Academic Honesty in Principle and in Practice free essay sample

If am going to SE another persons work or words I must respect that person by giving them credit for their work. Morals are a very important factor in the learning process. Should show more consideration by being completely honest about my works. All I need to do is to read remember and universities guidelines on Academic honesty, and Student Code of Conduct. I will remember in all that do maintaining academy honesty will be a golden rule for my own personal benefit. The Importance Of Maintaining Academic Honesty Beginning with my admittance to the University of Phoenix, which I am excited and proud to be a member of, I was made aware of the Universitys leslies against plagiarism and all other forms of academic dishonesty. I have carefully reviewed many sources including documentation from the university of Phoenix and articles from our online library, as well as done independent study online and in my local library to confirm I fully understand what it means, theoretically, and practically, to maintain my integrity and prepare all of my work to meet the highest academic standards. We will write a custom essay sample on Academic Honesty: in Principle and in Practice or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Agonize that attending the University of Phoenix is a unique opportunity, which lets me practice these skills while drawing from my own prior professional experience, so that I am in an opportune position to excel. I also realize that in order to take advantage of this opportunity I must demonstrate respect for the institution, my professors, and fellow students, by submitting only original or properly cited and referenced work (Levy, Rakish, 2006). Have found many clear definitions of plagiarism, which is a primary concern to guard against when submit any assignment. Understand that plagiarism may be intentional, in the case of an attempt to pass off anothers work as my own, through deception, or unintentional, in the case of using work where I m unsure how to properly attribute the work, or unaware that my us benison is overly similar to another authors prior contributions (Smith, Nolan, Dad, 1998). However, regardless of the specifics, know that plagiarism to any extent, from one word, to an entire essay, is absolutely unacceptable and can not be excused by any type of rationalization (Mathews, 1933). Popularizing only hinders the free expression of ideas which higher education aims to encourage, and is disrespectful to the entire academic community, as well as to myself. In addition to plagiarism, the most blatant example of academic misconduct, I have also undertaken an examination of other forms of academic dishonesty and shortcomings, which I am committed to avoiding during my ongoing studies at the University. In particular, I am aware of the need to properly format and reference each source I rely on in the course of completing assignments, whether rely heavily or only briefly on said works.I realize the importance of researching each source to provide the proper information as a reference, as well as formatting quotes correctly, and citing work within the text to corroborate my findings and provide an easier preference for the reader. These formatting techniques are critical to properly crediting sources, and are in addition to the use of quotation marks or other identifier s of unoriginal material. There are serious consequences when these guidelines are not followed. When we do not maintain academic honesty it demonstrates we are not deserving trust or being able to be trusted, reliable, truthful, or honest. Academic honesty is an achievement of strong values with the ability to set goals for yourself and the knowledge that you made a fair and honest attempt to achieve those goals. Students are expected to be honest and ethical in their academic work and have a working understanding of what constitutes academic dishonesty. It is important that we familiarize ourselves with the various forms academic honesty comes in so that we will be able to build and maintain our integrity as students (Shorebird, 1997). Academic dishonesty is not worth being dismissed from college.I have come too far and too close to mess this up now, and risk not being able to attend college here or nap. Where else. In fact, know that succeeding in life is very important and the skills and knowledge that I am gaining from the University of Phoenix instructors and staff to succeed after college revolve around letting my mind work independently: by being dishonest I forfeit all of these skills. In contrast, also know that by maintaining academic honesty I will have to keep thinking at all times about what I am presenting to my instructors which will only benefit me in the long run. Also realize how important and meaningful it is to me to feel that I am trusted and trustworthy. One of the universitys goals is for its students to strive in the pursuit of excellence. Honesty is part Of the path which elevates us to learning, and leads us to higher and higher achievements. Goals achieved through cheating to get there are not an achievement since no hard work or effort is put forth to reach the goal, and so it is undeserved. The cost of this dishonesty is diminished future opportunities- a high price to pay for laziness.Another important realization have had about maintaining academic honesty is that it is mostly about being honest with myself and the things you love and respect. So, beginning with myself will hold fast to the standards of academic honesty and integrity. Fully understand that failure to comply with this oath will result in academic and disciplinary action, up to an including Ewing discharged from the college. My plan is to first understand what would be acceptable in order for me to maintain the standards of academic honesty.This leaves me room to complete a self-test of what actually know about The Importance of Academic Honesty practices and procedures. This material provides me a set of rules and regulations, the consequences of breaching these rules, and knowledge on how cheating interferes with my education. It is clear that it is my responsibility to protect my work, and the works of others, to make sure they will not be used or turned in by anyone else. Maintaining academic onsets is a way to help you learn to respect other people works, and to give their recognition for creating these works in the first place. After all, the reason a person goes to college is to become skilled, and gain knowledge. When we seek out other sources online in lieu of developing our own skills, we not only damage our credibility, but our entire education. Clearly, we will become more educated if we do not run the risk of getting disqualified for not making our own inquiries, by working diligently to integrate our learning and create completely original work. I know that in order for me to become a successful college student will eve to change my study habits. One way to help myself is to know my learning method and my personality.Also, there is what they call personal assessment which is composed of many ethnic, as well as socioeconomic and gender groups that will help me to understand myself. Am going to look up information that is helpful on the USSR feel this process will be very beneficial to me. I have wanted to attend college and get my bachelors all my life and I have persevered through many obstacles to get here. I did believe in myself until this happened to me. I really did feel good about what was doing, but I old never have knowingly taken a chance on getting banned and not ever being able to attend college again.

