Explain the importance of gap and needs analyses to the hiring process.

HR Presentation on Talent Management in a Changing Organization: Part 1

Note: This Assignment consists of three parts. You will complete and submit only Part 1 for this Assignment. Part 2 is due in Week 4 and Part is due in Week 5.

You are an HR analyst for XYZ Corporation, and you have been tasked with the assignment of helping a company through a period of organizational change. Your client, Thoreau Enterprises, recently acquired several other companies in its industry. The organization has gone from being a $1 billion entity to a $15 billion entity as a result of these acquisitions. Though Thoreau Enterprises purchased the others, it was actually the smallest entity of the entire grouping. After meeting with Thoreau Enterprises’ company leadership, your Director, Jacob Wickham, has compiled notes on three main areas that need to be addressed: talent management needs, compensation, and the role of HR to lead change for the new organization. Following is a list of specific concerns that Jacob noted during the initial meeting:

· There are a number of “legacy” employees whose roles in the new organization have changed drastically as a result of the acquisitions. Many employees are unclear whether their jobs are going to be considered redundant or if they are “safe” in the new organizational structure. Rumors are spreading that everyone’s jobs are up for grabs, employees will have to re-interview to keep their jobs, and the severance packages for anyone laid off may not be as great as people are hoping for. Morale is low in this period of uncertainty.

· HR leaders are aware of the need to hire to fill certain functions, and it has come to light that job descriptions do not exist for all levels in the organization.

· In the past, employees were typically hired because they were referred by existing staff. Therefore, contemporary recruiting and hiring methods have not been utilized at Thoreau Enterprises.

· Compensation strategies need to be aligned across the new organization.

· With the merger of so many companies, no cohesive corporate culture has been established, and there are major employee morale issues, as stated above. In fact, the leaders of the new Thoreau Enterprises are unsure of what their company culture should be and need guidance for how HR can help them to establish this and lead them through this period of uncertainty and change.

Your director, Jacob Wickham, has asked you to put together a presentation on talent management, compensation, and the role of HR in helping to manage organizational change. After speaking with the client, Jacob has compiled a list of items that he wants you to cover in this presentation, which should include a title slide, References slide, and speaker notes for each slide that Jacob can use to present your points to the leaders of Thoreau Enterprises.

To prepare for this Assignment:

· Review this week’s Learning Resources

· Read the scenario for this Assignment.

· Refer to the Academic Writing Expectations for 2000/3000-Level Courses as you compose your Assignment.

By Day 7

Submit Part 1 of your presentation, according to the following prompts.

Part 1: Talent Needs (11–17 slides)

· Explain the importance of job analyses and job descriptions to an organization. In your explanation, describe the components of (or steps to develop) an accurate, appropriate job description. (2–3 slides)

· Explain the importance of gap and needs analyses to the hiring process. Provide at least one specific example of their application in an organization. (2–3 slides)

· Choose at least one talent acquisition tool, method, or strategy that Thoreau Enterprises can incorporate, and provide a rationale for your selection. (1–2 slides)

· Choose at least one talent development tool, method, or strategy that Thoreau Enterprises can incorporate, and provide a rationale for your selection. (1–2 slides)

· Choose at least one retention tool, method, or strategy that Thoreau Enterprises can incorporate to retain employees and reduce turnover. Provide a rationale for your selection, including the benefits and potential risks to the organization. (3–4 slides)

· What particular costs associated with employee turnover should Thoreau Enterprises’ leadership consider when making decisions related to retention? Be sure to include financial and nonfinancial “costs” to the organization in your response. (2–3 slides)

Note: Your presentation should adhere to the template provided. It should consist of 11–17 slides, not including a title slide and References slide that includes properly formatted citations for a minimum of two scholarly sources to support the information you presented. You should also include detailed speaker notes to be used as a script for delivering the presentation. Use the Week 3 Assignment Template, provided in this week’s Learning Resources, to complete this Assignment.

How would you compare the human resource strategy in the article to the human resource strategy in your organization?

