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Assignment 2 -8130
How are an agency’s mission and vision different?
An agency’s mission statement addresses the question of “What do we do?” In essence, the mission statement identifies how the agency will get to where it wants to be, that is, the mission statement defines the purpose and primary objectives related to customer needs and organizational values.
An agency’s vision is different in that it outlines “Where do we aim to be?” An agency’s vision statement communicates both purpose and values of the agency by focusing on the inspiration necessary for the success of the agency in the future.
Health care administrators need to pay special attention to their agency’s mission and vision statements to ensure that the development of a marketing plan clearly articulates and differentiates the opportunities afforded by the agency to its target population. As mentioned previously, differentiating the services and health-related programs offered by one health care agency versus another triggers competition and differentiates the types of services offered within the health care delivery landscape.
For this Assignment, select a health agency that will support the health service for your target population selected in Week 2. Identify and review the agency’s mission and vision statements. Reflect on how the agency’s mission and vision may help inform the marketing plan you will develop for the health service and target population you have selected.
Note: The completion of this Assignment will consist of the elements necessary for Component 2 of your Final Project.
The Assignment (2–3 pages)
- Provide a description of the health agency for which you will develop your marketing plan.
- Describe the agency’s mission and vision statements.
- Explain how your marketing plan supports the agency’s mission and vision.
APA styles
references
Topic: Elkins Farms
Type of service
Academic paper writing
Type of assignment
Case study
Subject
Management
Pages / words
4 / 1100
Academic level
Junior (College 3rd year)
Paper format
Line spacing
Double
Language style
US English
You saw most stuffs were taken from the doc I sent to you
I want the writer to revise it and make sure it doesn’t reflect what’s on the doc I sent to you, which is the instructo’s material
And remind the writer
To answer it as a question and answer
Not to draft it all like an essay.
16:55
Question 1 and answer
Question 2 and answer
Till question 5
Unit VI Research Paper
Please make sure that it is your own work and not copy and paste. Please read the study guide and introduction of Unit VI. Watch out for spelling errors and grammar errors. This is a DBA Course and the work has this done on this level.
Book Reference: Gomez-Mejia, L. R., Balkin, D. B., & Cardy, R. L. (2016). Managing human resources (8th ed.) [VitalSource Bookshelf version]. Retrieved from https://online.vitalsource.com/#/books/9780133953718
Instructions
In Unit V, you conducted research and analyzed the hiring and selection process. You also examined how a good hiring process can work to prevent voluntary employee separations, and you researched various types of employee separations along with the challenges that these can pose.
For this assignment, reflect on the research you conducted, and write a research paper that addresses the following points:
- an explanation of the hiring process and a summary of the challenges in the hiring process;
- an evaluation of the ways to meet the challenges in the hiring process;
- an appraisal of the tools that can be used in the selection process;
- an assessment of how the hiring process can ultimately affect employee separations;
- a summary of the different types of employee separations; and
- a critique of how to effectively manage employee separations, downsizing/layoffs, and outplacement services.
Your research paper must be at least three pages in length, not counting the title and reference pages, and must include at least four peer-reviewed sources.
Be sure to support your research paper with the resources you located in Unit V for your annotated bibliography. Use APA style for your research paper.
Resources
The following resource(s) may help you with this assignment.