Performance Appraisal as a Tool for Achieving Organizational and Employee Development

Performance Appraisal as a Tool for Achieving Organizational and Employee Development Overview of RMRDC The Raw Materials Research and Development Council (RMRDC) promotes the development of industrial raw materials in the Republic of Nigeria. It also oversees the utilisation of the same minerals, while its activities are considered part of the Nigerian government on a federal level.Advertising We will write a custom proposal sample on Performance Appraisal as a Tool for Achieving Organizational and Employee Development specifically for you for only $16.05 $11/page Learn More The organisation started in 1988 and has grown to become an essential institution that supports federal service. It serves many stakeholders who are involved in the country’s vast raw material sector. The organisation began when the country had limited foreign exchange earnings. At the time, Nigeria relied on petroleum products. With the functioning RMRDC, the country can lower its import bill by focusing on domestic raw material production, rather than rely on im ports (RMRDC, 2015). Background of the study This study will focus on the subject of performance appraisal. According to Armstrong (1998), researchers mainly concentrate on accuracy and fairness whenever they are conducting performance appraisal studies. This is a subject under Human Resource Management (HRM), and it refers to the use of tools and frameworks to enhance the productivity of human capital within organisations. When organisations measure their performance, they gain insights into their operations and can, therefore, address emerging issues related to performance. This can be in the actual sense of speed of delivery or the impediments to delivery. Being able to identify these areas allows the organisation to respond appropriately to avoid trouble and build on its past and ongoing successes. As a result, the use of performance appraisals can be a way of achieving competitive advantages.  Employees can offer their viewpoints on different aspects of their jobs with the sy stematic evaluation and its related adjustments. They use the process to improve their performance and get a basis for earning rewards. This reason makes the performance appraisal concept crucial as an HRM tool and highlights its ability to help realise capabilities of an organisation’s human resources.  Although performance appraisal increases employee productivity, much is unknown about its effects on financial performance.Advertising Looking for proposal on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More According to Pollitt and Bouckaert (2011), there is no research evidence available for the link. Nevertheless, the consensus among researchers and practitioners is that the process should be continuous and involve supervisors who regularly evaluate their approach to measuring the performance of subordinate employees. The benefits of appraisal include an increase in efficacy, productivity, and morale. Many organisations exist as hierarchical structures. Such organisations require structured performance appraisals so that they can tell what each department in different levels is doing and why the problems that arise at any level fail to be resolved. With the information, the organisation can streamline its decision-making processes and achieve a better execution of strategic choices. It also moves away from the chaos that can plague its administrative hierarchy (DeVries, 1983).  The definition of performance appraisal follows its tie to human resources, which is regarded as a source of competitive advantage for organisations (Farndale Kelliher, 2013). It can be a review, evaluation, or discussion about the development of employees in relation to the present standards. After examination, result documentation of the comparison occurs and the information serves as a guideline for intervening in employee relationships concerning their jobs and the realisation of an organisationâ⠂¬â„¢s objectives (Farndale Kelliher, 2013). The employment of performance appraisal leads to the identification of staff members needing training, promotion, demotion, retrenchment, firing, or recognition, among other eventualities within the mandate of human resource departments (Farndale Kelliher, 2013). Aim This study aims to look at performance appraisal in the context of an organisation’s determination to achieve employee development. Therefore, the study is going to focus on the Raw Materials Research and Development Council of Nigeria. In doing so, it will specifically concentrate on how subordinate employees within the organisation perceive the existing performance appraisal methods used by the organisation. It will also examine the outcome of the evaluation of management staffs and the subordinate staffs. Lastly, the research will consider the strengths and weaknesses of the performance appraisal program at RMRDC in seeking to find out areas that can be improved o r introduced. Objectives To determine the perception of subordinate employees on performance appraisal program at RMRDC To examine the strengths and weaknesses of performance appraisal program used by RMRDC To examine the goal and outcome of performance appraisal in RMRDC on the subordinate employee level and management employee level To identify gaps in the efficacy of the current performance appraisal program in structure and purpose regarding best practices and organisational context. Justification of the research The research will be useful in the Nigerian organisations’ context because of the following contributions.Advertising We will write a custom proposal sample on Performance Appraisal as a Tool for Achieving Organizational and Employee Development specifically for you for only $16.05 $11/page Learn More It will enhance the view of performance appraisal and lead to its appreciation as a productivity tool for firms. It will result in the proper structuring of performance appraisals after highlighting the strengths and limitations of the current structure at RMRDC. The study will provide organisational insight that practitioners can readily apply to their respective institutions to realise the additional potential of their human resources. It will lead to the identification of the role and relevance of different stakeholders in a government agency, such as RMRDC It will highlight the benefits of performance