Wharton Human Resources Topic Reflection

Overview: For this task, you will write a reflection on a current issue in strategic human resources. To find your topic, use the University of Pennsylvania’s https://knowledge.wharton.upenn.edu website. Type “human resources” into the site’s search feature to find articles about issues that can be directly impacted by a human resources strategy (e.g., workforce training, company culture, etc.).

Prompt: Once you have read the article of your choice, write a reflective analysis in relation to an organization you work for or used to work for. Refer to the article How to Broaden Your Critical Thinking Skills (https://eds-a-ebscohost-com.ezproxy.snhu.edu/eds/detail/detail?vid=0&sid=f0759719-7058-40f6-8e45-47376d82c16f%40sessionmgr4006&bdata=JnNpdGU9ZWRzLWxpdmUmc2NvcGU9c2l0ZQ%3d%3d#AN=edsbig.A590168184&db=edsbig)

use critical thinking in your response to the following three questions:

  1. What area of human resource strategy is discussed in the article you chose, and how did the strategy address a human resource issue? Provide supporting details.
  2. How would you compare the human resource strategy in the article to the human resource strategy in your organization? Provide supporting details.
  3. If you were the human resource leader, what would you have done the same, and what would you have done differently? Explain your answers with a
    supporting rationale based on the course and curriculum content you’ve learned this far.

Guidelines for Submission: Your paper must be submitted as a 2- to 3-page Microsoft Word document (in addition to a cover page and references). Use double spacing, 12-point Times New Roman font, and one-inch margins. Along with the original article, reference at least one other source. Cite all sources in APA style.

Identify how organizations can determine the benefits and drawbacks of implemented programs and policies to improve performance.

Option #1: Employee Performance Needs

A critical aspect of a performance management system is to create an organization in which employees can maximize their potential. Often maximizing employee potential requires negotiating requirements and performance standards, outcomes, and measures for employees. This week, we focus on identifying employee performance issues or skills and competency gaps and how we can address employee performance needs, while making an impact on the organization’s strategy.

For this assignment:

1. Identify how to determine individual performance management needs.  When responding to this question, consider the role of performance reviews in identifying performance strengths, weaknesses, and areas for opportunities. Think about how performance reviews impact/influence performance management.

2. Often during an individual performance needs assessment, we identify performance issues, skills, or/and competencies that are not being met. Describe how organizations can improve knowledge, skills, and abilities through implementing training and development programs.

3. Identify how organizations can determine the benefits and drawbacks of implemented programs and policies to improve performance. Explain the role of metrics in assessing program quality.

4. Finally, explain the relationship between employee performance and organizational strategy.

Requirements:

· 5 PAGES

· 5 IN TEXT CITATIONS

· APA FORMAT

· TITLE AND REFERENCE PAGES

discuss the current status and future strategy.

Please read ALL directions below before starting your final assignment.

INSTRUCTIONS:

• Read the entire case study carefully (including exhibits A – D) and then respond to the seven Discussion Questions on page 6. Answer all questions and all parts of each question. • Develop each answer to the fullest extent possible, including citations from outside resources and course resources, where applicable, to support your arguments.  • Submit your assignment as a separate MS Word document in your assignments folder. Do not type your answers into the case study document.  • Include a Cover Page with Name, Date, and Title of Assignment. • Do not include the original question. Use the following format: Question 1, Question 2, etc.   • Each response should be written in complete sentences, double-spaced and spell-checked. Use 12-point Times New Roman font with 1-inch margins on all sides.  • Include page numbers according to APA formatting guidelines.  • Include citations in APA format at the end of each answer.

2.© 2008 SHRM. Rudolph Sanchez, Ph.D., and Mary Bielenberg-Sanchez

 

Jenna Richards is the senior human resource director for the tape storage division of Vully Technology Inc. (VTI). Jenna has been with the company since its inception. Last week, Jenna was part of an executive committee meeting in which overall cost reductions surfaced as an issue. One likely option that was explored was to significantly reduce human capital costs. If adopted, this would be the second reduction in human capital to occur in Jenna’s unit in the past three years. Jenna knows that it is important to balance business efficiency considerations with compassion for employees who may lose their jobs after many years with VTI. Additionally, Jenna is concerned about the long-term success of the organization and the morale and performance of the employees who remain in the event of a reduction in force (RIF). She knows that the road ahead will be rough and that it will be her responsibility to ensure that the organization navigates that road with care in order to maintain profitability.

