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Homework

The data in the table are from a study conducted by an insurance company to determine the effect of changing the process by which insurance claims are approved. The goal was to improve policyholder satisfaction by expediting the process and eliminating some extraneous approval steps in the process. The response measured was the average time required to approve and mail all claims initiated in a week. The new procedure was tested for 12 weeks, and the results were compared to the process performance for the 12 weeks prior to instituting the change.

Use the data in the table and submit the answers to the following questions in a Word document:

1. What was the average effect of the process change? Did the process average increase or decrease, and by how much?
2. Analyze the data using the regression model y= b0 + b1 x, where y = time to approve and mail a claim (weekly average), x = 0 for the old process, and x = 1 for the new process.
3. How does this model measure the effect of the process change?
4. How much did the process performance change on the average? (Hint: Compare the values of b1 and the average of new process performance minus the average of the performance of the old process.)

• Read the Week 1 lecture which introduces us to Emma and CM Tech.  Also read Chapter 1 of our text which introduces you to all the things NOT to do.  The chapter is only 2 pages long and provides a lot of great insights into our topics.  Remember, you will be shadowing our fictitious manager, Emma, for the next 8 weeks in our course.  Emma has asked you to think about your past experiences and consider what your current or previous employers did that brought out poor performance from you or your coworkers.  Her goal is to discuss with you what didn’t work very well so you can both look to the future, helping ensure the team chooses a successful path without repeating past mistakes.  

In your initial discussion post share with your classmates your experiences as Emma requested.  In your responses to your peers expand on similar experiences you may have had or share experiences you’ve had that would have worked well to avoid the poor performance issues in their examples.  

Take a few moments to think about the people in your life with whom you have had relationships that allow you to express your self most fully. Describe the qualities of these people. In what ways can your internal image of these relationships be valuable for your role as a counselor. 

Primary Task Response: Within the Discussion Board area, write 350–500 words that respond to the following questions with your thoughts, ideas, and comments. This will be the foundation for future discussions by your classmates. Be substantive and clear and use examples to reinforce your ideas.

This week, the discussion will focus on contingency theory. This theory has been most recognized by the work of Fiedler. Research the work of Fiedler on contingency theory, and respond to the following questions:

• What is      your understanding of contingency theory? 
• Why is      authentic leadership important to contingency theory?  
• Describe      the differences and similarities of path-goal theory, Blanchard’s      situational theory approach, and Fiedler’s contingency theory

In addition to addressing all requirements of the assignments, model answer includes the following:

• Contingency theory is based on the premise that leaders      understand the situation in which that they would be most effective.      Authentic leadership requires a commitment to undertaking a journey to      better understand oneself and leadership style.
• Your answers may vary. However, theories are measuring      different things. Where Blanchard is measuring the overall effectiveness      of a leader’s ability to address each situation with the style needed to      be successful, Fiedler is measuring where the leader is most effective and      states that a leader is not effective in every situation.
• There are similarities in the approach of assessing a      situation and recognizing potential gaps in subordinates and then applying      the leadership that would fill those gaps. Path-goal theory focuses on 4      varieties of leadership that are different from situational theory:      directive, supportive, participative, and achievement-oriented. Where      Blanchard focused on how situational theory provided the best leadership      for a specific situation, path-goal theory describes the influence on the      subordinates’ performance. 
• Path-goal theory includes motivational theory, which is      important but is not an emphasis on Blanchard’s situational leadership      theory.
• If leaders want to be effective, they must be able to      give subordinates what they need to compensate for the gaps in      subordinates’ abilities (these gaps are found in the subordinates’      characteristics) and make changes based on the type of tasks. The goal is      to use the leadership style that best motivates the employee to be      effective in his or her job.

Additional Resources:

• Bayan, Y. F. (2018). Application of path-goal      leadership theory and learning theory in A learning organization. Journal      of Applied Business Research, 34(1), 13-22.
• Bickle, J. T. (2017). Developing Remote Training      Consultants as Leaders-Dialogic/Network Application of Path-Goal      Leadership Theory in Leadership Development. Performance Improvement,      56(9), 32–39.