appraisal from an empirical context. Purpose of the research The basis of this research is to understand the impact of performance appraisal program/s at RMRDC on the council’s staff. It will result in is a significant contribution of information that is integral in decision-making by stakeholders for the improvement of the program/s or process of performance appraisal. Evaluation of the Relevant Literature Performance management links corporate objectives, performance standards, and evaluation in one proc ess, which is used by managers to serve the following three roles in an organisation. First, it assists in the administration, development, and communication functions of any entity (Beam, 2008). In its administrative role, it captures staffing, compensation, promotion, and punishment or rewards for members of the organisation to ensure that the human resource functions optimally. In its development role, it identifies and builds potential for future performance. It gives an organisation a capability that it can tap on when conditions are favourable. In its communication role, performance management seeks to offer feedback to employees concerning how they are executing their duties. According to Brown (2008), records of performance appraisals help employees to fight against wrongful dismissal.  The development of appraisal instruments so that the measurement of human effort is objective and accurate is an important research issue under performance appraisal (Cash, 2010). At the sa me time, Glaveli and Karassavidou (2011) noted that research tends to focus on supervisors and employee characteristics, thereby highlighting their bias on performance appraisal ratings. Lastly, research on the subject has also concentrated on the process as it is executed within organisations (Sinclair, 2005). Techniques of appraisal for management purposes can be observational or actual measurements. Organisations use ratings in their simple applications, and behaviour anchor scales in complex applications. This follows the theoretical assumptions of motivation. According to Watkins (2011), problems with performance appraisals relate to the lack of focus, poor training, inefficient communication, and biased criteria. A number of motivational theories can help explain performance appraisals. They include the Maslow’s needs hierarchy theory and the Herzberg’s two-factor theory because of their elaborate description and fit in organisational contexts (Watkins 2011). Acc ording to Watkins (2011), other relevant theories in performance appraisal include the expectancy theory, goal-setting theory, and the McClelland’s needs achievement theory.Advertising Looking for proposal on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The goal setting theory helps to explain better how employees operate in the work environment. It also offers insights on how to influence employee performance. It relates to the direction of employee attention. The theory encourages effort and provides avenues for encouraging persistence. Managers can use the theory to foster goal attainment and following of strategic action plans. The theory is relevant because every performance appraisal starts with a goal. The concept of performance appraisal management became famous in the mid-1980s, and Barry (2007) coined it. Since then, researchers have explored it further. Armstrong (2011) considers it a strategic and integrated approach. It offers sustained success of the organisation. This happens through the improvement of performance appraisal for people and the creation of capability teams and individual contributors (Armstrong, 2011).  Therefore, performance appraisal is strategic, systematic, and holistic. It concerns the broader i ssues facing an organisation, as much as it is detailed on specific individual performance. Based on the research by Bach (2004), performance appraisal relates to behaviour and results. Behaviour comes from a performer. It transforms performance appraisal into action. Behaviour is an instrument for the result, and it is an outcome of mental and physical efforts. However, this is only as long as the mental and physical efforts go to a specified task. Therefore, behaviour can be judged independently or as part of a task. In the end, performance appraisal is reactive. Theoretical framework Scholars have examined individual employee performance for many years. Nowadays, researchers and practitioners agree that employees play an important part in a firm’s competitive advantage realisation. Rao (2011) sees that competitive advantages, in this case, arise in the presence of four conditions. Based on the resource-based theory of the firm, the researcher notes that the conditions are addition of value to a company, rarity of skills or advantages gained, difficulty in imitating human capital investments, and the ability to structure and program jobs so that employees work as desired. These conditions were also supported by research by Waldman (2011) and Barry (2007) concerning difficulties in other firms replicating another firm’s strategy. Based on the above citations, it is clear that the behaviour of employees in a firm affects the performance of the particular company. Therefore, performance appraisal will result in changes in organisational performance because it affects employee performance. It can affect motivation and skills of staffs positively. The associated return on investment due to increased performance and growth should result in better financial performance. Based on the understanding, it is possible to use these effects as dependent variables. Review of empirical studies Studies show that individuals’ attitudes and feelings about t heir work affect their behaviour at work and their attitude towards work practices, such as performance appraisals that human resource departments use (Chang Chen, 2011). According to Waldman (2011), age, tenure, and job experience predict the results of an employees appraisal.   On the other hand, Sinclair (2005) considered age, tenure, salary, and education, and performance appraisal as having a negative relationship. Other studies that look at the relationship between job attitudes and behavioural aspects are Downs and Swailes (2013) – a capability approach to organisational talent management, Dimba (2010) – on strategic human resource practices and how they affect employee performance, and Farndale and Kelliher (2013) with a study on the exploration of performance appraisal on the implementation of performance appraisal. The three studies support the findings by Sinclair (1995). They record relationships between job attitudes and behavioural aspects that can lea d to, interfere, promote, and arise from the individual performance evaluation.  