Vulley Technology Inc. History VTI, headquartered in San Jose, CA, was established in 1992 during the dot-com boom. It competes in the computer storage industry, specifically offering a tape drive portfolio of products which provides backup and recovery capabilities to organizations. Most recently, VTI introduced a network attached product: a server dedicated to file sharing only. VTI went public in 1998. It is publicly traded on the NASDAQ under the ticker symbol VTI. Over the past 10 years, the stock price has increased in value from $10.25 to $45.33. This year, the stock price started at $35.06; hit a low of $28.13 in February; and hit its all-time high of $45.33 in June.

When it went public, VTI had a workforce of 100 employees. Today, VTI has a global workforce of approximately 6,500 regular employees and 1,500 contingent workers. The company’s culture has historically been very employee-friendly. For example, even though private pension plans have all but become extinct, VTI provides a pension plan. This defined benefit retirement plan was established to provide a strong base for building retirement security for VTI employees. Benefits under this plan had been funded 100 percent by VTI with no contribution made by the employee. This practice stopped for incoming employees in 2005 and was replaced by an increased percentage match for the existing 401(k) plan, a voluntary program and valuable savings source for employees’ future financial needs. Bob Cuellar, VTI’s CEO, consistently tells employees, shareholders, and the press that “VTI is successful only because we have the most talented, well-trained, and rewarded employees in the industry.” Due to its treatment of employees, VTI has been able to avoid the unionization of its workforce. However, because of the uncertain climate in the high-tech industry and a recent RIF, talk of unionization has arisen in the past two years.

VTI’s workforce had grown significantly since 1998 but has only remained steady over the past year. Fortunately, the organizational culture is such that VTI leaders have been able to re-skill and shift resources to cover “hot” and future projects, rather than reducing headcount through a formal RIF. Eighteen months ago, however, the first RIF in VTI history occurred. In that RIF, the tape storage division lost 79 employees, primarily through early retirement incentives. The tape storage division currently has approximately 700 employees. The employees are scattered throughout the United States, including three recently acquired sites in Northern California; Durham, North Carolina; and Houston, Texas. A partial organization chart is provided in Exhibit A.

Current Financial/Market Pressure While the storage industry is a growing market, VTI did not shift their product mix appropriately to adjust to the decline of “classic” products. VTI lost revenue and market share over the past three quarters due to fierce competition, inappropriate product mix/focus and misaligned sales force incentives. Sales in the European region are down 25 percent.

Disappointing third-quarter results have just been reported, and the executive team held a three-day offsite meeting to discuss the current status and future strategy. To regain market share, management believes that the product mix must shift, which could include a shift in human capital expertise. However, skill sets from tape drives to attached storage are not easily transferable; management is appropriately nervous that to turn VTI’s market position around in a reasonable timeframe, they may have to implement a RIF.

 

© 2008 SHRM. Rudolph Sanchez, Ph.D., and Mary Bielenberg-Sanchez 3

 

A Difficult Reality The executive team has determined that the tape storage unit must reduce human capital costs by approximately $20 million per year. This cost savings figure was derived by calculating the annual salary of an employee plus 30 percent of that salary, which is an estimate of the organizational contribution to the employee’s benefits and other employee costs (e.g., training). With an average salary of $128,000 in the unit, the $20 million target is equivalent to 120 employees.

Human Capital Cost Savings Strategies Jenna, the finance department, and other members of the executive team are charged with exploring a reduction in human capital expenditures. Given Jenna’s HR expertise, she encourages the team to consider a number of different strategies to reach the budget target while avoiding an involuntary RIF. Each of these strategies includes anticipated savings based on the previous RIF.

