Category: Human Resource Management homework help

In 200 words 
This week discusses workplace ethics. Sadly, this is a concept that we see all too often in the media.
Using the company you chose for this week’s ethical project, please summarize your analysis and share your thoughts with the class.
In your responses among your peers, expand the discussion by providing your thoughts on the ethical dilemma and how your peer intends to handle it. Be sure to include real-world examples and follow up with outside research.

Ethics in the Workplace
This week focused on ethics within the workplace. A company that fails to meet ethical standards can find itself in hot water. Using the real-world as an example, choose an ethical scenario from the media that is less than 1 month old. 
WRITE A 4 PAGE PAPER ON THIS 
We Must Do More to Stop Dangerous Doctors in a Pandemic of COVID 19
THIS IS FROM THE NEW YORK TIMES PAPER!
By Richard A. Friedman
Dr. Friedman is a psychiatrist and a contributing opinion writer.
You will assume the role of the manager who would oversee the ethical dilemma that has occurred.
Your work should include the following:
ABSTRACT
Outline what went wrong in this scenario.
· Discuss how you will discipline those involved.
· Develop a plan to avoid future ethical issues.
Conclusion
· Your paper must be a minimum of 4 written pages (not including the title and reference pages).
· Your work must include a minimum of 3 scholarly resources to support your thoughts.

What have you learned regarding quality information vs. quality care?
Why is it important for department managers in a hospital to track data of customer needs and productivity? Statistics computed for use within the health information management department usually relate to labor costs, productivity, and staffing, and are often used for decision-making purposes. What types of decisions might they make based on this type of data? Support your thoughts with information from your reading this week or with other research or journal articles.

A child’s or adolescent’s disruptive behaviors can be challenging for a clinician. Disruptive behaviors can interrupt the counseling process, and they often signify the existence of emotions a child or adolescent is unable to express verbally. Some prospective child and adolescent clinicians may be ill-equipped to manage disruptive behaviors or recognize that the behaviors are symptomatic of an issue or disorder. This lack of knowledge may elicit a nontherapeutic response from a clinician, which can damage the development of a therapeutic relationship. A therapeutic relationship is vital in order to counsel children and adolescents effectively.
To prepare for this Assignment, review the Disruptive Behaviors Part Two media and select a particular child or adolescent with a disruptive behavior. Consider one strength and one weakness of the therapeutic relationship with the child or adolescent during the counseling sessions.
The Assignment (3–5 pages) is in two parts:
Part One: Ineffective Interventions
Identify the less effective counseling session you selected, and explain why it was less effective.
Identify and explain the intent of the target goal in the counseling session.
Explain one ineffective aspect of the counseling approach and why.
Explain one misstep the counselor made that inhibited the development of a therapeutic relationship and why.
Part Two: Effective Interventions
Identify the more effective counseling session you selected, and explain why it was more effective.
Explain one intended goal the counselor was attempting to accomplish in the counseling approach and why.
Explain one ineffective aspect of the counseling approach and why.
Explain two critical skills the counselor demonstrated that promoted the development of a therapeutic relationship and how those critical skills were used.
Support your Assignment with specific references to all resources used in its preparation. You are asked to provide a reference list for all resources, including those in the week’s resources for this course.
I SELECT THE (WITHDRAWN CHILD)

The adolescent stage can be described as a time where there is a loss of innocence and a preentry into adulthood. A large part of being an adolescent is beginning that process of stepping out into the world and learning about oneself as a unique and autonomous individual. This movement out into the world is contingent upon the knowledge that this young person will have a safe and secure home to return to at the end of the day. If a traumatic loss or event has occurred in the adolescent’s life, there may be no safe base to which this individual can return. Attachment theory teaches us that a young person’s ability to attach/engage with peers, family, and other potential support systems is an important aspect of the developmental process. During the adolescent stage of development, assessing attachment styles is important because it provides a window into how the adolescent relates to others, which allows the clinician to choose the appropriate intervention.
For this Discussion, choose either the program case study for the Bradley family or the course-specific case study for Brady.
Post an application of the attachment theory to the case of either Tiffani or Brady. Discuss the connection between his or her attachment style and the exhibiting behavior.
Plummer, S.-B., Makris, S., & Brocksen, S. M. (Eds.). (2014a). Sessions: case histories. Baltimore, MD: Laureate International Universities Publishing. [Vital Source e-reader]
The Bradley Family (pp. 17–19).  ( I WANT TO USE THE TIFFANI CASE FOR THIS DISCUSSION)
https://class.content.laureate.net/3ff272352164ccf99217036decb4bc99.pdf

