All posts by : chebby

I need 100 words  response for this two discussion forum. please you either agree or disagree with writer.  

Welcome to the second SLP project for this course. For this paper, please review the logistics system of the organization you are examining and in a 3- to 4-page paper answer the following questions:

Does your selected organization use quality management procedures in its logistics system? In what ways (as you are to give some specific examples)? If the organization does not use quality management procedures, what steps would you suggest they put in place in order to improve its logistics system?

Be sure to provide some description of the different quality tools, processes, etc., and be specific in your examples.

SLP Assignment Expectations

Research the organization with information you can find on the internet or other resources you find on your own. The paper should be 3–4 pages in length and have a cover sheet and a reference page. Clarity of presentation is important, as well as your ability to apply the topics to the logistics area of your selected firm. Use at least 3 different sources of information and annotate your sources of information appropriately on your references page and within the text as necessary. You will be assessed on how well you demonstrate your knowledge of the topic as it applies to your selected firm. Submit your assignment for grading by the end of this module.

Learning by Doing

Conaty & Charan write that, “Developing talent through experiences expands capability and capacity… This is learning by doing, and no book or classroom teaching can substitute for it.”

• Describe an example of “learning by doing” that has helped you or a colleague to grow professionally.
• What did this experience teach that could not be taught through formal training?
• What part of the experience could have been learned through formal training? 
• Should your organization create formal training to complement its hands-on learning activities? Why or why not?

Post your initial response by Wednesday, midnight of your time zone, and reply to at least 2 of your classmates’ initial posts by Sunday, midnight of your time zone.​​

1st Response to this classmate

 RE: Week 4 DiscussionCOLLAPSE

Hello Class and Professor, 

In most organizations, formal training is an essential component of keeping up with new trends and technologies in the industry. However, training may not solve all performance and behavioral problems. Hence, an organization should conduct a training needs assessment before introducing training programs to assess whether training may solve a performance problem. Other than training, learning by experience may be an option. As such, evaluation of learning by doing or experience is essential in informing its effectiveness in complementing formal training. 

Describe an example of “learning by doing” that has helped you or a colleague to grow professionally.

After graduating from university with a bachelor in Statistics, Kelvin joined our local animal feeds manufacturing company as a data analyst. His university training was majorly mathematical and had nothing to do with animal health and nutrition. However, his new role required him to have insights into animal nutrition. He quickly got in touch with the production manager and was occasionally involved in the production team while formulating the food rations. With time, Kelvin developed the skills of accurately preparing feeds’ components such as proteins and minerals while retaining acceptable profit margins. Soon, Kelvin became an essential component of both the production and analytics teams. 

What did this experience teach that could not be taught through formal training?

Although the training was an option in learning animal nutrition, it would take time to cover all aspects. Still, the organization does not use all aspects of animal nutrition modules. Learning by doing was the most suitable learning method as it incorporates relevant theoretical and practical elements of animal nutrition. Nevertheless, training modules hardly existed at the organization to enhance the incorporation of animal health and data analytics. 

What part of the experience could have been learned through formal training? 

Animal health and nutrition training is available at the organization. Employees within the production team regularly participate in formal training relating to trends and new technologies in line with animal feed production. However, Kelvin’s case stood out, as it required integrating skills in feeds formulation, production, and data analytics. 

Should your organization create formal training to complement its hands-on learning activities? Why or why not?

Kelvin’s case depicts a situation where learning through experience may yield significant outcomes. However, it is rational to analyze such a situation in the context of the problem at hand. Organizations should also adopt formal training to complement learning by experience. Learning through experience enhances personal growth and competence aligning with new roles (Fernández-Aráoz et al. 4). Formal training improves collective responsibility for success among current employees and new teammates by sharing experiences, challenges, and insights (Stibitz 3). A blend of learning through experience and formal training enhances performance and employee outcomes.

Fernández-Aráoz, Claudio, Andrew Roscoe, and Kentaro Aramaki. “Turning potential into success: The missing link in leadership development.” Harvard Business Review, vol. 95, no. 6, 2017, pp. 1-9.

Stibitz, Sara. “How to get a new employee up to speed.” Harvard Business Review, 2015, pp. 1‑5.