Early Retirement Jenna believes that offering early retirement packages is one of the best ways to reduce costs and still produce a favorable outcome for employees. Generally, this involves offering attractive incentives for employees to leave the organization. Eligible employees (based on a combination of the number of years of service at VTI and age) receive one week of severance pay for each year of service and other benefits. For example, an employee whose combination of years of service (with a minimum of 15 years of service) plus age equaled 53 or higher is eligible to take early retirement, with a minimum of six months’ severance and maximum of 12 months’ severance. In addition, VTI would pay 100 percent of health care benefits for five years. In the short term, this is an expensive strategy; it takes three early retirements to equal one involuntary reduction in force. Further, because this approach was used in the previous cost reduction initiative, the unit is in danger of losing too many of its senior employees and the organizational knowledge they possess. Today, 105 (15 percent) of the employees in the tape storage unit are eligible for early retirement.

Voluntary Leave of Absence (VLOA) VLOA is another voluntary cost reduction strategy in which employees agree to leave VTI for a specified period of time, usually between six months and one year. After that time, employees are eligible to return to the company. This is a short-term strategy. In the previous initiative, very few employees requested a VLOA.

Redeployment It is possible that employees in the tape storage unit can be redeployed to other VTI units. This would result in a cost savings to the unit and at the same time, retain organizational knowledge, since employees would remain with VTI.

Redeployed employees are immediately taken off the tape storage unit books with no severance package, making this option the most cost-efficient means of meeting the targeted reduction.

Standardized Unit-level Cuts One simple approach to a cost saving initiative is to have each manager in the unit reduce costs by 20 percent. This would leave the decision and administrative process for implementation to each manager’s discretion.

Reduction in Force Jenna finds the involuntary RIF the least attractive option. Not only has VTI attempted to avoid RIFs in the past, this option requires making difficult decisions and delivering difficult messages. Based on the size of the cost reductions necessary, however, it appears that an involuntary RIF will be necessary.

Jan considers three general strategies:

 

4 © 2008 SHRM. Rudolph Sanchez, Ph.D., and Mary Bielenberg-Sanchez

 

• Layoff. This is the most commonly used approach in a RIF. In this scenario, the number of employees needed to reach the cost savings target are identified and released from the organization.

• Projects. Rather than using the individual employee as the unit to measure human capital cost, Jenna may use projects as the unit. For example, rather than identifying 15 people from around the unit to reduce costs by $1 million, Jenna may find a project(s) with associated employees to save $1 million.

• Sites. Similar to reducing costs by eliminating projects, Jenna could close sites in the U.S. In the tape storage unit, possible sites include a 15-person unit in Northern California; a 10-person unit in Durham, North Carolina; and a 20-person unit in Houston, Texas. While an attractive option, all of these sites were acquired within the past two years because of the talent or technology they possessed.

Who Should Stay and Who Should Go With the agonizing decision to actually initiate a layoff, Jenna considers a variety of criteria to determine who to lay off to reach the cost reduction target. She realizes that determining the selection criteria is one of the single most important things to consider. Jenna also realizes that the methodology and decisions should be legally defensible to minimize the potential for litigation. Jenna needs to consider protected classes, including those over 40 years of age and ethnicity, and ensure that these classes are not adversely impacted by the RIF. Just as with any employment decision, RIFs must be made with the appropriate laws and guidelines in mind.    • Performance. One factor to consider is overall job performance. Consider retaining those that exceed job expectations against goals and possess good leadership skills; have a flexible skillset; and are adaptable to change.

• Time in Job. Jan realizes that in many organizations, especially unionized companies, seniority is a significant factor in determining whom to lay off. Despite the non-union environment, during the last RIF, the “fairness” of laying off more senior employees who had been “loyal” to the company was questioned.

• Salary. From a financial standpoint, eliminating higher-paid employees will likely result in fewer total jobs lost. Jan may consider using job salaries as one of the criteria for the layoff. These criteria should include looking at where employees are paid by job and consider cutting those with higher salaries (e.g., over midpoint in the salary band).

