QUESTION:

If you were to be diagnosed with a disorder such as Parkinson’s or multiple sclerosis would you consider paying for an untested treatment? If so, would you be willing to sacrifice your life savings (or your parents’) to pay for it? Thinking about what you learned in chapter 1 (scientific research and reliability) what information about the treatment would you want to have to help you make your decision? Explain your reasoning.

PLEASE FOLLOW THIS QUIDE ON HOW TO ANSWER THIS QUESTION:

To ensure that the discussion forums are a valuable learning experience (instead of a task to check off your “To Do” list) here are some tips:

• Post thoughtful and supported      statements (including links to information is always nice)
• Try to move the discussion      forward in your replies by asking questions.  You should make every      effort to answer any question that a classmate asks you.
• Don’t be afraid to consider the      other side even if you don’t necessarily agree with it.  You can      always start your statements with:

• To consider the other side…
• To play devil’s advocate, what       about…
• While I don’t agree, let’s       consider…
• Build a rapport with your      classmates by responding when they replied to you
• Avoid “drive-by posting”.       Just like you would not walk into a class, make a comment and then walk      out, don’t post and run.  Revisit your posts and replies to keep the      conversation moving forward.
• Engage your classmates – find      someone that has not received a reply and respond to them.  On the      flip side, if there is a lot of activity on a particular post, you might      want to take a look.
• Keep in mind, you will be      evaluated on the quality of your participation not completion.  In      other words: Excellent posts earn excellent scores, average posts earn      average grades. 

Your posts will be graded with the following in mind:

• Relevance to topic
• Evidence of thought/reflection,      or seeking of information from other sources
• Evidence of critical thinking      (i.e. these discussion topics ought to elicit some analysis on your part:      ask questions, and more questions; posit some explanations, hypotheses,      original ideas. What do you think?)
• Temporal placement (i.e. do      your posts all come in the last 20 minutes before the deadline or on a      single day)
• Collegiality — adherence to the      norms of courtesy appropriate in academic (but informal) discussion 
• See the “Rubric for      Participation in Discussion Forums” section of the syllabus for more      information.

 

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Performance Evaluation and Feedback for Employees

I need 120-150 words for each question and each with their references separately. Please, no plagiarized work.

Topic 1: Job/Task Analysis and Evaluation

DQ 1

Aamodt discusses the importance of job analysis and briefly describes competency modeling. Describe the differences and similarities between these two approaches. Explain why each is important, or not important, in the analysis of work.

DQ 2

You are the Human Resources director for a new fast-food restaurant, expanding into new markets in the United States. The job analysis is complete for all positions in the restaurant and now it is time to conduct a job evaluation in the new market. What might be some challenges in determining appropriate compensation for the jobs? What makes some ways of determining compensation more or less fair than others? Why?

Topic 2: Legal Issues in Employee Selection

DQ 1

Describe two reasons affirmative action was historically used in the workplace. Is affirmative action still needed? Why or why not?

DQ 2

You work in the Human Resources department of large electric utility company. The facility maintenance department recently added surveillance cameras to all supply rooms and supply yards. What are the key legal, ethical, and practical issues surrounding the addition of the surveillance equipment?

Topic 3: Employee Recruiting and Interviewing

DQ 1

You have done a lot of work to fill the job you created in the Topic 2 assignment. Describe the recruiting method you used and the interviewing technique you chose. Why is this method of selection the most valid for the job you recruited for?

DQ 2

Choose two components of an effective interview. How is each applicable when interviewing a candidate for the position you created in the Topic 2 assignment?

Topic 4: Employee Training

DQ 1

If training and development imply the need for change, how does training affect work adjustments and adaptability for employees currently in a position? Is there an advantage to have in-house training over outsourced training? Explain your answer.

DQ 2

What are two of the psychological theories behind successful training? Which of these theories will be most effective in training for the job you created in the Topic 2 assignment? Why?

Topic 5: Performance Evaluation and Feedback for Employees

DQ 1

Employees often think they are doing fine at work, or at least there is no significant problem. These same employees may be very surprised when they are denied advancement, reprimanded, demoted, or even fired. What are the key issues in this scenario? What flaws are present in the organizational process?

