as facilitators or inhibitors of crime, (Dippong & Fitch, 2017). According to the authors, gaps in criminology can be filled by focusing on the underlying psychological factors of the offenders. The article highlights the effect that practices such as interrogation have on the mental state of an individual thus resulting in inaccurate findings during criminal investigations. As such, this article is a reliable source of information about the relevance of applying psychological theories in criminology. .
Running head COMPARATIVE ANALYSIS 1COMPARATIVE ANALYSIS .docxtodd271
Running head: COMPARATIVE ANALYSIS 1
COMPARATIVE ANALYSIS 3
A comparative analysis between Korean melodrama and other local melodrama
Student name
Institution
Most studies in recent times have discovered that Korean dramas have come with a “Korean wave” in media in the global stage. Audiences have been reconceptualised due to the availability of internet and computer that have facilitated the digital revolution. Korean melodrama has earned more views than local melodrama, a result of its marketing its content without owning a means of distribution.
Korean melodrama is a representation of a product that is a hybrid of Hollywood, since Korean melodrama makes use of practices, tools, and conventions in the narrative that comes with the preoccupation of the Korean socio-political and historical aspects. The aspect of familiarity that lacks in local melodrama exists in Korean melodrama. Studies in have shown that audiences tend to respond positively to things they are familiar to and that is exactly what Korean melodrama is.
The use of genre by Korean melodrama is a huge success to its big audiences from the west, as a study by the Korean Creative Content Agency (KOCCA) back in 2015 estimated that around 19 million Americans enjoy Korean melodrama compared to five million who preferred local melodrama as they are a definition of what the world is in reality. The aspect of what is good and what is bad entangled with emotional narratives that give the audience an opportunity to select a hero or a heroine (Martin, 2019).
Korean melodrama are structured in a way that the audience can critique structures of institutional powers and explore a world with aspects of complex social issues. Korean melodrama has a vital element of their characters not being complex and this does not place a huge burden of danger or any sort of conflict in their existing world (Smith, 2017). The study also found out that Korean dramas have integrated aspects of adventures, romance and included professional fields like doctors and police, and lawyer, which are familiar genres to the audience. The structure of the Korean melodrama comes along with themes and selective iconography that make Korean melodrama suitable for global audiences.
Korean drama has earned viewers more than local dramas in the local stage given the Korean dramas depict the actual Korean culture. Most people are attracted to Korean melodrama since they are interested with the reality. A study by a Korean television found out that their supervisor had received more than five hundred emails from people who were not Korean to include English subtitles in their videos. This proves to be a massive support comparing people have less interest in their local drama. Korean drama have earned a huge fan base due to the license agreement of online streaming that was agreed by Korea (Moon, 2019). Studies have recorded that the market of Korean melodrama has around 12% of them wh.
Running Head Critical Evaluation on Note Taking1Critical Ev.docxtodd271
Running Head: Critical Evaluation on Note Taking
1
Critical Evaluation of Four Articles On Note Taking
Critical Evaluation of Four Articles On Note Taking
Note taking is the process of recording information from another source and is an integral part of university studies. Comprehensive studies have been conducted to underline the cognitive process of note taking. This essay aims to critique four research articles pertaining to the study of note taking namely by highlighting several pros and cons of certain methodologies used, to improve future researches done on the topic of note taking.
The first article aims to examine whether the use of laptops in note taking impairs learning compared to people who were using the longhand method (Mueller & Oppenheimer, 2014). They conducted three experiments to investigate whether taking notes on a laptop versus writing longhand would affect academic performance, and to explore the potential mechanism of verbatim overlap as a proxy for the depth of processing. They used an experimental design in order to achieve a quantitative result. Using five 15 minutes TED talks lectures, the use of either laptop or longhand method for note taking as a categorical variable, and 67 participant samples from different university research subject pools, they concluded that participants using laptops were more inclined to take verbatim notes than participants using the longhand method. An overlooked procedure of this methodology is that in their first study, either one or two students were placed in an enclosed room.Mueller & Oppenheimer (2014) unknowingly made this a variable in their experiment. Additionally, typical university lectures are done in an occupied lecture hall. Mueller and Oppenheimer (2014) should have had his experiments in a lecture hall with students while testing his participants, emulating an environment similar to the real world. Doing so would increase external validity without sacrificing internal validity. Participants were taken randomly from a pool of voluntary university students, which is a good representation of the larger population for their hypothesis of the experiment. Mueller and Oppenheimer (2014) did not account for how the participants usually took notes in their classes. Instructing the participants to take down notes in a medium they are not used to could have affected their implicit processing of information, affecting results. The experimenters should have divided the participants into two separate groups based on which medium they were more comfortable in using. A third control group whereby participants did not take notes would have been beneficial to this experiment, eliminating compromising factors such as selection threats (Trochim, 2006).
The next article alleviates most of the previously stated concerns. This experiment was conducted to determine whether students’ note-taking and online chatting can influence their recalls of lecture content and note quality (Wei , Wang .
Running head CRITIQUE QUANTITATIVE, QUALITATIVE, OR MIXED METHODS.docxtodd271
Running head: CRITIQUE QUANTITATIVE, QUALITATIVE, OR MIXED METHODS DESIGN
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CRITIQUE OF QUANTITATIVE, QUALITATIVE, OR MIXED METHODS DESIGN
Critiquing Quantitative, Qualitative, or Mixed Methods Studies
Adenike George
Walden University
NURS 6052: Essentials of Evidence-Based Practice
April 11, 2019
Critique of Quantitative, Qualitative, or Mixed Method Design
Both quantitative and qualitative methods play a pivotal role in nursing research. Qualitative research helps nurses and other healthcare workers to understand the experiences of the patients on health and illness. Quantitative data allows researchers to use an accurate approach in data collection and analysis. When using quantitative techniques, data can be analyzed using either descriptive statistics or inferential statistics which allows the researchers to derive important facts like demographics, preference trends, and differences between the groups. The paper comprehensively critiques quantitative and quantitative techniques of research. Furthermore, the author will also give reasons as to why qualitative methods should be regarded as scientific.
The overall value of quantitative and Qualitative Research
Quantitative studies allow the researchers to present data in terms of numbers. Since data is in numeric form, researchers can apply statistical techniques in analyzing it. These include descriptive statistics like mean, mode, median, standard deviation and inferential statistics such as ANOVA, t-tests, correlation and regression analysis. Statistical analysis allows us to derive important facts from data such as preference trends, demographics, and differences between groups. For instance, by conducting a mixed methods study to determine the feeding experiences of infants among teen mothers in North Carolina, Tucker and colleagues were able to compare breastfeeding trends among various population groups. The multiple groups compared were likely to initiate breastfeeding as follows: Hispanic teens 89%, Black American teens 41%, and White teens 52% (Tucker et al., 2011).
The high strength of quantitative analysis lies in providing data that is descriptive. The descriptive statistics helps us to capture a snapshot of the population. When analyzed appropriate, the descriptive data enables us to make general conclusions concerning the population. For instance, through detailed data analysis, Tucker and co-researchers were able to observe that there were a large number of adolescents who ceased breastfeeding within the first month drawing the need for nurses to conduct individualized follow-ups the early days after hospital discharge. These follow-ups would significantly assist in addressing the conventional technical problems and offer support in managing back to school transition (Tucker et al., 2011).
Qualitative research allows researchers to determine the client’s perspective on healthcare. It enables researchers to observe certain behaviors and experiences amo.
Running head CRIME ANALYSIS TECHNOLOGY .docxtodd271
Running head: CRIME ANALYSIS TECHNOLOGY 1
CRIME ANALYSIS TECHNOLOGY 9
Crime Analysis Technology
Student’s Name
Institutional Affiliation
Crime Analysis Technology
Peer-Reviewed Article Analysis
Technology has evolved over the years in various sectors, with new technological innovations being developed. One of the areas that has witnessed great applications of technological evolution is in the detection and prevention of crime. This article will analyze the various technologies that are used to prevent and detect crime.
Byrne and Marx (2011) in their article reviews the topic in detail and gives insight in the role of technology in combating crime.
The key data that will be used in this research is secondary data from various peer-reviewed sources that review the topic of Crime Analysis Technology from various perspectives. Byrne and Marx (2011) presents various data on crime and the use of Information Technology in crime detection and prevention. For instance, it highlights that the percentage of schools in the United States that deploy metal detectors is approximately 2%. The article also approximates that as of 2006, one million CCTV cameras had been deployed in the United States, although the article does not provide current estimates on the same.
The article plays a great role in my final research. It gives a highlight of the various technological applications for crime prevention and detection. This can provide a background for further research, especially the technological innovations that are currently being developed. The article also presents figures about various elements of technology in crime prevention and detection such as the number of CCTV cameras, the crime rates such as the registered sex offenders, among others. Projections can therefore be made to the future.