The findings can be inconclusive and mixed. Meier (2005) indicated that the direction of the relationship between organisational commitment and other variables was conditional and relied on the types of commitment. On the other hand, a significant, positive relationship happened when there were affective commitment and performance appraisal. A negative relationship existed between continual engagement and performance appraisal, which was an illustration of the inconclusiveness of the present research and highlighted the need for additional studies on the same. According to Esu (2009), demographic factors and job attitudes like job satisfaction and commitment to a particular organisation are important because they are associated with positive results in an organisation. They lead to increased effectiveness and efficiency in the organisation. At the same time, Waldman (2007) indicates that diversity in individual characteristics has the potential to affect decision-making for performance appraisal. Research Philosophy Research philosophy relates to the development of research background, research knowledge, and nature, with research philosophy being a broad framework that comprises of perception, beliefs, understanding of theories, and research practices. Therefore, research philosophy acts as a precise process encompassing the steps that the researcher will undertake to create a relationship between the objectives and questions that the research seeks to answer (Galliers, 1991). Philosophical and Methodological Considerations This research will use a mixed method approach, where there will be primary and secondary sources of data. In the main research part, data collection will take place using questionnaires as the instruments. The questionnaires will be delivered to RMRDC staffs chosen to participate in the research. Therefore, RMRDC will be the case study organisation. The stu dy is going to include two interviews with two directors of the Council. The study timeline will cover the questionnaire survey first, before proceeding to the interviews with the directors. The expectation is that out of 30 questionnaires, at least 20 will be filled accurately and completely to aid in the analysis part of the study. The figure below elaborates the study process. Figure 1: Research onion showing the process of study (Saunders, 2009). The following section provides definitions and elaborations of the different concepts that inform the methodology of the proposed research. Data Collection Data collection relates to the act of getting information about a particular research question to inform decisions and analysis that seek to answer a research question. This study will use surveys and interviews among the available data collection methods. The survey uses questionnaires as an instrument for collecting data. With questionnaires, respondents get forms that have specif ied questions that they have to answer. Questions will be both structured and unstructured. Structured questions require a particular response, while the other questions provide freedom for the individual to answer. The research will try to interpret the responses based on the study criteria. Interviews differ from questionnaires in the way they are conducted. Interviews could embrace structured answers or unstructured questions, depending on the needs of the study. In this case, both will suffice. Usually the researcher and the interviewee meet physically or virtually. Cross-sectional Study Cross-sectional studies are specially constructed explorations into a research question. The study collects data for a defined population. Cross-sectional studies happen once or for a short time. The aim of a cross-sectional study is to estimate the existence of a hypothesis in a given population. The researcher surveys information from a set of literature as a way of doing it as a secondary res earch. The literature sample will be selected using keywords, the focus of the studies consulted, and the time of research or any other relevant criteria. In this case, the keywords will be performance appraisal and human resource management. The focus will be on the keywords and public organisations, while the time will be the last decade. The findings will then be summarised to give a description of the secondary data. Case Study A case study is an in-depth investigation into an event or organisation. Data is gathered from different sources. A case study relies on several methods of research. Therefore, a case study is a research that includes all or any other research methods, such as surveys. It can be a cross-sectional study too, given that this research will be based on RMRDC. A case study allows the researcher to investigate a topic in a detailed way that would be impossible when there are so many participants and too many variables. In this regard, a case study is only an ap proach, but it is not a research method. It uses typical research methods highlighted above (Bryman Bell, 2011). Multi Methods As the name suggests, multi-method research relates to the inclusion of two or more methods of research in one study. It mixes qualitative and quantitative data, methods and methodologies, or paradigms to arrive at a comprehensive finding that would be impossible or shoddily done with only one method or research tool. It can be simply the inclusion of different standpoints, and may use many methods and standpoints (Bryman Bell, 2011). Inductive Research The inductive research follows the inductive reasoning, where the intention is to provide significant evidence for a conclusion. Thus, the study provides evidence to support a conclusion, which makes the conclusion probable pending further research that can confirm or deny it. The evidence presented in the study will support a conclusion about performance appraisal and its application at RMRDC (Bryman Bell , 2011). Positivist Learning Positivist learning concerns the collection of information that is observable and classifiable. It leaves out internal meanings, motives, and feelings or emotions of individuals, and only concentrates on the explainable and observable