• Skillset Needed Going Forward. Based on the overall strategy and product roadmap, Jan should consider what skillsets (technical and non-technical) the unit will need going forward to achieve both business and financial goals.

• Project Position Eliminated. Jan might also take into consideration what work the division will no longer be doing and whether specific projects (e.g., terabyte tape project) or positions (e.g., program management of the next tape storage release) could be eliminated.

• Temporary Headcount. Another initially attractive option is to consider eliminating the 150 temporary employees in the tape storage unit. Unfortunately, Jan knows that in virtually all cases, the temporary employees were hired to address critical skill gaps that existed in the regular employee base.

Realizing that a layoff is a likely option, Jenna drafts a timeline and two communication messages. Exhibit B presents the planning and communication timeline. The draft Notification Letter to affected employees (Exhibit C) and the draft e-mail message to all VTI tape storage employees (Exhibit D) are also provided.

 

© 2008 SHRM. Rudolph Sanchez, Ph.D., and Mary Bielenberg-Sanchez 5

 

The Decision-making Process After managers in the tape storage unit agreed on the set of criteria, each manager reviewed all direct reports and generated a list of possible employees to lay off. A brief explanation of why each individual was selected was provided. The leadership team of the tape storage unit made the final determination of which specific employees would be laid off. This list was subject to a legal review prior to implementation.

The Notification Process The process to notify affected employees was reasonably effective during the previous layoff. Regardless of the number of employees subject to layoff, VTI decided to adhere to the guidelines outlined in the WARN Act, even though it was not legally required to do so. Based on the previous experience, Jenna prepared two documents to assist in the notification process. Since affected employees’ immediate supervisors were the individuals notifying those employees in person, Jan developed an outline of points for them to cover and a notification letter to be delivered during the meetings.

The Survivors After the actual layoff, Jenna knows that it is important to help the organization, especially the tape storage unit, return to normalcy and productivity. To help re-engage the staff, it is critical that the management team be visible and available to both those affected by the RIF and those who survived. Organizational leaders must be available to answer questions, discuss the future, honor the past, and, in general, be available for employees who just want to talk about what happened or their personal situation. Using a model such as William Bridges’ “Managing Transitions—Making the Most of Change” (2003), where you say goodbye to the ‘known’, shift into a neutral state and then move forward, is vital to the success of this type of transition.

Discussion Questions It is obvious that Jan has a lot of work to do. Please develop responses to the following questions:

1. What would you recommend as the best mix of cost reduction strategies (e.g., reduction in force, redeployment, early retirement)? What are the strengths and weaknesses of each of the strategies listed? Can you think of any additional strategies? Do you agree that a reduction in force is the best approach?  Why or why not? 2. Assume that Jenna will need to orchestrate a layoff as part of the cost savings solution. Evaluate the different criteria options proposed to select the employees to lay off (e.g., performance, time in job, salary, skillset needed going forward, project position eliminated, and temporary headcount). What are the advantages of each option? What are the risks of each option? Are there other criteria that can be used? If you were Jenna, which criteria would you be inclined to use and why?  3. Assume performance is used as one of the selection criteria. Discuss in detail the specific performance data Jenna will need to obtain and how she will access it.  4. What steps should Jenna take to minimize the risk of wrongful terminations? What legal issues should be considered?

© 2008 SHRM. Rudolph Sanchez, Ph.D., and Mary Bielenberg-Sanchez

5. What is your assessment of the two draft communications provided (the letter to affected employees and the e-mail to all employees)? Is there anything you would change? If so, what? 6. How can Jenna address negative morale within the department, increase employee motivation and engagement, and mitigate any retention issues?  7. How can Jenna continue to ensure high performance among remaining team members?  How can she proactively mitigate performance issues?

© 2008 SHRM. Rudolph Sanchez, Ph.D., and Mary Bielenberg -Sanchez

 

Exhibit A Below is a portion of the VTI organization chart. As indicated in the main case document, R&D directors and R&D project manager units are not all located in one facility.