The article mentions several significant facts. First, it classifies technological innovations in criminal justice as hard technology versus soft technology. Hard technology innovations include hardware and materials while soft technology innovations include information systems and computer software. Examples of hard technology is the CCTV cameras, metal detectors, and security systems at homes and schools. Examples of soft technology include predictive policing technology, crime analysis techniques, software, and data sharing techniques, among others. Both of the two categories of technological innovations are important in criminal justice. Another fact is the new technology of policing. The article identifies hard policing technological tools such as non-lethal weaponry and technologies for officer safety. It highlights soft policing technologies such as data-driven policies in policing and information sharing. Another important fact that the article mentions is the issues that should be con.
Running head CRIMINAL JUSTICE FLOWCHART1CRIMINAL JUSTICE FL.docxtodd271
Running head: CRIMINAL JUSTICE FLOWCHART 1
CRIMINAL JUSTICE FLOWCHART 11
Introduction
The purpose of a flowchart is to graphically present information in a logical pattern according to whatis.com (2018), usually showing the progression within a process from beginning to end. This flowchart will illustrate the pattern of progression in the criminal justice systems of Canada and India. In most countries policing, the courts, and the correctional systems are interdependent in this relationship, the police are the first step and the other steps follow in a logical progression. The purpose of mapping the steps of these countries criminal justice systems is to give visual context to this progression.
Criminal Justice of Canada
Police
Canada’s criminal justice system is not that different from other systems from around the world. The Canadian system comprised of the police who investigate crimes, collects evidence, and apprehend suspects for trial in the court system. Canada’s policing uses a decentralized multiple coordination model. In Canada, the federal government is constitutionally responsible for legislating in all areas that relate to criminal matters Braiden (2006), but legislating police activity is the responsibility of the provinces.
Each province has passed a Police Act to meet their responsibilities. Police forces in Canada deal with all types of crimes, from Crimes against Persons to Crimes Against Property according to the Canadian Department of Justice (2017). The crime being investigated will dictate the course of the investigation that will follow. To satisfy their role in the criminal justice flowchart the police must collect evidence and this evidence will be used at trial.
The gathering and preserving of evidence according to rules established within the Police Act and federal legislation spelled out in the Canadian Constitution Canadian Department of Justice (2017). Once an investigation occurs with the collection of evidence, and this evidence obtained through interviews and legally issued search warrants the police will develop a most likely and viable suspect and the police will request an arrest warrant for the suspect spelling out who they are looking to arrest and for what crime they wish to arrest them for.
Courts
The arrest is one of the final steps for the police in this matter and the beginning of the court process. The first step in this process is to put the person in custody into a holding cell usually at a detention center, the person is typically seen by a judge or a justice of the peace as soon as possible, this is usually done in twenty-four hours according to the Canadian Department of Justice (2017). At this point, the judge determines a pre-trial date in some cases will release the party on bail.
A bail hearing allows the prosecution to present evidence in hopes to keep the accused in custody. In the Canadian system, the state has all the expense of investigatio.
Running head COMPANY OVERVIEW1COMPANY OVERVIEW2Co.docxtodd271
Running head: COMPANY OVERVIEW
1
COMPANY OVERVIEW
2
Company Overview
Name: John Blair
Institutional Affiliation: Rasmussen College
Founded in 2001, Global Inc. is one of the leading manufacturers of consumer electronics such as personal computers, smartphones, and household appliances among other products. As a limited liability company members are not liable for the organization’s liabilities or debts (Deering & Murphy, 2003). It has experienced growth currently with approximately 13, 500 workers and an annual revenue of $14 billion as of December 2017. Smartphones and personal computers form its major source of revenue which currently comprises 45% of all the revenues. Starting 2009, the company expanded to the international market and has since experienced a growing revenue due to the expanding market share. More so, due to benefits such as cheap and readily available labor, the organization moved some of its manufacturing processes to Indonesia, Bhutan and Hong Kong which has greatly impacted the operational cost enabling it to provide goods at competitive prices.
In 2016, the company faced issues related to labor management as it was established that some of its suppliers employ underage workers and also utilizes bonded labor. It has been an ethical issue faced by the organization whether it should cut ties with the suppliers and find other suppliers. The company did not have any policies that controlled labor management practices by the suppliers hence it was not likely for the organization to act with speed. On the other hand, in the established manufacturing plants in Asian countries, it emerged that some workers received wages lower than the minimum wages in the said countries. These have been the two major issues that have recently tarnished the organization’s public image. However, it has put efforts to turn around the situation and regain its previous public image.
Reference
Deering, A., & Murphy, A. (2003). The Partnering Imperative: Making Business Partnerships Work (1st ed.). New York, NY: Wiley.
Running head: ETHICAL ISSUES IN CONSUMER ELECTRONICS INDUSTRY
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ETHICAL ISSUES IN CONSUMER ELECTRONICS INDUSTRY
4
Trending Ethical Issues in Consumer Electronics Industry
Name: John Blair
Institutional Affiliation: Rasmussen College
Trending Ethical Issues in Consumer Electronics Industry
In the consumer electronics industry, players are competing with each other to create cutting edge devices that are more appealing to the consumers. Due to this need, majority of the manufacturers have employed various strategies such as partnering with third party manufacturers in a bid to lower operational costs hence being able to present consumers with competitively priced devices. However, it is imperative to note that adoption of the various strategies by the industry players has led to a number of ethical issues such as unfair labor practices as looked into in the following section.
One, partnering with third party manufacturers.
Running head CRIMINAL BACKGROUND CHECKS 1CRIMINAL BACKGROUND .docxtodd271
Running head: CRIMINAL BACKGROUND CHECKS 1
CRIMINAL BACKGROUND CHECKS
2
Criminal Background CheckNameENG/100
Erica Letourneau
September 1, 2019
Thesis Statement:
Criminal background checks help in determining a new employee’s behavior on the job, aids in identifying illegal immigration or harbored a fugitives, and acts as a societal norm.
Determining the behaviors of a new employee
One-way Criminal background checks helps employers is through acting as a guide in determining employee behavior before joining their task force. The character of an employee is a factor that should be considered before the employee is offered an opportunity to work for any organisation (Harris & Keller, 2005).
Hiring a criminal puts the security of the customers and employees at risk. Without past information about an employee, an organization is likely to employ a criminal. In this respect, a background check comes in place to make sure that the potential employee has no tarnished background.
Aids in illegal immigration or harboring a fugitive
Criminal background checks can also aid identifying illegal immigrants or harbored fugitives in workplaces. In the modern day, illegal immigration has become a norm in the society. Considering that the illegal immigrants are not citizens of the country, it is evident that any person cannot access their records. A criminal background check does not only help to know the previous criminal engagement activities of a person, but it also helps to know if a person is in the country's system or not.
Acts as a societal norm
Criminal background checks act as a social norm which can help in a nation’s economic growth. The productivity of its citizens dictates the economy of any nation. Ethics and productivity go hand in hand. When one is involved in criminal activities, it is evident that the level of his or her productivity can be questioned (Blumstein & Nakamura, 2009). It has become a norm for the society to try and look if one is associated with shady dealings in the past. The norm has been essential in two different ways. The first way is associated with the aspect of making sure that the people who are engaged in business activities are people with a good reputation and trustworthy (Harris & Keller, 2005). The second way is associated with the influence that the background check has on the members of the society. Most members of the society try as much as they can to avoid engaging in criminal activities because such can affect their future and that promotes a norm of avoiding and staying away from crime.
References
Blumstein, A., & Nakamura, K. (2009). Redemption in the presence of widespread criminal background checks. Criminology, 47(2), 327-359.
Harris, P. M., & Keller, K. S. (2005). Ex-offenders need not apply: The criminal background checks in hiring decisions. Journal of Contemporary Criminal Justice, 21(1), 6-30.
Concerns
Areas that Need Work
Criteria
Standards for This Performance
Strengths
Evidence.
Running head: CRIME ANALYSIS 1
CRIME ANALYSIS TECHNOLOGY 2
Crime analysis is a function that usually involves the systemic analysis in identifying as well as analyzing the crime patterns and trends. Crime analysis is very important for law enforcement agencies as it helps law enforcers effectively deploy the available resources in a better and effective manner, which enables them to identify and apprehend suspects. Crime analysis is also very significant when it comes to arriving at solutions devised to come up with the right solution to solve the current crime problem and issues as well as coming up with the right prevention strategies. Since the year 2014, crime rates in the USA have increased steadily as per a study done by USAFacts, which is a non-partisan initiative (Osborne & Wernicke, 2013). With this increase in crime rates, which has majorly resulted in massive growth in technology, it is essential to come up with better means and ways of dealing with the increased crime rates. With the current advancement in technology, better law enforcement tools developed, which has enabled better crime deterrence in better and efficient ways. All this has been facilitated by the efforts of crime analysts who have come up with better tools and thus enabling the law enforcers to better deal with the crimes (Osborne & Wernicke, 2013). In this paper, I will consider the application of crime analysis technology and techniques in fighting crimes. Application of crime analysis technology and techniques used to make crime analysis more accurate and efficient.