DQ 2

You are the HR director for a call center. It has come to your attention that a manager is being rude to employees. How will you decide if it is better to engage in coaching the manager to assist in overcoming deficits/problems than to terminate her employment? At what point, if ever, will termination become a viable option and what will you need to legally support your decision? How might organizational politics influence the decision to coach the manager or to terminate the employment relationship?

Topic 6: Healthy Work Life

DQ 1

Stress is a significant factor in the modern workplace that is often exacerbated when individuals are striving to manage challenges in both their work and their personal lives. What factors contribute to a psychologically healthy workplace? How might flexible working arrangements affect the creation and maintenance of organizational work-life policies?

DQ 2

Change is a constant factor in the contemporary workplace, often resulting in stress for the employees. You are the HR director for an organization that is about to begin a major organizational change. What are the characteristics of employees and work circumstances that can most significantly reduce stress and burnout related to the change? Why? How can identifying these employees and circumstances help reduce the possibility of workplace violence during the change?

Topic 7: Employee Motivation and Satisfaction

DQ 1

Choose two factors that motivate employees to learn. Describe how each of these factors affect the success of a training program. What have you found are the primary incentives that work for you in the workplace?

DQ 2

What is the psychological contract in the workplace? How does this most significantly affect employee satisfaction, commitment, and retention? What is your experience with the psychological contract? Did you notice any affect on employee satisfaction?

Topic 8: Future Challenges

DQ 1

Working full time from home as an employee of an organization can have its advantages, but also its challenges. Referring to the job you created in the Topic 2 assignment, what are the most significant advantages and challenges for this employee to work from home? How can you support and motivate your remote worker? How have you accounted for the possibility of a virtual employee when you designed the job?

DQ 2

What are the key pieces of information that you will be taking from this course and adding to your accumulating knowledge and skills during your graduate study? How might you apply this information?

Posted: 3 Minutes AgoDue: 10/05/2019Budget: $20

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Principles Of Personnel And Human Resource Management

I need 120-150 words for each question and each with their references separately. Please, no plagiarized work.

Topic 1: Job/Task Analysis and Evaluation

DQ 1

Aamodt discusses the importance of job analysis and briefly describes competency modeling. Describe the differences and similarities between these two approaches. Explain why each is important, or not important, in the analysis of work.

DQ 2

You are the Human Resources director for a new fast-food restaurant, expanding into new markets in the United States. The job analysis is complete for all positions in the restaurant and now it is time to conduct a job evaluation in the new market. What might be some challenges in determining appropriate compensation for the jobs? What makes some ways of determining compensation more or less fair than others? Why?

Topic 2: Legal Issues in Employee Selection

DQ 1

Describe two reasons affirmative action was historically used in the workplace. Is affirmative action still needed? Why or why not?

DQ 2

You work in the Human Resources department of large electric utility company. The facility maintenance department recently added surveillance cameras to all supply rooms and supply yards. What are the key legal, ethical, and practical issues surrounding the addition of the surveillance equipment?

Topic 3: Employee Recruiting and Interviewing

DQ 1

You have done a lot of work to fill the job you created in the Topic 2 assignment. Describe the recruiting method you used and the interviewing technique you chose. Why is this method of selection the most valid for the job you recruited for?

DQ 2

Choose two components of an effective interview. How is each applicable when interviewing a candidate for the position you created in the Topic 2 assignment?

Topic 4: Employee Training

DQ 1

If training and development imply the need for change, how does training affect work adjustments and adaptability for employees currently in a position? Is there an advantage to have in-house training over outsourced training? Explain your answer.

DQ 2

What are two of the psychological theories behind successful training? Which of these theories will be most effective in training for the job you created in the Topic 2 assignment? Why?

Topic 5: Performance Evaluation and Feedback for Employees

DQ 1

Employees often think they are doing fine at work, or at least there is no significant problem. These same employees may be very surprised when they are denied advancement, reprimanded, demoted, or even fired. What are the key issues in this scenario? What flaws are present in the organizational process?

DQ 2

You are the HR director for a call center. It has come to your attention that a manager is being rude to employees. How will you decide if it is better to engage in coaching the manager to assist in overcoming deficits/problems than to terminate her employment? At what point, if ever, will termination become a viable option and what will you need to legally support your decision? How might organizational politics influence the decision to coach the manager or to terminate the employment relationship?