Understanding an adolescent’s behavior can be at times elusive and even frustrating. Due to the multiple aspects of the developmental tasks during these years, it can be at times quite challenging to clearly define the issue(s) at hand. Assessment during this stage will include an evaluation of whether an adolescent’s actions are indicative of unhealthy behavior or merely representative of being an adolescent. A comprehensive assessment that includes an evaluation of the client’s developmental stage is a priority when working with this age group.
For this Discussion, choose the opposite case from Discussion 1 and use Erikson’s developmental theory.
Post an assessment of whether the client is mastering the stage of identity. Identify the areas that should be addressed in an intervention based on his or her developmental stage. Describe how you might address those areas.
Support your posts with specific references to this week’s resources. Be sure to provide full APA citations for your references.
Use The Brady for this Discussion

MHA510 Health Care Organizational Behavior Development and Governance 
1. Must be plagiarism free and on time!!!
2. If done well other assignments will follow!
3. Discussion must be 500-750 words and must have a reference page, no title page needed. (Must be submitted NLT 23 Dec 2020)
4. Case assignment must be as per instructions and include title and reference page in addition to writings.(must be submitted NLT 27 Dec 2020)
5. SLP Assignment must be as per instructions and include title and reference page in addition to writings.(must be submitted NLT 27 Dec 2020)

The movie name is THE BIG SHORT
Discussion 5: The Big Short
1010 unread replies.1515 replies. 
After watching The Big Short, submit a post that addresses one of the following questions: 
· In your opinion, who—if anyone—was morally responsible for the crash? As you address this prompt, be sure to discuss the relevant material in Ethics, § 1. 
· In your opinion, was it unethical for Scion Capital, FrontPoint Partners, and Brownfield Capital to profit from the crash? As you address this prompt, be sure to discuss the relevant material in Ethics, § 2. 
· In your opinion, which view of a manufacturer’s duties to consumers—contractual, due-care, or social costs—should have been applied to Deutsche Bank? As you address this prompt, be sure to discuss the relevant material in Ethics, § 6. 
· In your opinion, was there a conflict of interest for Standard & Poor’s? As you address this prompt, be sure to discuss the relevant material in Ethics, § 8. 
After you submit your post, respond to the posts of two of your classmates. Ideally, you would respond to one post with which you agree and to another post with which you disagree; in any case, be sure to explain in each of your responses the reason that you agree or disagree. 
Note that, in each post, you do not need to write more than one paragraph. However, you may—and probably should!

Imagine you are being vetted for a managerial position at a local health care facility. As part of the process, they have provided prompts for which you must write a response.
Write a 700- to 1,050-word paper describing the process for tracking outcomes and improving quality and safety. Include the following in your paper:
Impact of external and internal standards
Role of continuous improvement in quality and safety
Plan for employee development in quality and safety
Role of technology in quality and safety
Cite 3 references, one of which may be the course textbook.
Format your assignment according to APA guidelines.
Submit your assignment.