Currently, the two technological tools that are used in predictive policing software have enabled security agencies to effectively use predictive policing ("Crime Analysis: Fighting Crime with Data," 2017). Application of this software has enabled better crime prevention as with data obtained in the previous crimes have been used to predict possible future severe crimes in a specific area.
Through the adoption and use of crime analysis, law enforcement agencies have been able to fight against crimes as when compared with the past effectively. The use of crime analysis comes at the right time, where there has been an increase in crime rates in the current digital error. In a survey done by Wynyard group in 2015, the study revealed that for every 10 law enforcement officials 9 of them believe that the use of current technology in crime analysis has had positive effects in helping the agencies in solving crimes as they can identify essential links and trends in crimes ("Crime Analysis: Fighting Crime with Data," 2017). In the same way, other sectors have benefited from data analysis with spreadsheets, databases, and mapping, law enforcers have been able to use data analysis to come up with a better decision. Crime analysis ha.
Running Head CRIMINOLOGY USE OF COMPUTER APPLICATIONS .docxtodd271
Running Head: CRIMINOLOGY USE OF COMPUTER APPLICATIONS 2
CRIMINOLOGY USE OF COMPUTER APPLICATIONS 2
In the wake of technological advances, the use of computers has played a major role especially in criminal justice (Moriarty, (2017). This paper has focused on the use of computer application technologies in criminology and the potential it has in legal systems. From enabling easy access for witnesses to search for accused peoples’ photographs on the screen and go through the whole court procedural activities. Moreover, criminals’ records can be monitored using databases and it is easy to make a follow-up on crimes they have committed in the past and the charges against them. Forensics can also be conducted and investigations can now be carried out easily and very fast. Also, when one is linked to cases, they can be easily identified using forensics and fingerprints. Portable laptops have also helped police officers in getting information and any important details related to a crime at any place without having to go back to their working stations. James (2017), argues that unlike in the past, investigations are done faster due to internet connections and ease of communication between community members and investigative officers through the use of phone gadgets.
Computers have broad variance in usage which has been enhanced by computer applications. For instance, massive record keeping systems have relied for reference on criminal accounts, case records and unresolved warranties. Incorporation of technology in criminology has just made the career easy and also improved livelihoods. Many police units now use computerized applications to keep up with the ever-rising crimes. There are different applications being used nowadays, from mobile technology, to use in-car computers, CCTV camera installations and also software such as the Computer Aided Dispatch. Investigators often use programmed record management systems to monitor information they obtain and guard it properly. With the current technology, it is possible to detect impending crimes, track stolen goods and the culprits, tell which time a crime occurred and also who committed it and where.
Computer applications:
1. In-Car Computer installations in police cars.
Blumstein (2018), contends that this application that allows traffic patrol police to effectively carry out their activities especially when vehicles violate traffic rules. In the current world, things are drifting toward being more computerized than handwritten (Maxfield & Babbie, 2014). Thus event arrest reports are being typed. It also means that after traffic references are written down, they are generated by the computers installed duplicating a copy to the person who breaks the rules. This is seen to reduce paperwork and improve the efficiency of police officers' work.
2. Computer Aided Dispatch
In the past, correspondents would use hand.
Running Head CRITICAL ANALYSIS OF THE WHISTLEBLOWER INCENTIVES .docxtodd271
Running Head: CRITICAL ANALYSIS OF THE WHISTLEBLOWER INCENTIVES 1
CRITICAL ANALYSIS OF THE WHISTLEBLOWER INCENTIVES AND PROTECTION 5
Doctor of Business Administration- Finance
Track- ADRP
Flexible Design Methods
Critical Analysis of the Whistleblower incentives and protection: Are a way of applying investment banking incentives to control management unethical and illegal practices
Introduction
Whistleblower incentives and protection refers to the monetary reward as well as protection which the United States Government offers to the individuals who exposes certain wrongdoings in the community more especially in government institutions. The Federal law requires the government to reward the whistleblowers a certain percentage of money that is recovered following their tips of exposing the wrongdoing acts. This percentage may go up to 30 percent of the total recovered money. In this paper, I will critically analyze whether Whistleblower Incentives and Protection are ways of applying investment banking incentives to control management unethical and illegal practices. And maybe are the whistleblowers rewarded accordingly in terms of security and money.
Problem Statement
What happened?? This is not anything like what was approved or what was in the white paper. Follow the instructions and make a paragraph out of the bullet outline problem
The Problem statement, which will be addressed in this paper, is that, whistle blowers are not given adequate incentives and protection resulting in the difficulty of reporting wrongdoing, misconduct and unethical behaviors. According to Andon, et al., (2018), Lack of whistle blower incentives and protection makes it difficult for whistle blowers to report wrongdoing, as they feel insecure. “The current whistle blowing system is not effective and therefore does not provide the basis for investigation of corruption cases and any misconduct within a company (Ballan, 2017). In support of Ballan’s views on the whistle blowing system, Keith, Todd & Oliver, (2016) indicated that the managers aren’t empowered to sanction employees involved in unethical behaviors because of lack of whistle blower incentives which are reinforced by the Federal laws.
Specifically, failure of finance department to offer adequate whistleblowers incentives as well as protection within the investment – banking sector in the United States. As per Keith, Todd & Oliver, (2016), in their recent research, they recommended that the finance department in any organization is a very critical area that can determine the overall performance of an organization. Failure to provide whistleblower incentives and protection to finance staff makes it difficult for them to report unethical behaviors.
Research Questions
What happened here? Where is the list of approved RQs Where are the numbers
It’s important to note that integrity and corruption free environment can be enhanced if specifically the involved organizations are audited or watch.
Running head CRITICAL APPRAISAL OF RESEARCH ARTICLES .docxtodd271
Running head: CRITICAL APPRAISAL OF RESEARCH ARTICLES 1
CRITICAL APPRAISAL OF RESEARCH ARTICLES 10
Critical Appraisal of Research Articles on Evidence-Based Practice
Name
Institution
Course
Date
Critical Appraisal of Research Articles on Evidence-Based Practice
Full APA formatted citation of the selected article
Article 1
Article 2
Article 3
Article 4
Barakat-Johnson M., Lai M., Wand T. & White K. (2019). A qualitative study of the thoughts and experiences of hospital nurses providing pressure injury prevention and management. Collegian, 26(1), 95-102.
Park S. H., Lee Y. S. and Kwon, Y. M. (2016). Predictive validity of pressure ulcer risk assessment tools for the elderly: A meta-analysis. Western Journal of Nursing Research, 38(4), 459-483.
Boyko T., Longaker M. T., and Yang G. (February 1, 2018). Review of the current management of Pressure Ulcers. Journal of Advances in Wound Care, vol. 7, issue No. 2. Pages 57-67.
Ferris, A., Price, A., & Harding K. (2019). Pressure ulcers in patients receiving palliative care: A systematic review. Palliative Medicine, 33(7), 770-782.
Level of evidence of the article
Level 4 evidence. The article provides a summary of the individual thoughts and experiences regarding the issue of pressure ulcers
Level 2 evidence. The information comes from the meta-analysis of all the relevant and randomized, as well as the controlled trials.
Level 1 evidence. The article offers evidence from the systematic review of the randomized as well as the controlled trials from the experiments.
Level 1 evidence. The information is evidence from the systematic reviews of trials that have been relevant and controlled while the researchers were trying to carry out the research.
Conceptual Framework
The theoretical basis that led to the research was an increased number of injuries resulting from pressure ulcers, and this led to the need for having a study to find the ways that were effective for preventing such occurrences.
The theoretical framework that led to this study was that pressure ulcers have become a major challenge and a challenging goal when it came to providing healthcare for pressure ulcer patients. Therefore, it led to the need to have a study that could deal with the challenge.
The theoretical framework that necessitated this research was the incidence of pressure ulcers that were increasing because of the poor and aging population as well as the elderly that were living with incidences of disability.
Pressure ulcers were highly associated with significant mortality and morbidity and high costs of healthcare services, and this led to the need for a study to review the situation.
Design/Method
A qualitative and exploratory design using semi-structured interviews. Sampling was also done and used for obtaining the participants and information from the relevant individuals of the study.
A qualitative study w.
Running Head COMPARATIVE ARGUMENT2COMPARATIVE ARGUMENT2.docxtodd271
Running Head: COMPARATIVE ARGUMENT 2
COMPARATIVE ARGUMENT 2
Shouq Alqu.