Unit VI Introduction
In Unit V, we discussed the issues of recruiting and selecting employees. There is a great deal of planning involved in these processes. When bringing in employees, it is important to have a solid foundation to support this process. The other side of this spectrum, employee separations, also requires a solid process in which to work. In some ways, the separation process can be more important than the hiring process. There is the voluntary separation when an employee submits his or her resignation; however, there is also the involuntary separation that can occur when there are layoffs or downsizing. This is a much more delicate time for the organization and the employees (those who are separating and those who are remaining) when the separation is involuntary. This is especially true when the separations are done in large employee numbers or rolling waves. The motivational levels for employees who are not separating can plummet quite easily when employee separations are handled poorly. Additionally, those employees who are separating are naturally upset about this impact. Supporting employees appropriately in this delicate time and addressing their needs in a respectful way will also provide them with an honorable exit. Those employees who are merely cast aside, or who may feel this way because of a poor separation process, can be those who may sabotage a file, a process, or even a product on the way out. Therefore, it is in everyone’s best interests to be aware of how to handle employee separation processes in a supportive and respectful manner. Employee separations occur at any point when an employee leaves the organization. Again, these can be voluntary or involuntary. The issue of turnover rate measures how often employees voluntarily leave an organization. Organizations should manage this carefully and be aware of how to identify the causes of turnover and work to correct them. On the hiring side, with recruitment and selection, there is a great deal of cost involved in finding the right job candidate. Therefore, insightful organizations know that they must understand what may cause turnover once the candidate becomes an employee. You do not want to be wasteful regarding the funds spent on hiring. If a company has a high turnover rate (higher than its industry average), then that is a sign there are problems to be addressed in the organization. While a position is UNIT VI STUDY GUIDE From Recruitment and Selection to Employee Separations, Part II DBA 7553, Human Resource Management 2 UNIT x STUDY GUIDE Title empty, someone else can cover it; however, only parts of that job can be appropriately addressed. Therefore, there is lost productivity. Ultimately, all of these issues affect a company’s bottom line. With regard to voluntary separations, there are two types: unavoidable and avoidable. Unavoidable voluntary separations occur when there is a larger life issue at hand, such as an employee’s spouse transferred to another city or country. There are recent studies, however, that demonstrate that about 80% of voluntary separations fall into the avoidable category (Gomez-Mejia, Balkin, & Cardy, 2016). This represents a level of dissatisfaction with the job at hand and/or the organizational culture, and it also represents the opportunity for finding a replacement position. When an organization is focused on the working atmosphere at the company, there can be a better understanding regarding these avoidable voluntary separations. This involves having a strong human resource management team in place to oversee recruiting, selecting, and training or developing opportunities for employees. Quality hiring practices go hand-in-hand with preventing these costly avoidable employee separations. There are two different subtypes of voluntary separations. These are called quits and retirements. Quits occur when there is a tipping point regarding an employee’s satisfaction level on the job. Another factor is the availability of replacement positions. If these are plentiful, then the decision to quit can be made more easily. With regard to retirements, things are a bit different. Retirements occur at the end of someone’s career, while a quit can happen at any time in someone’s career. Those who retire also receive certain retirement benefits while those who quit do not receive benefits. Strategic human resource will work with those who are looking toward retirement ahead of time; they can help with planning for workload reductions. Many times, people who are retiring may not want to just stop working. They may desire to cut back on work hours over time. This can be beneficial for that employee and also the organization because a new replacement employee can be recruited and selected, and then the retiring employee can have some overlap to provide useful training. Because of budgetary reasons, sometimes organizations may want to provide an inducement for some employees to retire early. Packages of incentives can be provided and planning can be made in this way. This can be an effective way to provide for a workforce reduction. This takes forward-thinking pre-planning by the company and the human resource management team. Keeping the dignity of the employees affected at the forefront will make this process successful in the long run. In involuntary separations, the management of the company seeks to terminate the relationship it has with an employee. This could be due to budgetary or economic reasons, or it could be due to there being a poor fit between the company and the employee. While managers will be the ones to initiate the decision to terminate, they must work with human resource management to ensure that there is due process and that the correct policies, regulations, and laws are followed. It is important that there be a strong partnership between managers and human resource management in this process. Overall, involuntary separations include discharges, layoffs, and the selection of a strategy that could encompass layoffs, downsizing, or rightsizing. Discharges occur when there is that poor fit between the organization, the employee, and his or her work. This, of course, is done after employing various methods to address this poor fit, which has been well documented. Layoffs can be a way for a company to cut costs. When there are swift changes to an industry, economic conditions can change quickly as well. At times like this, layoffs may be considered in order to address the new financial conditions facing the whole industry as well as the company. Layoffs have a far-reaching effect on the whole company. Those who are laid off, obviously, are greatly affected; however, those who survived a layoff often can feel a form of survivor’s guilt for having avoided it. These employees may also be asked to take on some additional duties, and they are fearful that they may be next to be laid off. Morale is always an issue to contend with, and plan for, in layoff situations. Effective human resource management can help with planning for how to successfully address this going forward. Additionally, layoffs can possibly keep investors away, as they may perceive that the company has deep-rooted problems. Again, planning appropriately will allow companies to be prepared for a variety of these morale and financial impacts. Sometimes a company will need to define a strategy for going forward when economic conditions change. Planning allows these companies to assess and implement various strategic options with regard to staffing functions. Utilizing a downsizing strategy would reduce the size or scope of a company’s business in a bid to improve finances. Using layoffs may be part of this type of strategy; however, it is important to note that layoffs are only one possible option. Layoffs can be done in conjunction with another option. This other option is called rightsizing. This involves reorganizing the employees in order to provide for improved efficiency. This often involves restructuring organizations that have too many middle management layers. Utilizing layoffs DBA 7553, Human Resource Management 3 UNIT x STUDY GUIDE Title may be a part of such a strategy, but it may be a reduced portion because of the opportunities to provide for more restructuring of employees. There are additional options to use to further blunt the need for more layoffs. One choice can involve policies; for instance, companies can achieve employee reduction through attrition so that when employees in certain areas voluntarily separate, their positions are not filled and their duties are redistributed. Hiring freezes can be implemented for most positions in a company; however, there are usually a set number of high-impact positions that may be exempted from this. Changes in job design, such as transfers between departments to even out need and relocation, can also be implemented. Job sharing may be another way to keep employees in place in part-time positions to cover the duties of one fulltime job. Another area that can be utilized as an alternative to layoffs involves pay/benefits policies; pay freezes can be implemented, and the opportunity for overtime pay can be restricted. Even highly-targeted pay cuts can be utilized to keep employees rather than having to lay off. Ultimately, it can be quite important to provide useful communication to employees about such issues. Their understanding of the issues at hand and how the company is seeking to address things while maintaining respect for the employees can be a powerful motivator in such difficult times. Reference Gomez-Mejia, L. R., Balkin, D. B., & Cardy, R. L. (2016). Managing human resources (8th ed.). Boston, MA: Pearson.