facts. Therefore, positivist learning relies on statistical data to facilitate learning. In positivist learning, correlations of different variables matter (Bryman Bell, 2011). Ethical Considerations This study will explain its importance to the organisation in question as a way of gaining acceptance. The researcher will seek permission from the relevant authorities before proceeding with the research. Respondents will volunteer information and the only information collected in relation to identity will be demographic collected used for specified exploration tenacities only. Here, staffs at RMRDC will receive requests for research and have seven days to respond. There will be no incentives used to obtain information. The e xpectation of the research is that all participants will provide accurate information without coercion. The participants will only access their responses and will not find any opportunity to know what other participants will answer. This option seeks to safeguard the job interest of participants and prevent any victimisation by colleagues, supervisors, or directors at RMRDC. Contingency Plan I have earmarked two directors for the interview and two chief scientific officers as alternatives in case the directors are not available for the research. The intention here is to use 20 questionnaires. Nevertheless, the researcher will commence an inquiry with 30 questionnaires presented to the Council. Conclusion It is important to understand the performance appraisal from a particular organisation’s context so that other practitioners can have a credible example to relate. Using a positivist learning approach, this research will contribute significantly to the existing literature on factors affecting the realisation of performance appraisal objectives in public organisations. Other than the meeting of research objectives, the shortfalls of this research could arise because of a small sample size and failure of participants to provide accurate information. However, the study will rely on professional conduct of the research process to increase its validity. References Armstrong, M., Baron, A. (1998). Performance management: the new realities. London, UK: Institute of Personnel and Development. Bach, S. (2004). Employee participation and union voice in the National Health Service. Human Resource Management Journal, 14(2), 3-19. Barry, J. M. (1997). Performance management: A case study. Journal of Environmental Health, 60(4). Web. Bryman, A., Bell, E. (2011). Business Research Methods (3rd ed.). Oxford University Press. Beam, G. (2001). Quality public management: What it is and how it can be improved and advanced. Chicago, IL: Burnham Publishers. Berman, E. M., Bowman, J. S., West, J. P., Wart, M. R. (2012). Human resource management in public service: Paradoxes, processes and problems (4th ed.). New York, NY: SAGE Publications. Bryman, A., Bell, E. (2011). Business research methods (3rd ed.). Oxford, UK: Oxford University Press. Cash, J. (2010, May/June). Human resource management handbook. Harvard Business Review, 3. Chang, P.-C., Chen, S. J. (2011). Crossing the level of employees performance: HPWS, affective commitment, human capital, and employee job performance in professional service organizations. The International Journal of Human Resource Management, 22(4), 883-901. DeVries, D. L. (1983, August 26). Viewing performance appraisal with a wide-angle lens. Web. Dimba, B. A. (2010). Strategic human resource management practices: effect on performance. African Journal of Economic and Management Studies, 1(2), 128-137. Downs, Y., Swailes, S. (2013). A capability approach to organizational talent management. Human Resource Developmen t International, 16(3), 1-15. Esu, B. B. (2009). A case for performance management in the public sector in Nigeria. International Journal of Business Management, 4(4), 98-105. Farndale, E., Kelliher, C. (2013). Implementing performance appraisal: exploring the employee experience. Human Resource Management, 52(6), 878 897. Galliers, R. (1991). Choosing appropriate information systems research approaches: A revised taxonomy. In R. Galliers (Ed.), Information systems research: Issues, methods and practical guidelines (pp. 144–162). Oxford, UK: Blackwell. Glaveli, N., Karassavidou, E. (2011). Exploring a possible route through which training affects organizational performance: the case of a Greek bank. The International Journal of Human Resource Management, 22(14), 2892-2923. Harper, S., Vilkinas, T. (2005). Determining the impact of an organisation’s performance appraisal management system. Asia Pacific Journal of Human Resources, 43(1), 76-97. Lawler, E. E. (1994). Performance appraisal management: the next generation. Compensation and Benefits Review, 26(3), 16 –19. Pollitt, C. Bouckaert, G. (2004). Public management reform: a comparative analysis. (2nd ed.). Oxford, UK: Oxford University Press. Rao, V. (2004). Performance management and appraisal systems. New Delhi, India: Response Books, a division of Sage Publications. Ristow, A. (1998). Transformational leadership and organisational effectiveness in the administration of cricket in South Africa, Rhodes University, Faculty of Commerce. MSc Thesis. Web. RMRDC. (2015). Raw Materials Research and Development Council. Web. Saunders, M., Lewis, P., Thornhill, A. (2003). Research methods for business students. Harlow, England: Prentice Hall. Sinclair, D., Zairi, M. (1995). Effective process management through performance measurement: Part III-an integrated model of total quality-based performance measurement. Business Process Management Journal, 1(3), 50-65. doi:10.1108/146371595101032 20 Waldman, D. (2011) Performance in organisations: Determinants and appraisal. Glenview: Scott, Foresman and Company. Watkins, R. (2007). Designing for performance, PART 3: Design, develop, and improve. Perf. Improv., 46(4), 42-48. doi:10.1002/pfi.124

Talent Management Strategy Essay Example | Topics and Well Written Essays - 1750 words