CWL 200 SEC 03
Feb / 23 / 2020
Comparative Argumentative Critical analysis
Introduction
Plato’s allegory of the cave is a notion about human perception. Plato argued that knowledge acquired through the senses is just an opinion but for one to acquire knowledge then it must be through philosophical cognitive. Plato gives an analogy of the prisoners tied to some rocks in a cave since they were born. They cannot see anything except shadows of objects carried by people walking in the walkway. Since the prisoners had not seen the real objects ever since they were born, they believe that these shadows are real. Fortunately, one prison escapes from the cave and meets the real world and recognizes that his perception of reality was mistaken. He goes back to the cave and informs the other prisoners what he found. Unfortunately, they don’t believe him (Alam 5).
Overview of Gogol’s Overcoat and Lahiri’s Namesake
The overcoat is a story written by Nikolai Gogol about Akaky Akakievich, an underprivileged government clerk in Russia. Though he is devoted to his work, his hard work goes unrecognized by his colleagues who joke about his overcoat. When his overcoat is worn out he decides to get it fixed but his tailor advises him to get a new one because the old one was beyond repair. His tailor finally makes a new coat for Akaky which makes his colleagues celebrate him by throwing a party for him. His coat does not last long because it is stolen and Akaky’s efforts to get it back do not bear fruit. He dies of fever (Yilmaz 195).
Namesake is a story about Indian immigrants who settle in the US. Soon after, they get a baby boy who is given a temporal pet name by his father: Gogol. When he starts kindergarten Gogol is given his good name, Nikhil, which he rejects and clings to his pet name. But when he grows up Gogol knows the meaning of his name and starts to despise it. At the age of eighteen, he changes his legal name to Nikhil. He becomes acculturated and adopts the American way of life. That way he feels comfortable around his friends and especially the girlfriend. It was after his father’s death that he knew the true meaning of his name and changed it again to Gogol (Jaya 158).
The relevance of Plato’s Allegory of the cave on Gogol’s ‘Overcoat’ and Lahiri’s ‘Namesake’
The most significant insinuation of these stories is how the two main characters change their identity. Both of them were not named after they were born. Coincidentally, their fathers picked their names for them. As the writers of these two stories put it, these two characters could not be given any other names. These two characters are comfortable with their identities just like the prisoners in the cave (Ledbetter 130).
Akaky is afraid of changing his old ways of doing things. He was seen in the same position and place with the same uniform, his overcoat, and this made his supervisors believe that he was born as a r.
Running Head CREATING A GROUP WIKI1CREATING A GROUP WIKI .docxtodd271
Running Head: CREATING A GROUP WIKI 1
CREATING A GROUP WIKI 3
Title: CREATING A GROUP WIKI
Student’s Name:
Institution:
As far as the definition to my words is concerned, metacommunication can be defined as all nonverbal cues experienced by different people. Some of the metacommunications experienced by people include; tone of voice, gestures, facial expression and body language. On matters related to the facial expression, it can be used to show the feelings of the people involved in an incident. However, different people should be encouraged to understand the use of the metacommunication in ensuring that the society is able to operate in an effective manner. Again, gestures can be used in ensuring that communication is enhanced amongst different people. The use of gestures plays important roles in ensuring that different ideas are shared in the best way possible (Hazari, 2019).
On the other hand, evaluative communication can be used for the purposes of causing defensiveness by ensuring that judgment is passed. It is through that whereby majority of the people are enabled to focus on the problem experienced hence making it easy for the right solution to be found. The ability of people to focus on the problem can be used in ensuring that the required solution is identified therefore reducing the issues experienced by the people. However, majority of people should be encouraged to engage in evaluative communication for the purposes of ensuring that the solution to the issues experienced is found (Ma, 2020).
References
Hazari, S., North, A., & Moreland, D. (2019). Investigating pedagogical value of wiki technology. Journal of Information Systems Education, 20(2), 8.
Ma, Q. (2020). Examining the role of inter-group peer online feedback on wiki writing in an EAP context. Computer Assisted Language Learning, 33(3), 197-216.
Running Head: MATRILOCAL AND CONJUGAL FAMILY 1
MATRILOCAL AND CONJUGAL FAMILY 3
Title: MATRILOCAL AND CONJUGAL FAMILY
Student’s Name:
Institution:
My first term I chose is matrilocal family. However, matrilocal family is a family whereby the husband goes to live with the family of the wife. This is a culture which allows the man to move to live with the mother and the father in law. As a result, the man is required to change his social life their living according to the cultures of the parents in law (Brown, 2020).
As far as the episode is concerned, the man had to go and hence live with the female’s family. It is through that whereby the man was required to change his lifestyle and hence adapt the live from the female’s family. Moreover, when not controlled, matrilocal family might end up bringing about conflicts amongst the people and their care has to be taken so as to ensure that the cases of misunderstanding are not experienced.
On the other hand, conjugal family is the other term which should be considered in different aspects. However, this is a term in which the marred coup.
Running Head: CRITICAL ANALYSIS 1
CRITICAL ANALYSIS PAPER 7
Critical Analysis Paper #2
Professor McMahon
Waffa Elsayed
HBSE
03-25-2019
Introduction
In this paper, I will argue that “Intimate Partner” is used to represent any inclusive romantic or sexual relationship between two non-biologically-related people. Ideally, these kinds of relationships show lots of love and support for each other. Unfortunately, some people do not act like the ideal condition and abuse their partners cause considerable emotional or physical pain and injury (Belknap, Chu, & Deprince, 2012). Sometimes abusing behavior brings violence and makes the worse situation ever. Different type of abuses such as emotional abuse, economic abuse, social isolation, physical abuses takes place in case of creating intimate partner violence. Sometimes some people start to stalk their partners with generating a different motive such as anger, hostility, paranoia, and delusion towards their partners (Belknap, Chu, & Deprince, 2012). One partner verbally threats his/her partner through using emails, text messaging, and social network Internet sites. In 2012, 4th February, a 21-year-old California boyfriend had bound legs of his girlfriend with tape and threatened her with pointing a gun towards her and beaten her, and kept her for nine days. This situation occurred as the girl received a text message from another man on her cellphone (Belknap, Chu, & Deprince, 2012). It is clear that technology can lead to intimate partner abuse. In this paper, I will argue that technology in terms of electronic devices can be used as the trigger for more intimate partner violent abuse. Comment by Sarah McMahon: I would suggest having someone review your writing to help improve your ability to convey your ideas. Comment by Sarah McMahon: I am wondering what this means- different from what? From IPV? It seems to me that it is a similar motive so I am unclear. Comment by Sarah McMahon: The purpose of this assignment is: “Develop an argument that compares these types of violence in a specific way(s), such as the root causes, the impact on victims, society's perception of the crime, or our response to the crime. How are they similar or different?” I am not sure your thesis answers that question?
Causes and Impact of Intimate Partner Violence and Stalking and Electronic Abuse
These days, out of ten women, one lady murdered or badly injured by her intimate partner. Life threatening matters are the most common factor which can create physical violence among intimate partners. Comment by Sarah McMahon: This is not a full sentence. I would suggest having someone proofread your paper as I suggested last time. Comment by Sarah McMahon: I am unclear on what this means. What are the life-threatening matters and what is the most common factor that causes physical violence? If you are talking about the causes of IPV .
Running head: COUNSELOR ETHICS
1
PAGE
7
COUNSELOR ETHICS
Counselor Ethics and Responsibilities
Grand Canyon University: PCN 505
Dr
November 15, 2017
Counselor Ethics and Responsibilities
To be a successful counselor and abide within the ethical and legal guidelines, counselors must take into consideration what is involved in providing sound and ethical judgements. Being a counselor should not be taken lightly, someone is trusting us to provide them with the best care possible and assist in finding solutions that will possibly work for the betterment of their livelihood. Counselors must ensure that their clients confidentiality will not be misused and counselor’s guarantee that appropriate measures are in place to provide a professional, safe, nonjudgmental environment.
Client Rights
Principles of Ethical Practice
There are five key principles of ethical practices, and Davis and Miller (2014), references Kitchener (2000) models on the following five principles:
a.) Autonomy addresses the concept of independence. Counselors should make sure they are not pushing their own values and beliefs onto clients, but rather encourage them to make their own decisions and act within their values. He/She would ensure clients fully understand how their differences may affect others whether positive or negative. He/She would also ensure they are competent to understand the choices they are making are theirs without any other influences. Clients who are children or persons with mental limitations, he/she need to make sure they have a well-informed, competent adult making decisions in their best interest.
b.) Nonmaleficence is the concept of not causing harm to others. Professionals should ensure clients are positively engaged during sessions and are not misconstruing information given to them.
c.) Beneficence shows the responsibility of the counselor contributing to the safety of the client. Incorporate positive outlooks and thinking in sessions. Periodically asking clients about their feelings, depending on the circumstances to make sure they have no intentions on harming themselves and be proactive when necessary.
d.) Justice in counseling means “treating equals equally and unequals unequally” (Davis & Walker, 2016). If I am providing services to two clients who are depressed. One is depressed and suicidal and the other client is not, more attention would be devoted to the client who is suicidal, and the proper steps would be taken to ensure the client does no harm to himself.
e.) Fidelity includes being, loyal, faithful and committed. Maintaining and having trust within the client-counselor relationship is crucial to successful progress, once that trust is broken, the client may leave and seek treatment elsewhere, or worse harm themselves or others. Clients need to be able to talk to about their feelings no matter how bad they think their situation is.