Introduction
HR professionals are often asked to consider software platforms that provide an effective approach to support different aspects of the employee life cycle. In this assignment, you are being asked to evaluate a platform you search for, identify, and recommend for purchase by CapraTek. The platform should have some or most of the following capabilities: capable of performing recruiting, onboarding, tracking training and education requirements, and identifying internal career pathways.
In this assignment, you select criteria from one of the two articles provided to determine the effectiveness of an HR platform. The intent is for the platform is to be able to meet as many of the demands for managing the employee life cycle as possible. Keep in mind that the thrust of this assignment is not about the actual tool but the content, or better said – can the software you recommend help an organization effectively manage Gallup’s employee life cycle in the organization? Also keep in mind that you may have to recommend more than one platform for all the functions that are included, and it is also possible some capabilities may simply not be available.
Scenario
Dr. Thompson has asked your HR team at CapraTek an essential question, “how do we attract and keep scientists instead of losing good people to our competitors?” The organization has been losing junior and senior scientists at a steady rate, and no one really understands why this is happening. The HR team has been engaged in learning the employee life cycle and collecting information about employee needs via engagement research. Now it is time to select a technology platform that will meet those needs from onboarding to helpful recognition processes that continue to make employees feel successful in their work throughout their tenure at the company. 
Purchasing the Gallup suite of tools is not on the table due to the huge cost of implementation for a medium-sized regional company like CapraTek.
Your Challenge
As an HR team member, you have been assigned this task that has come at Dr. Thompson’s request. Research HR platforms so that you can help to select the best tool to adopt for the employees’ needs at CapraTek.
Instructions 
1. Read the following articles and select the 4–6 appropriate criteria to evaluate the HR platforms you will research.
Florentine, S. (2019). What is an HRIS? A key tool for all your human resources needs. CIO.
This is an essential article to describe the kind of platforms that are used and some of the companies that produce them. This resource should be the first thing you read about HR systems because it gives important definitions and background, plus it will steer you in the right direction to start your research for the assessment.
Makkar, U., & Sanjeev, R. (2014). Determining employees perception through effective HRIS: An empirical study. Journal of Strategic Human Resource Management, 3(3).
This short study is also essential to provide the kind of background information about the kind of functionality that an HRIS provides to an organization. This resource helps you to understand the components or criteria that should be part of an HR platform solution so that you can research platforms to find one that suits the needs of CapraTek.
2. Select and research as many HR platforms/tools that are capable of performing recruiting, onboarding, tracking training and education requirements, and identifying internal career pathways as you can.
Options for HR platforms of this type are available in industry literature and the marketplace.
3. Write a 3–4-page internal memo about your recommended platform and evaluate it against the criteria from the provided articles. Does it meet the needs of employees at each stage of the employee life cycle and meet the organization’s needs for all of the capabilities? Include the following in your internal memo:
To, From, Internal Memo: Select HR Platform, Date.
Follow a format similar to a normal paper, including an introduction, conclusion, and the following elements:
Explain the 4–6 criteria you selected to evaluate the tools from one or both articles listed in this assignment.   
Evaluate platforms for their capability to meet each employee at their respective stage of the life cycle and level of expertise. 
Evaluate platforms for their capability to meet the organization’s needs for recruiting, onboarding, tracking training and education requirements, and identifying internal career pathways.
Select the most appropriate tool(s) to recommend for adoption by leadership.
Explain your rationale for HR platform selection based on the criteria you selected and how the selected tool meets all of the needs of the individual employees and the organization at CapraTek, especially the scientists.
Submission Requirements
The deliverable for this assessment applies professional skills in Human Resources Management (HRM) to workplace situations which you will likely encounter in your day-to-day work in HRM. As part of your learning, we focus on the development of effective professional communication skills for the workplace.
Length of paper: Your memorandum should be 3–4 double-spaced pages, including the resources page.
Organization: Make sure that your assignment writing is well-organized, using headings and subheadings to organize content for the reader.
Font and font-size: Times New Roman, 12 point.
Number of resources: A minimum of 4 resources, not including course readings.
Evidence: Support your assertions with data and/or in-text citations. Use current APA format for in-text citations and create a reference list at the end of your documents. 
APA formatting: Resources and in-text citations are formatted according to current APA style and formatting. 
Written communication:
Convey purpose, in an appropriate tone and style, incorporating supporting evidence and adhering to organizational, professional, and scholarly writing standards.
Write for a specific audience, using the vernacular of the profession.
Use spell-check and other tools to ensure correct spelling and grammar.
Resource 
Employee Motivation
Arnold, J. (2018). Creating an optimal employee experience. HRMagazine, 63(5), 76–81.
This article illustrates a different kind of thinking about the employee experience, beyond free food and new programs.
Baumgartner, N. (2014). One engagement strategy does not fit all. Harvard Business Review Digital Articles, 2–4.
This article points to the fact all employees are not motivated in the same way. This resource will help you with a strategy to motivate employees to be more engaged.
Berdzik, C. J., & Ferrara, M. M. (2015). Best practices for avoiding claims in the employee life cycle, from hiring through termination: Part 2: Documentation: If it’s not in writing, it didn’t happen. Inside Counsel.Breaking News.
Sometimes performance reviews should document when an employee is underperforming and this article explains why. This resource will give an important perspective to your work as an HR professional.
Smith, L. (2016). Employee retention woes subsided. Talent Development, 70(12), 24–25.
DISYS company instituted a new program called the Employee Life Cycle Protocol and this article discusses the early positive results.
The Importance of Onboarding
Carucci, R. (2018). To retain new hires, spend more time onboarding them. Harvard Business Review Digital Articles, 1–5.
One important part of the employee life cycle is onboarding. This article outlines some best practices for organizational, technical, and social onboarding new employees.
Nawaz, S. (2019). How to make sure a new hire feels included from day one. Harvard Business Review Digital Articles, 2–5.
This article gives some specific instructions for onboarding new executives and integrating new members into a team. This resource gives valuable advice to HR professionals.
Sheridan, K. (2019). 8 tips for awesome onboarding of millennials. Talent Acquisition Excellence Essentials.
These tips are good for onboarding, but more importantly for keeping millennials engaged throughout their tenure with your organization.
Shufutinsky, A., & Cox, R. (2019). Losing talent on day one: Onboarding millennial employees in health care organizations. Organization Development Journal, 37(4), 33–51.
This is a very interesting study that includes employee quotes about their onboarding experiences in health care organizations. This resource connects the value of onboarding to employee motivation.
Zielinski, D. (2019). How to optimize onboarding. HRMagazine, 64(2), 1.
This article evaluates automated onboarding programs and discusses the positive aspects of “employee-owned” onboarding. This resource directly evaluates the capability of an HR platform to accomplish tasks for a stage of the employee life cycle.