2nd response to this classmate

Dear Professor Dibenedetto and Class

1. Describe an example of “learning by doing” that has helped you or a colleague grow professionally.

I am a long-life learner in all aspects of my life. I have developed a growth mindset. I have improved my life quality and work as observe people doing things that I will not ordinarily do well. One example that stands out in my pursuit of learning by doing is how to do proper workforce planning, which is a combination of HR concepts such as organization design, budgeting, and job pricing. These are competencies that involve knowledge in HR, finance and remuneration, and data analytics. I realized that I do not have a budget to hire an employee who is an expert in workforce planning, as it is a critical skill in the insurance business. Most actuaries do not want to work in HR but were keen to design a workforce tool. I approached our CEO, who agreed that he would second an actuary into HR to develop the tool. I used to watch him with the design and play with the tool until it was executed.

2. What part of the experience could have been learned through formal training?

There is no part in the learning process that I would say required formal training. I am already a seasoned excel spreadsheet practitioner; otherwise, I would have preferred formal training as a beginner. I still believe that 70/20/10 learning is still relevant, where 10% is about formal learning.

3. What did this experience teach that could not be taught through formal training?

I currently do all my annual workforce planning and reporting using the tool, and I have trained others in the team through action learning and are using the tool in all our 33 countries. We used the same tool during COVID-19 to schedule the workforce and understand who can work from home indefinitely (and only come as required), hybrid model, and tracking those on sick leave due to the pandemic. We are also using it to plan for the workforce plan during the recovery phase caused by the pandemic as we want headcount growth not to increase by 2% over the past three years. I would not gain a portfolio of diverse skills in reward, budgeting, and data analytics at the same time if it were not through action learning.

4. Should your organization create formal training to complement its hands-on learning activities? Why or why not? My organization has formal training programs supported by a learning management system. Our main challenge is that learning it is isolated from the day to day work requirements of employees. I believe learning on the job through the 70/20/10 action learning process should be the norm. Learning can be powerful if it is integrated into the daily workflow. As scholar Josh coined, “there is a new paradigm of learning in the flow of work.” The fourth industrial revolution tools such as AI, automation, podcasts, youtube has enabled an environment where lifelong learning is part of the economic imperative. For employees, research now shows that development opportunities have become the second most crucial factor in workplace satisfaction (after the nature of the work itself). In my view, the traditional corporate learning portal (the learning management system) is rarely used (other than for mandatory compliance training), and it often takes many clicks to find what you need. Learning, therefore, ends up being reduced to important-but-not-urgent matters.

References

Dr. John. E. Di Benedetto, H.R.M. ANNUAL, Executive On-Boarding… Successfully Assimilating New Leaders, Week 4 JWI 521. 2020 JWI 521, Week 4 Lecture Notes, 2020

This paper will allow you to examine your leadership skills and develop a plan for moving forward.

• Analyze your current leadership skills based on what you have learned in this course
• Identify 1 leadership theory that would be beneficial to your leadership role
  • Summarize your understanding of the 1 leadership theory
  • Explain how you would apply this theory to make you a more effective leader
  • Illustrate 2 positive outcomes that you would expect to occur
• Identify 1 change leadership theory that would be beneficial to your leadership role
  • Summarize your understanding of the 1 change leadership theoryExplain how you would apply this theory to make you a more effective leader
  • Illustrate 2 positive outcomes that you would expect to occur
• Develop a personal leadership philosophy and support your ideas with material from this course and outside research.
  • Provide an example where your leadership philosophy can be applied to lead an organizational change
  • Your leadership philosophy does not have to be any specific leadership model we reviewed. Rather, it should represent your trajectory of leadership as it applies to your career aspirations. Consider your career path and the industry you work (or wish to work in) and determine what leadership skills will be most effective. 

Submission Details:

• Submit a 6 to 8-page paper double spaced.
• Please provide at least six (6) scholarly references to support your paper. 
• All references should be used as in-text citations.All work must be completed in APA format.
• A title page and reference page must be included.
• Due by 11:59 PM (EST) Day Six (Saturday)

Unit 9 Assignment: Ethical Leadership and Cultural Competence in a Healthcare Setting

Unit Outcomes addressed in this Assignment:

• Define and discuss the role of organizational culture in both the strategic management of human resources and the attainment of organizational goals/ objectives.
• Understand how healthcare executives might develop strong cultures that support organizational goals, match the organizational strategy to the culture, and relate cultural values to such human resource functions as selection, orientation, onboarding, training, performance appraisal, and compensation.
• Describe the environmental factors that affect the economic performance of medical practices and discuss the impact of those factors on physicians’ relationships with healthcare organizations.
• Define three distinct populations of physicians, describe how they differ, and discuss specific approaches to creating better economic alignment between the physicians in each population and the hospital(s) with which they are associated.