(Davis & Miller, 2016).
Informed Consent Process
Informed consent .
Running Head COMMUNICATION TRAINING PLANCOMMUNICATION TR.docxtodd271
Running Head: COMMUNICATION TRAINING PLAN
COMMUNICATION TRAINING PLAN
Communication Training Plan
Student’s Name
Institutional Affiliations
Company Culture and Communication Obstacle
Northwest Valley Community College has a culture of providing the best learning environment to its students and ensuring that school staff communicate effectively without experiencing unauthorized access to their data and information. Also, its culture is ingrained in ensuring its students are working in an environment that is healthy and safe. The management of Northwest Community understands the importance of having a healthy learning environment and effective communication network inside and outside the school premises. As such, Kelsey Elementary school is setting up measures to implement a detailed communication training plan for staff and students to gain information safety skills.
This plan will be developed by a strategic communication team selected by the school. This plan will be designed in a way that it provides a framework to manage and coordinate communication among the students, instructors and parents. The plan will identify efficient communication channels, standards, appropriate audience, and frequency. This plan will require a shared responsibility among management, students, communication team and students. After the implementation of this communication plan, the team will measure its effectiveness to ensure it meets the expected objectives and goals.
Needs and Tasks Analysis
Northwest Valley Community Collwgw communication team will conduct a needs and analysis task to determine the training needs. The management will be able to know who needs the training and the kind of training required. The following are the steps the company will use to conduct training needs analysis.
· Organizational Analysis: The school management should work with the teachers to identify the priorities of student training. In this case, the management will conduct an evaluation to ensure the training goes hand-in-hand with the school’s goals and objectives.
· Secondly, the management will list specific types of communication channels to be utilized within the school environment. Also, they will specify the skills and competencies needed by employees to ensure they clearly understand how to utilize these communication channels. By doing this, they will have a solid foundation on who should conduct the training and how it should be conducted. (Liaw, 2014)
· The last step will involve the identification of staff members who need to undergo communication training. However, since it is a learning institution, every staff member and students will be subject to training.
Research Technique
Northwest Valley management has decided to implement an external training program to address the training plan. Therefore, they need to identify and understand the organization’s communication training needs. As such, they should start by hiring an e.
Running head Commitment to Professionalism1Commitment to Prof.docxtodd271
Running head: Commitment to Professionalism 1
Commitment to Professionalism
3
Commitment to Professionalism
Your Name
Course Number & Title
Instructor's Name
Month Day, Year
Commitment to Professionalism
Advocating for _________
Identify the focus of your advocacy efforts and give an example of an issue you would like to address as an advocate. You may want to start off with something like: A great passion of mine is to advocate for __________ because___________. Research shows that this is a critical issue______________.
In the next few paragraphs be sure to:
· Identify one individual or group (local policy maker, state-level legislator, corporate leader, etc.) that you can contact for support of your issue and provide a rationale for choosing this individual/group.
· Describe the strategies you would use to gain the support needed for this issue through individual advocacy.
· Describe the strategies you would use to attract the support needed for this issue through collective advocacy.
· Create two talking points (as discussed in Chapter 13) using one concrete example (refer to key term in chapter reading for precise definition) for each point to demonstrate the importance of the issue. These talking points should be appropriate to use when talking to legislators or the media about the issue for which you are advocating.
Commitment to the Profession
In this section be sure to
· Describe how you will advocate on behalf of young children, their families, and the profession.
· Describe how you will support the development of future practitioners and leaders in the field.
· Referring to to Figure 13.1 “A Professional Continuum” and describe how your efforts will support the field away from unskilled workers and toward paradigm professionals.
Don’t forget specific details, examples, and citations to help you get a top grade
References (Text and at least TWO outside sources)
Ashford Textbook (Online edition): *
Author, A. (Year published). Title of book: Subtitle of book (edition, if other than the first) [Electronic version]. Retrieved from from URL
Example:
Witt, G. A., & Mossler, R. A. (2010). Adult development and life assessment [Electronic version]. Retrieved from https://content.ashford.edu/books/4
Online Journal Article (such as from the Ashford Library):**
Author, A. (Year Published). Article title. Journal Name, Volume(Issue), page range. doi:# or Retrieved from journal’s homepage URL
**When including a URL for an online journal, you must search for the journal’s home page and include this in your reference entry. You may not include the URL found through your university library, as readers will not have access to this library.
Examples:
Churchill, S. D., & Mruk, C. J. (2014). Practicing what we preach in humanistic and positive psychology. American Psychologist, 69(1), 90-92. doi:10.1037/a0034868
Santovec, M. (2008). Easing the transition improves grad retention at Trinity U. Women in Higher Education, 17(10), 32. Retr.
Running head: COVER LETTER 1
5
Cover Letter for Grant Proposal
Pasqualina L. Anderson
Walden University
HUMN 6207-3, Grant Writing
Dr. Frances Mills
January 17, 2019
Abstract
The homeless population in communities across the United States is vulnerable to physical and mental illnesses, largely due to a lack of medical treatment resources and harsh environmental conditions. Rehabilitation centers and programs aimed at closing the gap between this population’s lack of resources and medical needs can help address many of the problems this population faces. Social programs aimed at reducing homelessness or intervening in the lives of homeless populations do not necessarily extend beyond providing food, shelter, and a means to economically transition from being homeless to being a non-homeless member of society. Mental illness is one of the barriers to economic sustainability and sustenance that have been recorded in this population. The aim of the proposed program is to offer a means of treatment for this population, using a sample size of 20. Another vital aim of the program is to examine the correlation between the homeless population, their environmental circumstances, and mental illness. It is the program leaders’ hope that the program’s analyzation of the data will lead to new intervention, treatment methods, and deep understanding of how mental illness plays a role in homelessness.
Keywords: homelessness, mental illness, intervention treatments
Cover Letter
To Whom It May Concern,
An estimated 500,000 individuals are homeless in our community and are at risk of developing serious, uncontrollable health issues (Rogers, 2018). Our grant proposal’s main objective is to improve the well-being of the homeless population within our community. Besides physical ailments and diseases that may impact the homeless population, mental health issues and challenges will need to be addressed as part of this proposal. Specifically, our project seeks to reduce the prevalence of drug addiction and substance abuse amongst the homeless.
Utilizing a case study research design, our project will aim to analyze data pertaining to the relationship(s) between our community’s homeless population and drug addiction/substance abuse. A sample size of 20 will be selected from the Homeless Health Education Group. The projected timeline for the project is three years. It will focus on providing psychiatric intervention, reduce health problems, and provide mental health care. A rehabilitation center will be established to meet these objectives. Technology assets will be necessary to enhance efficiency and collect data reports from the 20 members of the sample population (Gitilin & Lyons, 2014; Marchewka, 2014).
Management and oversight will need to be incorporated into the proposal to ensure the project achieves its mission (Burke, 2013). The project’s projected budget expenditures total $1.638 million and its projected revenues total approx.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
Acetabularia Information For Class 9 .docxvaibhavrinwa19
Acetabularia acetabulum is a single-celled green alga that in its vegetative state is morphologically differentiated into a basal rhizoid and an axially elongated stalk, which bears whorls of branching hairs. The single diploid nucleus resides in the rhizoid.
1. Running head: EMPLOYEE BENEFITS PROGRAMS
1
EMPLOYEE BENEFITS PROGRAMS
7
Strategic Value of Employee Benefits Programs
Phyllis Spears Jones
Strayer University
HRM599 Capstone
Dr. Gary Wash
June 2, 2020
Strategic Value of Employee Benefits Programs
For a commercial entity to stay competitive in the changing
business world, it needs to have a strategic human resource
department that acts as a strategic partner to ensure it has the
best to gain a competitive advantage. The human resources
department, therefore, needs to put itself in a decisive role that
helps it to attract and retain highly skilled employees. This is
affected by several factors that include types of benefits from
the company that accrues to the workers. In other words,
employee benefit programs are useful in creating an atmosphere
that makes employees more engaged and motivated (Klonoski,
2016). Therefore, for a company to be strategically in terms of
competition, the human resources department needs to step
away from conventional administrative roles to be a strategic
partner who recognizes the value of employee benefit programs
and the role they play in generating a significant competitive
advantage. This makes it vital to be mindful that an excellent
2. employee benefits package attracts and maintains the skills
required to distinguish a company from its competitors. This
paper discusses the factors to considers when providing
employee benefit programs, compares and contrasts income
protection programs, and pays for time not worked programs
and other benefits that are necessary for the benefits package.