Talent Management Strategy - Essay Example Israelite (2010) defines talent management strategy as the process which ensures that an organization has the right and competent people for particular jobs at the right time in order to achieve organizational goals and objectives. This strategy includes the processes of induction, performance management, career planning, compensation management, succession planning processes, assessment, goal-setting, and recruitment. These processes are aimed at retaining employees and fostering their continuing development of competencies and skills to achieve the short term organizational goals and long-term strategic objectives (Armstrong, 2007). This paper has envisioned a nonprofit organization with two hundred people, in which twenty are identified leaders. Based on this, the paper will devise a talent management strategy concentrating on the entire talent needs of the organization. The paper will also define the principal components of talent management and examine how the process of talent management provides a competitive advantage for an organization. Finally, it will assess the need for a talent management strategy to change with the anticipation of the organization doubling in five to six years. ... Also, this step of formulating talent management strategy will seek to answer questions regarding the organization’s current and desired states, as well as the organization’s culture. In answer these questions, an understanding shall be sought regarding its mission statement, vision, organization statement, strategy, corporate values, and balanced scorecard as well as how these goals and statements cascade through the organization’s units, departments, and divisions. It will also be critical to understand which roles and skills are required to support improved organization’s performance and encourage creativity and which criteria the organization can employ to identify both underachievers and high performers and to measure performance (Israelite, 2010). Based on the information obtained by analyzing these aspects, a decision should then be made on how the organization should look like in terms of capabilities, structure and leadership in order to achieve i ts objectives and goals. In other words, desired state of performance and improved position should be defined. The next key step in the formulation of talent management strategy should involve examining any talent management components that are already in place within the organization and analyzing how each of these components is working. The organization’s talent management priorities should then be documented based on the talent requirements and goals of the organization, as well as based on the analysis of existing talent management systems and processes (Armstrong, 2007). More importantly at this stage of formulation of strategy it will be critical to define the competencies that the organization needs. The

Security and Portfolio Analysis (MBA course) Essay - 1

Security and Portfolio Analysis (MBA course) - Essay Example ans, that the price of the security has moved at a pace less than the market volatility while a value higher than the price of the security means a higher rate of volatility. However, the greater the volatility, the greater the returns, of course accompanied by an equally greater risk. Next the trustee alleges that the common stock performance was specially poor for the five year period. The common stock of ATC was 13.3% 14.3% while the Standard & Poor’s 500 Stock Index stood at 13.8% 21.1% over the same period. It is clear that the common stock of ATC had stagnated just with a single point value gain while the Standard & Poor’s Index gained 7.3%. Again the trustee scores a point. Once again it might have been due to a poor investment decision in choosing to buy stocks that were risk-free but gave lower returns. His next allegation is focused on Treasury Bills, a very secure investment, though again the return is questionably lower. US Treasury Bills during the period have gained 3.8%. He continues to talk about the assumed actuarial rate of return. Basic actuarial formulas used to calculate benefits and contributions that are needed to fund those benefits, are based on a series of assumptions such as individual life expectancies, employer and employee contributions, possible returns on investment, salary increments and inflation rate. It is very rare that current plan assets would equal the current accrued plan benefits. So the probability is that a constant actuarial rate of return equal to 6.0% over the period would not match the accrued plan benefits. . Passive investing is the opposite of active investing and involves a buy-and-hold strategy. It is often identified with index tracking. Those who favour it, argue that the market is indisputably efficient, and therefore efforts to outperform the market are likely to produce nothing but a rise in costs. It is also assumed that as much as there are people who might succeed in beating the market, others

More Effective Communications Assignment Example | Topics and Well Written Essays - 1750 words

More Effective Communications - Assignment Example The major problem today is that many companies are wasting their precious resources on ineffective communications that cause confusion among the customers or clients and result in costly customer dissatisfaction. Business communications are not just a simple subject for management studies but it involves a whole range of pre- and post-sale communications, including welcome kits, account statements, invoices, applications, policies, manuals, customer educational materials, announcements of changes in terms and much more (Lundy 2-11). There are several models to show that business communication is one of the most important aspects and is linked to profitability. Under the Universal Business Model (UBM), communication between the three basic functions of production, marketing and accounting increase profitability. For instance, if the marketing unit has not been informed by production as to what it currently manufactures or the amount of stock, the marketing unit may face a problem. Similarly, if manufacturing is not told by accounting what products are profitable to produce, they may operate at a loss. This kind of communication between different units of the same organization also plays a vital role in business communication (Universal Accounting ® Center n.pag. 2007). The importance of business communication and its link to profitability was expressed clearly from the results of Sage Research. Through the study, it was discovered that 22 percent of the organizations polled experienced monthly communication-caused delays-and 13 percent experienced such delays weekly. As a result of communications delays, there was a disruption in the efforts to streamline business processes or adopt the emerging "best practices".