HR
Help with Board Question and Unit Project. APA Format Throughout to Include Reference Page.
MGT317 Week-5 Final Exam score 87%
Your team’s approach is to involve everyone, to help people be generalists, and to share information openly. What is your team’s approach?
Self-censorship
Mind guarding
Continuous improvement
Direct pressure
A long-range, big-picture process to assist companies in better overall management for the entire organization is known as:
Long-range goal analysis
Productivity
Value-added analysis
Total Quality Management (TQM)
What should effective motivational programs do in terms of offering rewards?
Make a distinction between workers based on seniority
Not make a distinction between workers
Make a distinction between workers based on performance regardless of effort
Make a distinction between workers based on effort
What is the natural tendency of people in resolving problems?
Select the last solution possible after evaluating all the alternative.
Select the first reasonable problem that comes to mind
Select the first reasonable solution that comes to mind
Select the best solution after evaluating all the alternatives
Which is best when generating alternatives?
Focus on the short term; bad decisions in the short term means there is no long term to worry about.
Evaluate the alternatives after all alternatives have been proposed.
Separate alternatives from one another.
Evaluate the alternatives as they are proposed; this saves time.
You are a manager of a team of 50 professionals. One particular professional persists in accusing you of having your priorities out of order. Since the planning activity you do often is not urgent, this particular professional tries to undermine the activity. Which research-based principle should the manager remember?
People who experience the most time stress are those who allow others to generate their personal principles statement for them through their demands for time.
Relationship conflicts should be handled at the end of the day so that the important things can be given your best energy in the morning hours.
People who steal time from you should be removed from your work environment in order to avoid situational stress.
People who steal time from you can be dealt with by talking to them while standing.
As a manager, you are trying to hire someone for a critical position in your department. You have called references on three applicants. Bob’s reference, his former supervisor, said, “Bob has more information and communication flowing through him than anyone in our company.” Joe’s reference said, “Joe can get others to get things done better than anyone I know.” Albert’s boss said, “Albert is the greatest person to be around. He is so optimistic and giving.” Based on the information in the text about creating positive change, who should you hire?
Bob
Albert
Joe
Not enough information to determine
Which of the following is an unconscious aspect of an organization’s culture?
Dress codes
Office furniture
Mission statements
Perceptions
According to the text, Management, one approach to translate a performance development vision into a reality involves a three-tier quality and innovation approach focused on:
benchmark, strategic monitor, progress monitor
universal, selected, targeted
facilities, process, and talent
early prevention, targeted intervention, intensive intervention
If you would like to expand your power base horizontally, what could you do?
Have lunch with co-workers in your department every day
Do an excellent job on all your assignments
Have lunch with workers from other departments
Focus on increasing your power through the formal organizational power
If someone believes that the possible alternatives to a problem must conform to her perception of the boss’s expectations, which conceptual block is she a victim of?
Ignoring commonalities
Artificial constraints
Perceptual stereotyping
Not separating figure from ground
Dividing a company into sub-units where each unit would be assigned a specific function and employees would perform different tasks, and a manager(s) would be put in place to oversee the department is an example of which technique?
diversification
differentiation
integration
Implementation
In the workplace, people are most likely to interact with which co-workers?
Co-workers with diverse social values
Co-workers with different self-awareness traits
Co-workers similar to the.
Creative co-workers
You need a little extra money, so you added an extra $100 to your expense reimbursement statement before handing the receipts over to accounting. Your co-worker Sara added over $1000 to her statement. If you believe Sara’s actions are worse than yours, what is your level of values maturity?