Factors to Consider Before Providing Employee Benefits
Programs
Everyone is aware that rewards are components of an
organization's overall incentive package. It is also worth noting
that other than the traditional pensions and healthcare plans,
employees need a broader choice of benefits that reflect the
changing needs and lifestyles (Hagel & White, 2016). It is
undeniable that every commercial entity must ensure that it has
in place attractive employee compensation packages to attract
and retain the talent needed to gain a meaningful competitive
advantage. It must, however, be recalled that many essential
variables play a crucial role in deciding an economic entity's
employee benefits programs. One of these variables is the type
of benefits to be provided. Some benefits are too expensive to
provide while others are within reach of many business
organizations. Therefore, a commercial enterprise must weigh
its financial soundness to avoid providing a benefits program
that works against its overall objectives.
Another variable to consider is aligning the benefits strategy
with the business objectives. The human resource department of
an organization must revisit a plan quite regularly to ensure that
it meets the changing needs of the employees while supporting
the priorities of the business ((Hagel & White, 2016). Also, the
company must consider educating its workforce about the
benefits programs. This entails explaining to the employees how
the benefits feet into the goals of and reward policy of an
organization. Taking this step boosts the understanding and
appreciation of employees, as well as the value of the program
to the organization.
Elsewhere, the level of compensation and benefits is another
3. important variable that must not be overlooked. This goes a
long way to affect other factors. For example, a company should
be concerned with the tenure and success of the employees
while providing sufficient employee benefits. It cannot be
forgotten how long an employee has been in the company and
how good his or her success has been when providing benefits
to the employees. Likewise, a company should have a more
substantial interest in the management approach of workplace
benefits. Healthcare is another essential variable to consider.
Most business organizations provide healthcare benefits to their
workforce. Nonetheless, business organizations that transcend
healthcare benefits to their employees to include their spouses
attract and retain highly talented employees. Sadly, the cost
implication associated with adding the employees’ spouses in
the healthcare benefits undermines the noble idea. Hence, many
organizations that are not able to walk this path are not able to
recruit and retain top talents because of the costs that increase
the overall costs of the organization. Therefore, a company must
consider those variables that fall within its financial limits to
avoid overstretching their resources.
Income Protection Programs and Pay For Time Not Worked
Programs
Income protection programs benefit workers because they serve
as a buffer or safety net to the wages of an employee if one is
ill, injured, or can no longer work because of physical
disabilities. The programs are designed to provide income
protection to employees in case they become unable to work due
to sustained injuries or sickness (New York State Department of
Civil Service, 2017, p.1). Some nations, such as Canada, require
employers to provide their workers with income protection
programs. This has been provided in their labor legislation so
that employees can still have an income if injured and can no
longer perform their regular duties.
Employers in the United States are expected to make fifty
percent of an employee's contribution to social security. This
ensures that the employee has an income in case of
4. complications such as sickness or disability that hinder an
employee from performing the regular employment duties or
reaching the retirement age. An example of income protection
programs is, amongst others, workers ' compensation. The
workers' compensation offers medical care to an employee for
the injuries suffered while at work. Furthermore, workers are
given involuntary disability compensation if they lose their jobs
due to the injuries sustained. It goes on for a while until one can
resume regular duties.
The pay for time not worked programs are benefits programs
provided by business organizations to their employees for the
time they are off duty. Under federal laws, employers may be
required to pay their employees for the time they are not
working (Find Law Teams, 2018). An employee who works for
less than twenty-four hours in a shift must be compensated for
the entire shift even if part of the time is spent sleeping.
However, the most common time offs are sick leaves, funeral
leaves, maternity leaves, and unemployment insurance, in case a
person loses employment. Noteworthy, unemployment insurance
is provided to employees if they lose their employment through
a fault that is not theirs.
The similarity between the two concepts is that both of them
provide employees with a safety net in case of financial
difficulties that may result from the inability to work. As such,
they work to ensure that employees do not run out of financial
resources if they have not worked. Conversely, income
protection programs differ from pay for time not worked
because it covers incapacitation resulting from injures sustained
in the line of duty. Pay for time not worked covers employees
for the time they are away fro such reasons as maternity,
funeral, or sicknesses. Both programs are mandatory because
they are covered by federal and state laws to ensure that
employees are not disadvantaged.
Other Benefits
Several employment programs are classified as other benefits.
As such, one could recommend such programs as sabbatical
5. leaves, tuition reimbursement, flex time, and free housing for
interns to form part of the benefits packages. Sabbatical
programs are offered by several business organizations as a
means of attaining a competitive advantage. Sabbatical leaves
give employees a break from their duties to pursue personal
interests (Gourani, 2020). Sabbatical leaves give employees
time to recharge. Elsewhere, tuition reimbursement programs
are offered to employees who wish to improve their skills
through advanced training. Under this program, the employee
pays college fees upfront, and the employer pays back part or
full amount of the course once the employee completes the
training.
Flextime is essential to an organization because of its positive
contributions. It is designed to allow workers to choose when to
start and end their work schedules. In other words, it moves
away from the conventional Monday to Friday to fit the
schedules of workers by allowing them to determine when to
start their workweek, as long as they follow the weekly or
monthly hours set by the employer. The central concept behind
this system is to offer independence and flexibility to workers
when deciding on their work schedules. Other companies offer
free accommodation for interns. Housing is a challenge that
cannot be ignored, and most interns find jobs in places they
cannot afford to pay rent or commute daily. Therefore,
providing housing to interns ensures that accommodation is not
a limiting factor.
Employee Benefit Packages
The Fair Labor Standard Act covers most American companies
and designates all workers as either exempt or non-exempt. The
two workplace classifications come under simple employment
laws. The laws regulating exempt and non-exempt employees
are, however, applied differently. Understanding the variations
between the two forms of compensation is, therefore, crucial in
deciding which of them is more advantageous. It is necessary to
remember that exempt workers are paid for the job they do
when looking at exempt compensation and not the time taken to
6. perform the task assigned to them. Exempt workers are
compensated with salaries and not hourly wages.
Employee Benefits Package Template for Non-Exempt
Supervisor
Benefit Program
Eligibility
Cost per pay period
Employer’s cost
MED 1
FT
$115
$235
MED 2
FT
$255
$265
Sick leave
all
$325
$245
Social Security
all
6.1% per earning
12.2%
DENT 1
FT
$11.5
$0
House allowance
all
$ varies
6% match
Tuition
FT
$0
$2245
7. The workplace compensation package provides medical cover as
it is a fixed payment paid by employers regardless of whether
they get sick. Social security has not been left out as it cushions
employees when they are seriously injured or suffers permanent
disability while at work or when he reaches retirement age.
Elsewhere, reimbursement for tuition constitutes the employee
benefits package to allow workers to advance their careers, but
in specific institutions of higher learning. Sick leave has been
considered because employees may become ill at one time and
exhaust their financial resources, thus, hindering their ability to
continue with treatment.
Conclusion
In brief, each business organization's human resources
department must strive to provide benefits to its workers as they
form a critical structure that underpins their ability to develop
and prosper. The human resource departments of every business
organization must consider several variables before deciding
what employee benefits to provide. Such variables include the
type of benefits and the level of compensation. The human
resource must also consider other benefits such as sabbatical
leaves, tuition reimbursement, free accommodation, and flex
time. Companies need to recognize that well-structured benefits
boost engagement and promote loyalty to the organization.
References
Find Law Teams. (2018). Getting paid for not working. Find
Law. https://employment.findlaw.com/wages-and-
benefits/getting-paid-for-not-working.html
Gourani, S. (2020). Why employees should embrace sabbatical
leave programs.
Forbes.https://www.forbes.com/sites/soulaimagourani/2020/01/2
4/why-employers-should-embrace-sabbatical-leave-
programs/#6198d8da7c05
Hagel, J., & White, S. (2016). Five factors to consider when
designing benefits plans. Financial Management.
8. https://www.fm-magazine.com/news/2016/apr/designing-
benefits-plans-201614223.html
Klonoski, R. (2016). Defining employee benefits: A managerial
perspective. Research Gate.
https://www.researchgate.net/publication/301622145_Defining_
Employee_Benefits_A_Managerial_Perspective
New York Department of Civil Service. (2017). Income
protection plan benefits 2017. New York State.
https://www.cs.ny.gov/employee-
benefits/hba/shared/mclife/MC_Life_2017.pdf
Reflect on what you have learned over the course of this class.
In a minimum of six paragraphs, address the following:
· What topic(s) in this course affected you the most?
· What type of learner are you? How will your learning style fit
each of the modalities that the school offers (face to face/fully
online/blended)?
· What are your academic strengths and weaknesses?