Nursing Care Plan for Asthma Management

Nursing Care Plan for Asthma Management Implement and monitor using nursing care for clients with chronic health problems PART A Asthma is a chronic disease of the airways. Asthma causes the muscles in the airways to tighten and the lining of the airway becomes swollen and inflamed, producing sticky mucous. These changes cause the airways to become narrow, making it difficult to breathe. This may lead to wheezing, shortness of breath and coughing. Most people with asthma only have symptoms when they inhale a ‘trigger’ such as pollen, exercise without the right preparation, or if they catch a cold or flu. The triggers and causes for asthma symptoms vary for different people. Some common triggers are: Allergy triggers such as house dust mites, pollens, pets and moulds, wood dust, chemicals Family history of asthma Upper respiratory tract infections Hay fever or eczema Cigarette smoke Viral infections – for example, colds and flu Cold air or changes in the weather Some medicines Exercise Foods to which the child is allergic Typical asthma symptoms include: Coughing Tight feeling in the chest Wheezing – whistling noise when breathing Shortness of breath Struggling to breathe During an asthma attack, people often experience difficulty breathing. This occurs because persons’ airways get swollen and narrower and it becomes a lot harder for air to get in and out of the lungs. Sometimes the swollen airways produce extra mucus, which may clog up the airways of your lungs which makes it even more difficult to breath. It can feel like the person is breathing through a straw. A person with asthma may also wheeze (a whistling sound when he or she Asthma can take a psychological as well as a physical toll on a persons life. Factors that contribute to the psychological effects of asthma include the severity of the illness and the extent to which activities are limited by the disease, the quality of social and family support available, the age at which the disease began the persons knowledge about the illness and the sufferers coping style, skills and overall personality. For most people, it is uncomfortable to have feelings of being different from other family members, friends or classmates. In social situations, people with asthma may feel self-conscious about using an inhaler or having to be careful to avoid triggers that can set off an asthma attack. The desire to fit in can lead people with asthma to ignore their disease or fail to take care of it properly. This is the case with Jason as he prefers not to take his ventolin in front of his classmates as it makes him feel â€Å"different†. This is an issue as he suffers from frequent severe episodes of asthma which requires him to take his medicine appropriately otherwise his health will be jeopardize. Chronic asthma doesn’t just affect the person with the condition, it also affects their family. Major changes in schedules and priorities must be made to manage the family, work and the life of child which can cause great stress. Parents may struggle with taking time off to care for Jason when he is unwell or needs to attend one of his frequent medical appointments. His activities may be limited, and, in many cases, their families must change how they live to accommodate the child. As for Jason, his school and social inclusion may be restricted. He may feel excluded from their school friends if they cannot take part in games, sports and social activities. Because of his chronic illness, Jason will feel different than other children which have caused him to not take his ventolin. If the chronic asthma is not managed properly, Jason’s quality of life will be impacted. The condition can lead to fatigue, underperformance or absence from school due to medical appointments or hospitalisation, psychological problems, including stress, anxiety and depression. PART B Nursing Care Plan (Diagnosis, Planning, Intervention) Diagnoses Goals/Expected Outcomes Intervention Ineffective airway clearance related to airway spasm, secretion retention, amount of mucus. The patient is able to demonstrate deep coughing to assist in clearing the airway. The patient’s airway is patent and free of secretions, as evidenced by clear lung sounds, and ability to effectively cough up secretions after treatments and deep breaths teachings. Patient will verbalize understanding that allergens like dust, fumes, animal fur, pollen, and extremes oftemperature and humidity are irritants or factors that can contribute to ineffective airway clearance and should be avoided 1. Airway management by freeing the airway through suction, monitoring the chest wall retraction and respiratory rate. 2. Listen to lung sounds monitor oxygen delivery. 3. Assess colour, consistency and amount of sputum. 4. Encourage deep coughing/breathing 5. Educate client on the different factors that can trigger that can cause asthma attacks Ineffective breathing pattern related to chest wall distention, and fatigue due to increased work of breathing. Demonstrates effective coughing and clear breath sounds; is free of cyanosis and dyspnoea. Patients breathing pattern is maintained as evidenced by: eupnoea, normal skin colour, and regular respiratory rate/pattern. Patient will be able to verbalize the understanding of appropriate measures to maintain a patent airway at all times by discharge. 1. Monitor the frequency, rhythm and depth of breathing. 2. Encourage deep coughing/breathing 3. Position the clients chest semi-Fowler position. 4. Distract people from thinking about the state of anxiety and teach how to breathe effectively. 5. Reassure the client and give support when dyspnoea. Activity intolerance Patient will demonstrate skill in conserving energy while carrying out activities of daily living (ADLs). Patient will have no shortness of breath, weakness and fatigue on exertion. Report/demonstrate a measurable increase in tolerance to activity 1. Energy management by determining the causes of fatigue, monitoring respiratory (respiration, dyspnoea, pallor) 2. Monitor response of breathing during activity; assess abnormal response in respiration, blood pressure, pulse. 3. Evaluate patient’s response to activity. 