                            Discussion 1 Question

 Explain why the four steps involved in the control function are important. How are the various ratios used by accountants and managers differently in the control function? Support your claims with specific examples from required materials and/or other scholarly resources, and properly cite any references. Your initial post should be a minimum of 200 words. 

                                      Discussion 2

Prior to entering into this discussion, review Chapter 8: The Five Management Functions as a Coordinated System. Of the five management functions, which do you expect will experience the most dramatic changes in the next decade? Defend your answer. Which will have the least amount of change? Explain your answer. Respond substantively to two other learners.

Support your claims with examples from required materials and/or other scholarly resources, and properly cite any references. Your initial post should be a minimum of 200 words.

 Instructions:

As a health care manager, you may have the opportunity to interact with patients who are faced with making decisions about advance care planning, for themselves, or a loved one.

For this assignment, you will define and describe the various forms of advance care planning available to most patients.

• Using a table or similar organized layout in a Word document, create a handout for your patients.
• Include a minimum of four types of advance care planning in your handout.
• For each type: include the name, definition/description, how qualification is determined, important facts, and any other details you determine necessary (for example, Medicare/Medicaid reimbursement).
• Include a minimum of two scholarly sources on a separate reference page; APA format should be followed throughout.

Instructions

Supporting Lectures:

Review the following lectures:

• Global Trade II
• Human Resource, Corporate Social Responsibility, and the Global Workforce

Project

The project assignment provides a forum for analyzing and evaluating relevant topics for this week on the basis of the course competencies covered.

Introduction:

As an HR professional, you need to prepare expatriates for their assignments. Cross-cultural training will definitely benefit the group. However, you are not sure where to start and so you decide to explore Gert Hofstede’s Cultural Dimensions theories to gain a better understanding of the psychological and sociocultural adjustments an expatriate may experience when assigned to a position in another country.

Tasks:

• Develop a synopsis of Geert Hofstede.
• Examine several key facts that led to Hofstede’s research and the validity of his Cultural Dimensions theories.
• Evaluate one of Hofstede’s Cultural Dimensions theories.
• Analyze how the knowledge of the Cultural Dimensions theories will assist a new expatriate assigned to this country. Select a country to apply the theory.

To support your work, use your course and text readings and also use the South University Online Library. As in all assignments, cite all sources in your work and provide references for the citations in APA format.

Submission Details:

• Create a 2- to 3-page document.
• Name your file as SU_HRM6000_W1_Project_LastName_FirstName.

Do you think there is a difference between diversity management and affirmative action? Provide an explanation for your response. Support your response with APA cited reference(s).

Select and READ one of the following case studies (located in your textbook):

CASE 14-2 YOU ARE NOT HURT? GOOD—YOU’RE FIRED! 
CASE 15-1 CEO COMPENSATION: DO THEY DESERVE ROCK STAR PAY? 

Next, analyze the case and provide an overview of key points or discussions. An overview is not a detailed description or regurgitated statements from the case, but instead key points in the case. Then, make 2 recommendations for improvements for any parts of the case (think like an HR leader). Saying that someone should have did this, or what you would have done are not considered improvements.

NOTES:

• One to three small sentence-responses for analyzing the cases are not considered substantive.
• You may only have no more than 3 references for your response and each must be appropriately cited in the words.
• You may not copy and paste any part of another student’s response as part of your response.
• For this course, you must comment to a minimum of 1 other student’s response…No Exceptions!
• Although not mandatory, you are strongly encouraged to make your initial post by Wednesday of each week so that you have plenty of time to respond to your classmates.

here is an example of one of the cases. 14-2 

My discussion question response is on Case 14-2 and right off the bat, Tymony was in the wrong here.  He not only expressed anger towards Mr. Yang, he also exhibited violence including personal assault and damage to property.  The company was right in firing Mr. Tymony because he broke the company’s mission statement and its “core values.”  Mr. Tymony physically attacked Mr. Yang, exhibiting workplace violence and the company having a responsibility in keeping their employees safe, Mr. Tymony was rightfully terminated (1, Lussier).