. Examples: test taking, writing papers, conducting research,
using APA, time management, staying organized, using
technology, understanding assignment instructions
· How do you plan on accentuating your strengths and working
on your weaknesses?
· What are the benefits of working collaboratively
on interprofessional teams?
Your paper must include the following in APA format:
1. Title page
2. Introduction (one paragraph)
3. Body (at least four paragraphs, including APA citations of at
least one scholarly source)
. Double-spaced, 12 point Times New Roman
. Clear method of organization
. Focused topic sentences
. Transitions between paragraphs
9. · Conclusion (one paragraph)
· Reference page (include at least one scholarly source)
Running head: EMPLOYEE DEVELOPMENT AND
PERFORMANCE 1
EMPLOYEE DEVELOPMENT AND PERFORMANCE
8
Employee Development and Performance
Name
Institution
Employee Development and Performance
Human resource professionals in every business organization
posit that employees are the most precious assets they deal with.
How a company develops its human capital determines its
10. overall competitiveness. As such, the concept of employee
development and performance cannot be overlooked by business
organizations that wish to position themselves strategically.
Employee development goes beyond mandatory employee
training or scheduling annual meetings with employees to
discuss the shortcomings (Valamis, n.d). It encompasses
developing the limited skills of employees to organizational
standards to improve performance and facilitate employee
retention. An organization that invests in developing its human
capital gets them running to the organizational standards more
efficiently than hiring new employees. A carefully planned and
well-thought-out employee development results in performance
improvement as well as saving money through the retention of
employees. This paper analyzes a training process model,
discusses the possible challenges of implementing it, discusses
methods of training, differentiates between performance
management and performance appraisal, and makes a case for or
against annual performance appraisal.
One of the most used training models to be considered in
training the employees is ADDIE. This stands for analysis,
design, development, implementation, and evaluation. ADDIE
Is a classical model of instructional design used by business
organizations to create training and education programs. When
using this training process model, the trainers use the analysis
stage to analyze the current situation in terms of knowledge gap
or training (Quigley, 2019). As such, the trainer must develop a
series of questions to help him, or her understand the current
situation in the organization, as well as the objective of
training. The trainer must find out what the point of training is,
what changes are desired, and whether the training will help.
The analysis phase identifies the performance gap or the
training needs, as well as the desired outcomes.
In the design stage, the organization takes all the lessons
of the previous stage and uses them to make practical decisions.
The design stage identifies the learning objectives and defines
specific instructional strategies. The learning or training
11. approach of this phase follows a specific set of rules where each
element of the instructional design is executed by paying close
attention to the details. The training must reflect a logical flow,
and the assessment should provide feedback so that the
employees undergoing training are informed of the progress
they have made in the learning objectives. A design phase is a
systematic approach that ensures that everything falls within a
rational and planned strategy.
The development stage is used to develop performance
solutions. This is because it involves creating and assembling
the content that is specified in the design stage. Also, the
development stage involves the stakeholders’ review and
validation, as well as making recommendations for revision. In
this phase, the core content of the course has already been
decided (Quigley, 2019). Therefore, the trainer only adds minor
details to polish the course. This is because much of the data
used in this phase has already been developed in the first two
phases. If the first two stages recommended planning and
brainstorming, the development stage puts that into action.
The implementation stage involves developing the training
framework. This may include learning outcomes and learning
space. This comes after the trainer is satisfied that the course is
completed and fully tested. The decisions made in the design
stage determine how the implementation is carried out.
Elsewhere, this phase may come with a lot of challenges.
Therefore, the instructional designer should conduct pilot
training ahead of unleashing the content of the course to the
whole group that is to undergo training. The processes used in
the implementation phase should prepare the employees to use
the required technologies or tools.
The final phase of the ADDIE training process model is
evaluation. In this phase, the training process is subjected to
meticulous final testing to find out what was accomplished and
what was not. The evaluation phase provides feedback on every
aspect of the training so that the instructional designer can
improve and revise the content. The evaluation phase focuses on
12. whether or not the training goals as spelt out in the analysis
phase (Quigley, 2019). The best way to carry out the evaluation
is to ask the trainees to complete the survey at the end of the
training session. Also, summative evaluation is conducted after
the implementation phase to determine the effectiveness of the
training based on the level of satisfaction of the participants as
well as their performance.
The ADDIE model is a very useful tool in the training of
employees. However, its implementation in the organization
comes with numerous challenges. For example, the model is
time-intensive, and this may pose serious challenges to some
departments that have limited resources. Also, the model may
not work in the organization since it is highly effective in
highly structured environments. Furthermore, it has a rigid
timeline that renders it inflexible to changes. Also, the
organization may not have enough people to respond to the
evaluation process. Elsewhere, the model lacks the
accommodation for dealing with faults or best ideas throughout
the whole process. Besides, the learning programs are designed
to meet predetermined criteria that fail to focus on the
identification of behavioral changes.
Several methods are used by business organizations when
training their employees. These are instruction-led, coaching,
and interactive methods. Instruction-led training is a traditional
training method that takes place in the classroom. It is a highly
effective training method since the instructor is available to
answer complex topics or direct them to further resources
(Bleich, 2019). Elsewhere, coaching or mentoring supplements
the structured employee training methods used by companies.
This method focuses on an employee's relationship with an
experienced professional. This could be a veteran employee or
supervisor. The interactive approach of employee training takes
a classroom-style lecture where group activities are added to the
training experience. The most common interactive methods are
group discussion, quizzes, and role-playing.
Out of the stated employee training methods, the most
13. appropriate for training retail employees is coaching. Unlike the
other two methods, coaching or mentoring supplements other
training methods used by the organization. Coaching is suitable
for training retail employees because it focuses creating a
partnership between an employee and an accomplished
specialist, who may include a veteran or supervisor employee in
this case (Bleich, 2019). Furthermore, this method is the best
because it allows employees to ask questions that they may not
be comfortable to ask while in the classroom. Mentoring or
coaching enables employees to feel supported by the
organization.
When most people hear of performance management and
performance assessment, they regard them as the same general
concepts. While this is a common perception among many
people, it must be noted that it is a misconception because the
two ideas differ from each other. Performance appraisal is a
systematic way of evaluating employee performance and its
potential for future growth and development (Surbhi, 2018). On
the other hand, performance management is the whole method
of controlling an organization’s human resources. Quality
management is a process elsewhere, while performance
evaluation is a method. Performance assessment is also
retrospective and is performed for correction purposes.
Performance management is forward-looking and looks to
potential employee growth.
Business organizations do performance appraisal annually on
the performance of employees, and it is the equivalent of the
report card on the employees and their performance based on
how their managers have assessed them. Some business
organizations do performance appraisal because others are
doing. However, care needs to be taken because performance
appraisal can create a negative experience in the organization.
If it is done inappropriately, it can create an adverse experience
for the employees and the employer. Therefore, proper training
on the process of performance appraisal and techniques used is
required to avoid creating negative experiences.
14. In some cases, the annual performance of employees creates
natural biases that may result in rating errors. Therefore, before
embarking on the process, the management needs to be aware of
these biases an eliminate them to avoid rating errors. Elsewhere,
performance appraisal breeds anxiety and tension, especially
when employees enter the meeting, unsure of what to expect. In
addition, when reviews result in the ranking of scores to
compare employees ' performance with their peers, the annual
reviews create undesirable tension among employees who strive
to outshine others.
Conclusion
In brief, every business organization uses different human
resource strategies for employee development intending to
improve their performance. One of the training process models
used by business organizations is the ADDIE model. However,
despite its effectiveness, this model may not work in the
organization since it is highly effective in highly structured
environments. Some of the employee training methods include
coaching and instruction-led training. Performance management
is a process, while performance appraisal is a system.
References
Bleich, C. (2019). Top ten types of employee training methods.
Edgepoint Learning.
https://www.edgepointlearning.com/blog/top-10-types-of-
employee-training/
Quigley, E. (2019). ADDIE: Five steps to effective training.
Learn Upon.https://www.learnupon.com/blog/addie-5-steps/
Surbhi, S. (2018). Difference between performance appraisal
and performance management. Key Differences.
https://keydifferences.com/difference-between-performance-
appraisal-and-performance-management.html
Valamis. (n.d). Employee development. Valamis.
https://www.valamis.com/hub/employee-development
Running head: WALT DISNEY STRATEGIES 1
15. WALT DISNEY STRATEGIES 2
Walt Disney Strategies
Student’s Name
Institution
Date
Walt Disney Strategies
Introduction
This report analyzes several findings in strategy, organization
conduct, and recommendations that should be adopted for the
extensive growth of Walt Disney Company. The company has
been dominated the entertainment in the four consumer markets
that include; media networks, studio and networks, resorts and
theme parks, and consumer products. It discusses the strategic
plan of Disney Corporation in terms of segmentation,
promotion, pricing, positioning, and channeling. This report
expands deeper to analyze cost leadership, focus/niche, and
differentiation to identify the most appropriate strategy for Walt
Disney Co. The recommendations outlined at the end of this
16. paper shall enable Walt Disney to prepare in dealing with the
existing threats and address threats that may arise in the future.