Topic 6: Healthy Work Life

DQ 1

Stress is a significant factor in the modern workplace that is often exacerbated when individuals are striving to manage challenges in both their work and their personal lives. What factors contribute to a psychologically healthy workplace? How might flexible working arrangements affect the creation and maintenance of organizational work-life policies?

DQ 2

Change is a constant factor in the contemporary workplace, often resulting in stress for the employees. You are the HR director for an organization that is about to begin a major organizational change. What are the characteristics of employees and work circumstances that can most significantly reduce stress and burnout related to the change? Why? How can identifying these employees and circumstances help reduce the possibility of workplace violence during the change?

Topic 7: Employee Motivation and Satisfaction

DQ 1

Choose two factors that motivate employees to learn. Describe how each of these factors affect the success of a training program. What have you found are the primary incentives that work for you in the workplace?

DQ 2

What is the psychological contract in the workplace? How does this most significantly affect employee satisfaction, commitment, and retention? What is your experience with the psychological contract? Did you notice any affect on employee satisfaction?

Topic 8: Future Challenges

DQ 1

Working full time from home as an employee of an organization can have its advantages, but also its challenges. Referring to the job you created in the Topic 2 assignment, what are the most significant advantages and challenges for this employee to work from home? How can you support and motivate your remote worker? How have you accounted for the possibility of a virtual employee when you designed the job?

DQ 2

What are the key pieces of information that you will be taking from this course and adding to your accumulating knowledge and skills during your graduate study? How might you apply this information?

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Develop a strategy that illustrates how you would address each of the eight (8) stages of change: anchoring new approaches into the culture.

5/6/2019 https://blackboard.strayer.edu/bbcswebdav/institution/HRM/560/1158/Week6/Week 6 Assignment 3 Rubric.html

https://blackboard.strayer.edu/bbcswebdav/institution/HRM/560/1158/Week6/Week 6 Assignment 3 Rubric.html 1/3

Grading for this assignment will be based on answer quality, logic / organization of the paper, and language and writing skills, using the following rubric.

Points: 140 Assignment 3: Kotter Change Management Model

Criteria Unacceptable

Below 70% F

Fair

70-79% C

Proficient

80-89% B

Exemplary

90-100% A

1. Ascertain how each of the steps applies to your specific organization.

Weight: 5%

Did not submit or incompletely ascertained how each of the steps applies to your specific organization.

Partially ascertained how each of the steps applies to your specific organization.

Satisfactorily ascertained how each of the steps applies to your specific organization.

Thoroughly ascertained how each of the steps applies to your specific organization.

2a. Develop a strategy that illustrates how you would address each of the eight (8) stages of change: establishing a sense of urgency.

Weight: 10%

Did not submit or incompletely developed a strategy that illustrates how you would address each of the eight (8) stages of change: establishing a sense of urgency.

Partially developed a strategy that illustrates how you would address each of the eight (8) stages of change: establishing a sense of urgency.

Satisfactorily developed a strategy that illustrates how you would address each of the eight (8) stages of change: establishing a sense of urgency.

Thoroughly developed a strategy that illustrates how you would address each of the eight (8) stages of change: establishing a sense of urgency.

2b. Develop a strategy that illustrates how you would address each of the eight (8) stages of change: creating coalition.

Weight: 10%

Did not submit or incompletely developed a strategy that illustrates how you would address each of the eight (8) stages of change: creating coalition.

Partially developed a strategy that illustrates how you would address each of the eight (8) stages of change: creating coalition.

Satisfactorily developed a strategy that illustrates how you would address each of the eight (8) stages of change: creating coalition.

Thoroughly developed a strategy that illustrates how you would address each of the eight (8) stages of change: creating coalition.

2c. Develop a strategy that illustrates how you would address each of the eight (8) stages of change: developing vision and strategy.

Weight: 10%

Did not submit or incompletely developed a strategy that illustrates how you would address each of the eight (8) stages of change: developing vision and strategy.

Partially developed a strategy that illustrates how you would address each of the eight (8) stages of change: developing vision and strategy.

Satisfactorily developed a strategy that illustrates how you would address each of the eight (8) stages of change: developing vision and strategy.

Thoroughly developed a strategy that illustrates how you would address each of the eight (8) stages of change: developing vision and strategy.