However, Mr. Yang was wrongfully terminated after Mr. Tymony assaulted him and Mr. Yang did not reciprocate, and was therefore an innocent victim in this incident.  According to Tomlinson and Bockanic, “courts and legislators are recognizing the inequality of bargaining power between employe and employee and that the inability of employees to protect themselves from unjust actgions by their employers had not just economic ramification, but also emotion and social ramifications” (2, Tomlinson and Bockanic).  As a result of these findings, it appears the at-will doctrine is disappearing and employers will have to justify employee terminations.

Though Mr. Yang and Mr. Tymony had several public incidents, Mr. Yang was doing nothing against company policy and it doesn’t appear that he did anything to warrant Mr. Tymony’s behavior.  It appears Mr. Tymony allowed minor things affect his demeanor which lead to the incident.  In order to right this wrong termination of Mr. Yang, the company should have fully investigated this situation and dealt with Mr. Tymony’s anger issues and derogatory language/outbursts to try and prevent the assault from happening.  The men should have been separated immediately, keeping them apart and not sharing the same cubicle space.

1.  Lussier, Robert.  (2019).  Human Resource Management:  Functions, Applications, and Skill Development (3rd ed).
     SAGE Publications, Inc.

2.  Tomlinson, E. C. and Bockanic, W. N.  (2009).  Avoiding Liability for Wrongful Termination:  “Ready, Aim,…Fire!”
     Employ Respons Rights J (2009) 21:77-87, DOI10.1007/s10672-008-9068-0.

here is an example of another case 15-1 

Case 15-1 CEO COMPENSATION: DO THEY DESERVE ROCK STAR PAY?

Lussier (2019 p 542). defines “ethics as a reflection on morality that is a reflection on what constitutes right or wrong. Also, Lussier (2019 p 542) mentions that ethics is the principles, values, and beliefs that define right and wrong decisions and behavior. “

Case 15-1 is about how benefits could be for a person becoming a chief executive officer (CEO). According to the case study, a CEO may earn three times more than the employees working for the same organization. One of the highlights of salary, in this case, is that a CEO position can increase salary by 6%, but workers could only increase 2% (Lussier 2019 p 567). Moreover, Lussier (2019 p 567) states that it has seemed that employees in 2016 are paid less than people who worked in 1967 by 10%. However, the focus on the case is how is possible or ethics that even in the U.S. reception, a CEO can have high compensation packages and salaries. Understanding that a CEO is the head of an organization, I consider unethical that CEO salary increases and employees’ wages cannot increase. My argument is based on the fact that ethics is applying a set of values and principles to make the right, or good, choice. A CEO that allows insufficient compensation for employee’s salary, but negotiates the best for him, needs moral development. 

The case study included recommendations such as cut CEO salaries, regulating salaries increases, and tied compensation and salary to organization performance. I recommended taking inflation into account for every employee in an organization. Also, I highly recommend the implementation codes of ethics where salary increases are established. Finally, an organization must integrate values in its culture, principles to all situations, treat all employees fairly, and manage support by example.

Reference; 

Lussier, R. (2019). Human Resource Management: Functions, Applications, and Skill Development (3rd ed.). SAGE Publications, Inc. Retrieved from: https://strayer.vitalsource.com/#/books/9781506360317/cfi/6/40!/4/2/8/4@0:90.2

https://eds-a-ebscohost-

**2 page essay In-text scholar references in APA format**

• Introduction
• Briefly      explain Corrigan’s model of the stages of stigma and his recommendations      and hierarchy about recovery.
• Explain      whether Delle’s experience follows that model. Use specific examples to      argue your perspective. If you agree, identify which stage of recovery      Delle is in.
• Analyze      Delle’s reports about his own experiences with both types of stigma.      Provide specific examples, and in your analysis consider the following      questions:
  • Does       one type of stigma predominate in his talk?
  • Which       of Delle’s personal values or beliefs were challenged by his       internalizations about his own illness and help-seeking?
  • What       strengths does he exhibit?
  • What       was the primary benefit of his diagnosis?
  • Do       you think his experience would be different if his culture was different?       Explain why or why not?
  • Conclusion