Analysis of Walt Disney strategies
Three principles of Porter’s model are used in Walt Disney
multinational firm to realize the objective goals. These include
cost leadership, focus/niche, and differentiation, as presented in
the following discussion.
The cost leadership strategy
The principle aim of applying cot leadership is to sustain
market dominance through value chain control. This strategy
allows the company to enlarge market share and targeting
people with a middle-class purchasing power, which creates the
most substantial component of the general market mix in the
majority of nations. Consumers in the middle class emphasize
on cost leadership and the pricing factor to accommodate the
needs of the consumers. Walt Disney centers on the easy
availability and affordability of its products and services,
leading to sales growth and increased brand awareness, which
gives the company a competitive advantage. Apart from the low
prices that they offer by maximizing supply and reducing the
production cost, Disney Co. offers frequent discounts as well as
coupons to contain the competitive pressure and achieve the
projected sales. The projected outcomes of the discounts and
promotional drives are to encourage consumption and improve
the popularity of the brand. Cost leadership at Walt Disney has
delivered significant benefits presented by generic strategies
such as encourage use, brand recognition, achieve sales targets,
and expand customer basis by emphasizing accessibility and
affordability of products.
Differentiation
Differentiation is a generic strategy commonly used to
strengthen the brand and give the company a competitive edge.
Embracing the differentiation strategy allows Walt Disney to
increase the customer base through the creation and
development of different products with unique features. The
strategic plan of using differentiation is to integrate innovation
17. and address the changing needs and health concerns of its
consumers. For instance, Walt Disney introduced product
segmentation after exploring the changing interests of
customers to broaden its scope of opportunities and establish its
uniqueness in the competitive industries it operates in. The use
of differentiation is one of the main reasons why companies are
able to popularize their brands and develop a loyal consumer
base. The generic strategy inherent in distinction has enabled
Walt Disney to stand out as a unique brand offering a wide
variety. Differentiation also allows the company to contain the
market pressure produced by other organizations;
advertisement, celebrity endorsement, and investing in
marketing differentiates Walt Disney from other brands
(Jørgensen et al., 2014). The extensive experience, strong
presence, and a famous brand are the differentiation parameters
highlighted in the communication plan and company’s
marketing of Walt Disney. Besides, the brand symbol is a
component of the differentiation because the uniqueness of
Disney’s logo has generated a gig image in the mind of many
consumers. Despite the logo going through numerous revisions,
the vibrancy has improved to serve as an important
differentiating factor. Furthermore, the corporate offers
different flavors to realize the unique needs of the customers.
The company uses creative thinking and innovation to offer
differentiated augmented products and services that increase
customer’s preferences over other trademarks.
Focus or niche strategy
The focus strategy encourages organizations to exploit their
resources and emphasize expanding in the narrowly selected
segments. Companies based on the focus strategy serve a
specific market segment while basing their competitive edge on
a niche method of marketing. Using the niche strategy,
companies concentrate on offering the best value and low cost.
The low-cost niche is implemented by serving the market needs
at the lowest price possible. The value-focus strategy is
implemented by emphasizing the design, taste, and size of the
18. product that best matches the customer need of a particular
niche. By specializing in unique product quality, a company
improves its branding processes and achieves a constant change
in the design and package of a product to maximize value and
satisfy the psychological expectations of the corresponding
customers.
The most appropriate strategy for Walt Disney
The most suitable strategy for Walt Disney is to implement a
combination of differentiation and cost leadership to realize an
efficiency-minded business. In Porter’s model, failing to adopt
either differentiation or cost leadership limits the competitive
advantage over other brands. However, there is a middle plan
that integrates both strategies to expand the competitive
advantage of a firm. Choosing the combination of intensive
growth and generic strategies based on market conditions
determines the success of an enterprise. Recent research
suggests that the risks and prices related to intensive growth
strategy depend on the generic growth policies. Different human
resource practices positively influence a firm’s competitive
advantage. Differentiation strategy is more explosive in the
attainment of competitive advantage. Thus, HR practices should
be used to establish an HR system that is integrated with
differentiation to achieve a sustainable advantage in the
marketplace. Schuler and Jackson (2016) studied the
determinants of HR priorities and implications. They argued
that companies that pursue a differentiation strategy focus more
on HR innovation as opposed to firms pursuing cost leadership.
The study is coherent with Neal (2005), who studied the
effectiveness of HR practices on a firm’s competitive strategy.
The conceptions of internal fit and external fit ascertain that
coherence between productivity and HR practices is stronger for
an organization using the differentiation strategy. Therefore, it
is a differentiation strategy that would moderate the relationship
between competitive advantage and the human resource
practices for Walt Disney Corporation.
Employees
19. Disney had employed 178, 378 employees by 2019, of whom
114,566 were full-time, 38536 were part-time, and the rest were
seasonal contractual employees (Sial, Usman, Zufiqar, Satti, &
Khursheed, 2013). Another survey on those employees reported
that most employees were highly satisfied with their roles
because of the big brand represented by the company, an
outstanding corporate culture, the challenge of taking
responsibility, and the provision of resources and technology to
assist them in executing their duties. The majority of tools
given to the employees were obtained from the training
sessions. The company offers diverse development skills, talent
planning, and career development workshops at Disney
University. Employees are an important resource to Walt Disney
Company. Therefore, the talent acquisition plan should be well
established to address the challenges and constraints faced
while recruiting employees. These issues are addressed in the
following section:
Challenges faced when recruiting employees
Selecting the most appropriate employees who adapt to the
organization's culture and serve the intended duties and
responsibilities is a critical challenge in the modern workforce.
The following are the two principal challenges faced by Walt
Disney Company:
Understanding and applying analytics in an effective way
HR professionals fail to understand big data analytics.
According to Sandlin and Garlen (2017), being able to collect
and sort data through the HR information system can be a
challenge for human resource managers. Making informed
decisions using the available data can be extraordinarily
complex. During the selection of new employees, the HR
managers are unable to apply analytics to be able to hire an
employee with the relevant capabilities to serve the available
purpose. They end up hiring employees without a complete
understanding of the job and ultimately end up with poor
performance. This may sometimes force the company to end the
contract with some employees, which means that the cost of
20. hiring increases.
Hiring employees who suit the organization culture
New employees need to integrate into the workforce and adapt
to the organization's environment. Finding workers who can
adapt quickly to the organization culture has been the most
prominent recruiting challenge in many top organizations. New
employees are supposed to create a rapport with the existing
employees, adapt to their responsibilities, familiarize with the
mission, vision, and values of an organization, and also bring a
quick impact to the organization.
Advice to the organization
To address the challenge of understanding and applying data
analytics, the HR managers should incorporate data analytics
either using solution vendors or analytics experts to converse
with meanings of presented data types and various means of
exploiting data. Afterward, recruiting teams can develop cheat-
sheets that can assist them in understanding and validating
information to be used during recruitment processes. This data
may include the projected sales of an organization, risk
analysis, and the five forces analysis. For the organization to
hire employees who adapt to the organization culture, the HR
managers should specify the culture of the business in the job
description transcripts. Elaboration on the mission and vision
and other internal factors of the organization helps applicants to
have a prior understanding of how the organization works,
which ensures that they adapt well to the roles they apply for.
Developing an effective selection process
To develop an effective recruitment process, the HR managers
should understand the vacant job to be able to understand the
personalities that will have a positive impact on the vacant post.
As an HR professional, you can conduct an internal analysis of
the job or in cooperation with experts with excellent knowledge
of the field. Furthermore, an HR manager should monitor the
selection processes to enhance pass rates, fairness, efficiency,
and accuracy. Recruiters should also keep track of the evolving
21. selection processes to keep improving the process and give the
company the advantage of having a proficient workforce than
competitors.
References
Jørgensen, R., Munk-Jørgensen, P., Lysaker, P. H., Buck, K. D.,
Hansson, L., & Zoffmann, V. (2014). Overcoming recruitment
barriers revealed high readiness to participate and the low
dropout rate among people with schizophrenia in a randomized
controlled trial testing the effect of a Guided Self-
Determination intervention. BMC psychiatry, 14(1), 28.
Sandlin, J. A., & Garlen, J. C. (2017). Magic everywhere:
Mapping the Disney curriculum. Review of Education,
Pedagogy, and Cultural Studies, 39(2), 190-219.
Sial, A., Usman, M. K., Zufiqar, S., Satti, A. M., & Khursheed,
I. (2013). Why do public sector organizations fail in the
implementation of the strategic plan in Pakistan. Public Policy
and Administration Journal, 3(1), 33-41.