4.Help clients choose the activities that can be done 5. Explain importance of rest in treatment plan and necessity for balancing activities with rest. d) Evaluation Ineffective airway clearance related to airway spasm, secretion retention, amount of mucus Once all nursing intervention actions have taken place, the nurse completes an evaluation to determine of the goals for patient wellness have been met. Goals/Expected Outcomes Evaluation The patient’s airway is patent and free of secretions, as evidenced by clear lung sounds, and ability to effectively cough up secretions after treatments and deep breaths teachings. You will need to access the airway manually and note any obstructions. If patient requires suction, re-access the airway and listen to lung sounds to see whether it is clear or not. Note any breathing sounds such as wheezing as this could indicate an obstruction. You will also need to monitor the chest wall retraction and respiratory rate. Assess and evaluate changes in vital signs and temperature routinely as per require. Tachycardia and hypertension may be related to increased work of breathing. Fever may develop in response to retained secretions/atelectasis. Note presence of sputum; assess quality, colour, amount, odour, and consistency. May be a result of infection, bronchitis, chronic smoking, and others. A sign of infection is discoloured sputum (no longer clear or white); an odour may be present. The patient is able to demonstrate deep coughing to assist in clearing the airway. Assess cough for effectiveness and productivity note the technique and the position of the patient. Patient should be sitting up right to promote full expansion of the thorax. Consider possible causes for ineffective cough: respiratory muscle fatigue, severe bronchospasm, thick secretions, and others. Patient will verbalize understanding that allergens like dust, fumes, animal fur, pollen, and extremes oftemperature and humidity are irritants or factors that can contribute to ineffective airway clearance and should be avoided Ask the patient to provide examples of allergens that can irritate the airways and factors that can contribute to ineffective airway clearance. If the patient is unable to state the factors, the nurse will need to educate and provide appropriate information. Patient education will vary depending on the information stated as well as the patients cognitive level. Client Education Asthma self-management education is essential to the control of asthma and should be encouraged to all patients to take responsibility for his or her own care. If asthma symptoms are controlled, the patient should have fewer exacerbations, a higher quality of life, lower costs, slower progression of airway from inflammation, less morbidity, and lower risk of death from asthma. Patient asthma education can also improve beyond symptom control, such as patient knowledge about asthma and patient satisfaction and feeling of self-control. Other benefits include reduced school absences or work days, fewer exacerbations, restrictions on activities, and emergency-department visits. The burden of living with asthma can also result in depression and anxiety for the patient and/or family, and these psychological changes can compromise asthma control. Children will asthma are likely to feel embarrassed of their condition and may suffer low self-esteem. If the parent’s stress, social isolation, or anxiety increases, the likelihood of poor asthma control in the child increases. However with proper education, psychological factors such as low self-esteem, isolation and anxiety can also be managed. Parents can help an asthmatic child avoid embarrassment by asking the school teacher and/or counsellor to support and encourage the child. Having a school nurse, teacher or outside educator talk to the students in the class about asthma can also be quite helpful. The more informed the children are about the illness, the less likely they will be to tease a child with asthma. One other way for people with asthma to feel less anxious is to educate others about it. They can empower themselves by becoming an expert in the illness. When they share information with family members, friends, fellow students and co-workers, everyone benefits and becomes more understanding about what its like to live with asthma. Community Resources available Asthma Australia Asthma Australia and member Foundations deliver high quality support to people with asthma and their careers. They offer support, training and resources to the primary health care sector and when treatment is required they ensure patients and their careers have the skills, information and power to be actively engaged in the decision making process. http://www.asthmaaustralia.org.au/Children_and_asthma.aspx National Asthma Council Australia To improve the quality of life and health outcomes of people with asthma and their careers, reduce the social and economic impact of asthma on the community and reduce the prevalence of asthma in the Australian community http://www.nationalasthma.org.au/ The Asthma Foundation of Victoria (Support Group) Provide services to help people manage their Asthma and provide the whole Victorian community with an excellent service based on asthma advice, information and programs http://www.asthma.org.au/ The Australian Lung Foundation (Victorian Support Groups) To provide caring, support and information for those with lung disease/s and for their careers and families. http://www.lungnet.com.au/

Hypotheses on the Extinction of Dinosaurs Essays -- Exploratory Essays

Hypotheses on the Extinction of Dinosaurs In the early nineteen hundreds, dinosaur fossils were discovered and recognized around the globe. Greedy scientists and civilians, searching for their own prize skeleton, rushed to rip bones out of the ground, destroying the fossils as they went. It was not until later in the century that scientists and paleontologists began pondering how such widespread creatures disappeared. Currently, paleontologists debate the two main hypotheses of how the classic dinosaurs died: from volcanic activity or an asteroid impact. Although they result in the same outcome, the volcanic and asteroid hypotheses differ in key elements: the actual event, the environment's stress, and the impact on life. Physical evidence left behind in each scenario supports each possible explanation for the massive extinction responsible for wiping out the dinosaurs. Scientists that support the volcanic activity hypothesis believe the massive volcanic activity lasted approximately 500,000 years eventually ending dinosaurs reign on earth. The lava flows filled over 480,000 cubic miles, devastating areas over the entire globe. For example, The Decan Trap, a famous site of Cretaceous tectonic activity, is up to 8,000 feet deep, and it averaged between thirty-three and 164 feet deep. Fires raged across the lands. Those that believe in the asteroid impact, on the other hand, project a six mile wide meteorite moved at speeds from 50,000 mph to 150,000 mph and busted into Earth's atmosphere at the end of the Cretaceous Period. The sudden impact near the present day Yucatan Peninsula ejected 5,000 cubic miles of debris into the atmosphere and created an earthquake of magnitude thirteen sending tidal waves, 250 to 300 feet high... ...sms alike. Conversely, paleontologists backing the asteroid hypothesis guess the massive blast killed nearby animals instantaneously. Creatures on the opposite side of the world, however, were not so lucky. They were forced to dwell in freezing temperatures until vegetation withered. Herbivores quickly starved to death; consequently, carnivores lacked prey. Instead of gradually dying off, dinosaurs perished within one generation. Although the two hypotheses of the great extinction come from opposite occurrences, in the end the event proved fatal. While paleontologists may never agree on the true cause of dinosaurs' extinction, many people are now speculating mankind's termination. Will mother nature be responsible for our destruction also? Only time will tell. Perhaps in the far future, another species will encounter human remains and search for our match maker.