Third level of maturity
Second level of maturity
First level of maturity
Theta level maturity
You understand the importance of two-way communication during the delegation process. What does this mean?
That you, as the manager, remain available for consultation and idea exchange
That you, as the manager, should answer every detailed question and provide continual advice
That you, as the manager, provide information on a need to know time frame
That you, as the manager, empathize totally with the process
Your boss prefers that you act on your own initiative and report to her when the final results have been accomplished. Which initiative does your boss practice?
Wait to be told
Recommend, then take action
Act, then report
Ask what to do
Standardization, formalization, and delegation are used to provide clarity to which of the following processes?
implementation
diversification
integration
Differentiation
Which information systems help organizations with their decision-making processes?
ERP
DSS
MIS
ESS
As manager, you have decided to enforce a new policy restricting dating in the office. You are comfortable with the policy and have decided that the policy will affect you also. Which ethical test did you most likely employ?
Golden rule test
Personal gain test
Cost-benefit test
Equal treatment test
According to the Management text, quality may be defined as:
an inherent or distinguishing characteristic
a measure of product or service excellence minus the amount of defects.
peculiar and essential character
the attribute of an elementary sensation that makes it fundamentally unlike any other sensation
If your boss encourages your team to ask questions and obtain and search for data, she is trying to overcome which conceptual block?
Separating figure from ground
Compression
Bias against thinking
Noninquisitiveness
Which of the following characteristics are important sources of personal power?
Flexibility
Knowledge
Criticality
Relevance
The processes and systems built to assist in the daily activities of production are known as:
automation
logistics.
operations management.
management science.
Relationships must be formed and trust established. Clarity of direction is needed from team leaders. Your team is at what stage?
Storming
Norming
Performing
Forming
Employees at Turner, Inc. are engaged in a debate over the merits of an individual vs. a team-based compensation program. Based on Trompenaars’ dimensions of national culture, which cultural dimension does this debate most closely relate to?
Universalism vs. particularism
Achievement vs. ascription
Individualism vs. collectivism
Affective vs. neutral
_____________ help organizations run more efficiently by incorporating people, technology, and information systematically.
DSS
ESS
MIS
IT
What guideline should a firm follow to attain the greatest motivational impact from a new awards programs?
Give the awards privately
Make sure the award is meaningful to the families of employees
Only acknowledge current recipients
Use awards infrequently
Which is the most accurate summary of the differentiation some writers have given between leadership and management?
Management is about setting direction and leadership is about creating something new.
Management is about controlling variance and leadership is about initiating change.
Management is about equilibrium and leadership is about refining current performance.
Management is about facilitating stability and leadership is about managing change.
Events, situations, objects, people, or other artifacts that provide greater meaning to the organization are the company’s ___________.
symbols
stories
ceremonies
Rituals
To become a better manager, what is one of the first things one should do?
Manage one’s time better
Seek knowledge of oneself
Improve one’s communication skills
Empower one’s employees
Strategic plan for Media communication plan
Based on your Media Communication plan, support for this project, and the projects standing in the strategy of the business. Elaborate on how you will develop and implement the process to convince management of its promising benefits and operational effectiveness.
Answer the following discussions:
- Now that you have identified critical information over the previous weeks do you see any risks in selling this project to your management team? Explain
- You have indicated whether this project fits the strategic plan for the business.
- IF this project fits the strategic plan, explain how you plan to present this project to your management?
- IF this project does NOT fit the strategic plan, explain how you plan to present this project to your management
Complete a 5 APA formatted paper with 7-10 peer-reviewed sources.
discussion
1. What is Blockchain’s potential for application in the HR functions of recruitment and selection.
2. How might Blockchain technology impact job repositories.
Wk 1, HCS/335: Ethical Decisions
Assignment Content
Ethical decision-making in health care is important to all stakeholders, including patients and staff. You will use this assignment to understand keywords and definitions used in health care ethics, as well as ethical theories, your ethical values, and methodologies used in making ethical decisions.
Complete the Ethical Decisions Worksheet.
Cite at least 2 reputable references used to complete your matrix. One reference must be your textbook, Ethics: Theory and Contemporary Issues. Reputable references include trade or industry publications, government or agency websites, scholarly works, a textbook, or other sources of similar quality.
Must add Pg# to in-text citation when referencing Textbook.
Reference is at the end of the Chapter 5 attachment
Format your references section and references used in your matrix according to APA guidelines. Include a title page at the beginning of your worksheet.
***OMIT PART 1 ON WORKSHEET***
Discussion Q
- What training and education programs are vital for health care managers? Provide details.
- Which do you believe would be most important for you? Why?