2d. Develop a strategy that illustrates how you would address each of the eight (8) stages of change: communicating the vision.

Weight: 10%

Did not submit or incompletely developed a strategy that illustrates how you would address each of the eight (8) stages of change: communicating the vision.

Partially developed a strategy that illustrates how you would address each of the eight (8) stages of change: communicating the vision.

Satisfactorily developed a strategy that illustrates how you would address each of the eight (8) stages of change: communicating the vision.

Thoroughly developed a strategy that illustrates how you would address each of the eight (8) stages of change: communicating the vision.

5/6/2019 https://blackboard.strayer.edu/bbcswebdav/institution/HRM/560/1158/Week6/Week 6 Assignment 3 Rubric.html

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2e. Develop a strategy that illustrates how you would address each of the eight (8) stages of change: empowering broad-based action.

Weight: 10%

Did not submit or incompletely developed a strategy that illustrates how you would address each of the eight (8) stages of change: empowering broad- based action.

Partially developed a strategy that illustrates how you would address each of the eight (8) stages of change: empowering broad- based action.

Satisfactorily developed a strategy that illustrates how you would address each of the eight (8) stages of change: empowering broad- based action.

Thoroughly developed a strategy that illustrates how you would address each of the eight (8) stages of change: empowering broad- based action.

2f. Develop a strategy that illustrates how you would address each of the eight (8) stages of change: generating short- term wins.

Weight: 10%

Did not submit or incompletely developed a strategy that illustrates how you would address each of the eight (8) stages of change: generating short- term wins.

Partially developed a strategy that illustrates how you would address each of the eight (8) stages of change: generating short- term wins.

Satisfactorily developed a strategy that illustrates how you would address each of the eight (8) stages of change: generating short- term wins.

Thoroughly developed a strategy that illustrates how you would address each of the eight (8) stages of change: generating short- term wins.

2g. Develop a strategy that illustrates how you would address each of the eight (8) stages of change: consolidating gains and producing more change.

Weight: 10%

Did not submit or incompletely developed a strategy that illustrates how you would address each of the eight (8) stages of change: consolidating gains and producing more change.

Partially developed a strategy that illustrates how you would address each of the eight (8) stages of change: consolidating gains and producing more change.

Satisfactorily developed a strategy that illustrates how you would address each of the eight (8) stages of change: consolidating gains and producing more change.

Thoroughly developed a strategy that illustrates how you would address each of the eight (8) stages of change: consolidating gains and producing more change.

2h. Develop a strategy that illustrates how you would address each of the eight (8) stages of change: anchoring new approaches into the culture.

Weight: 10%

Did not submit or incompletely developed a strategy that illustrates how you would address each of the eight (8) stages of change: anchoring new approaches into the culture.

Partially developed a strategy that illustrates how you would address each of the eight (8) stages of change: anchoring new approaches into the culture.

Satisfactorily developed a strategy that illustrates how you would address each of the eight (8) stages of change: anchoring new approaches into the culture.

Thoroughly developed a strategy that illustrates how you would address each of the eight (8) stages of change: anchoring new approaches into the culture.

1. 4 References

Weight: 5%

No references provided.

Does not meet the required number of references; some or all references poor quality choices.

Meets number of required references; all references high quality choices.

Exceeds number of required references; all references high quality choices.

1. Clarity / Coherence in Presentation and writing mechanics

Weight: 5%

More than 6 errors present. Information is confusing and fails to include reasons and evidence that logically support ideas.

5-6 errors present. Information is partially clear with minimal reasons and evidence that logically support ideas.

3-4 errors present. Information is mostly clear and generally supported with reasons and evidence that logically support ideas.

0-2 errors present. Information is provided in a clear, coherent, and consistent manner with reasons and evidence that logically support ideas.

5/6/2019 https://blackboard.strayer.edu/bbcswebdav/institution/HRM/560/1158/Week6/Week 6 Assignment 3 Rubric.html

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1. Met formatting requirements, including one (1) page summary for presentation option.

Weight: 5%

Did not submit or incompletely met formatting requirements, including one (1) page summary for presentation option.

Partially met formatting requirements, including one (1) page summary for presentation option.

Satisfactorily met formatting requirements, including one (1) page summary for presentation option.

Thoroughly met formatting requirements, including one (1) page summary for presentation option.

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