HA255-1: Assess the effectiveness of human resource management in the healthcare setting.

Assignment Requirements

• Please complete all parts in a Microsoft Word document.
• The body of your document should be at least 1000 words in length.
• Quoting should be less than 10% of the entire paper. Paraphrasing is necessary.
• Students must cite and reference at least 4 credible sources from the Library.

Instructions

Imagine that you are an administrator for a large hospital. You have been asked to develop a diversity awareness training program for employees of the facility. Please follow the instructions below in completion of this multi-part assignment.

Unit 9

Part

Instructions

1

Appraise two theories on organizational culture that relates to healthcare. Provide a complete paragraph for each of the two theories on organization culture that you selected to appraise.

Select the theory that you find most relevant, and justify your decision by reflecting upon how you would foster culture within a department you lead. Provide a reflection paragraph that includes your justification of the most relevant theory, along with your ideas for fostering culture within a department.

2

You will demonstrate cultural competence and self-awareness by investigating two minority, marginalized, or vulnerable populations that have potential issues with healthcare quality, cost and access. Appraise the possible assumptions, biases, and stereotypes that they may encounter, and critique the relationship between these challenges and healthcare quality, cost, and access. Provide a complete paragraph for each of the two minority, marginalized, or vulnerable populations that you selected to investigate.

Additionally, provide a reflective summary paragraph in which you judge your own self-awareness of cultural competence/diversity.

3

Develop a diversity awareness training program for health professionals. Your training program should articulate the need for diversity awareness and educate the workforce on best practices in healthcare. The program must cover diversity issues related to age, race, sexual orientation, education, work experience, geographic location, and disability. Your diversity awareness training program must include a minimum of ten lesson titles with an overview and purpose for each lesson. This information should be presented in an outline format. 

Format:

Lesson Title

Lesson Purpose (Two to three sentences)

Lesson Overview (Three to five sentence)

4

In your diversity awareness training program, you must conjecture on Federal regulations related to diversity in the workplace (e.g., ADA, EEOC).

How to Submit Your Assignment

Typically, when speaking of validity, qualitative researchers are referring to research that is credible and trustworthy, i.e., the extent to which one can have confidence in the study’s findings (Lincoln & Guba, 1985). Generalizability, a marker of reliability, is typically not a main purpose of qualitative research because the researcher rarely selects a random sample with a goal to generalize to a population or to other settings and groups. Rather, a qualitative researcher’s goal is often to understand a unique event or a purposively selected group of individuals. Therefore, when speaking of reliability, qualitative researchers are typically referring to research that is consistent or dependable (Lincoln & Guba, 1985), i.e., the extent to which the findings of the study are consistent with the data that was collected.

References

Lincoln, Y. S., & Guba, E. G. (1985). Naturalistic inquiry. Thousand Oaks, CA: Sage.

For this Discussion, you will explain criteria for evaluating the quality of qualitative research and consider the connection of such criteria to philosophical orientations. You will also consider the ethical implications of designing qualitative research.

With these thoughts in mind:

By Day 4

Post an explanation of two criteria for evaluating the quality of qualitative research designs. Next, explain how these criteria are tied to epistemological and ontological assumptions underlying philosophical orientations and the standards of your discipline. Then, identify a potential ethical issue in qualitative research and explain how it might influence design decisions. Finally, explain what it means for a research topic to be amenable to scientific study using a qualitative approach.

2 pages with 2-4 references. 

Your Task Jack respects your opinion on business matters and has asked you for your views on his situation.

· What would be your recommendation?

· What factors should Jack take into account in deciding what course of action to take?

See attached word document for case study, task and grading rubric. 

 You will only post once in a minimum of 350 words to address the questions posed. 

bibliography assignments: you are required to read two articles and complete an annotated bibliography for each article (scholarly/peer-reviewed journal articles) 

 Think of a specific company that you have worked for, or are familiar with, and analyze how the human resource manager(s) functioned in alignment (or not) with your definition.