© 2008 SHRM. Rudolph Sanchez, Ph.D., and Mary Bielenberg-Sanchez

 

Exhibit B Planning/Communication Timeline

Finalize Impact to Business        Example: 1/14/xx Company executives work with finance and HR to finalize the effect to the technical roadmap and how that will affect product schedules, human capital, etc. (two months before notification date).

Define Selection Criteria         Example: 1/28/xx Management works with HR to finalize selection criteria and begin identifying individuals or projects based on key strategic business decisions (six weeks before notification date).

Finalize Selection          Example: 2/11/xx Finalize selection of affected employees and get legal approval on selections (one month before notification).

Prepare Notification Packets        Example: 3/3/xx Prepare notification packets for employees (one week before notification date).

Notification Date           Example: 3/10/xx Immediate managers notify all selected employees for RIF in person; the notification letter and other RIF materials (e.g., severance details, timeline for exiting the tape storage division) are provided to all affected employees; all managers in the tape storage unit as appropriate are notified of the reduction in force happening on-site that day.

Post Notification          Example: 3/10/xx + Inform customers, key stakeholders and partners as appropriate.

Exhibit C

Notification Letter

[Date] [Employee Name]

Dear [Employee Name]:

We are sorry to inform you that due to ongoing budgetary constraints and continuous efforts to remain competitive, your job has been affected, effective today, [date].

Beginning today, you will be placed in the Vulley Technology Inc. (VTI) Working Notice Period, a program under the VTI Reduction in Force Plan, for a period of three weeks, during which you will continue to report to work.

If, at the conclusion of the working notice period, you have not secured another position at VTI, you will be released into the PostWorking Notice Period program for a period of six weeks.  You will continue to receive pay and benefits but will not be required to report to work during this time.

 

© 2008 SHRM. Rudolph Sanchez, Ph.D., and Mary Bielenberg-Sanchez 9

 

The information given to you in this packet is consistent with the requirements of the Federal Worker Adjustment and Retraining Notification (WARN) Act, and the planned action is permanent.

Your contribution to the tape storage unit at VTI has been invaluable. Your loyalty has been very much appreciated and you will be missed. We have hired a career transition firm to meet with all employees subject to the layoff. They will provide assistance with your job search, including conducting workshops to enhance your résumé, interviewing and job search skills. Please see the enclosed schedule for further details.

In the event that you do not secure another position at VTI, we will offer you a severance package at the end of your six-week postworking notice period that we hope will make your transition to new employment less difficult. The severance package consists of one week of pay for every year of service, with a minimum of two months’ severance and a maximum of six months’ severance.

Thank you again for your hard work in the tape storage unit. We wish you the best in your future endeavors.

Very truly yours,

Bob Cuellar CEO

Exhibit D

E-mail Message to All Tape Storage Employees on Notification Date

To All Tape Storage Employees,  In order to remain competitive and to ensure a solid cost structure for next year, we have had to make adjustments to our product roadmap which has resulted in a Reduction in Force. Today we are announcing a reduction of [number] employees. This was a very difficult decision for VTI, and especially for the executives in the tape storage unit. As you know, we truly value all our employees. It is also very difficult for the individuals whose jobs are affected. Human Resources will be working with those affected employees to get as many as possible redeployed to other positions at VTI.

I know everyone is working very hard across the organization to deliver on our product roadmap commitments and we thank you.  It remains important to stay focused on those deliverables so we can capitalize on our strong product roadmap into next year.

For a complete list of affected employees, please contact your immediate manager.

Regards,

Stacey York Vice President Tape Storage Unit

Identify specific biological, psychological and sociological influences that shaped the individual’s experience.

Throughout the HSBE I and II courses, you have explored the biological, psychological, and sociological aspects of different phases of the human life span. You have explored life-span development theories that help to explain human behavior. You also have considered how the social environment influences individuals and their behavior.

Gathering facts about a client’s life span through the interview process is an important social work skill. This week, you practice this skill by interviewing an older adult using the questions in the Life Span Interview document available in this week’s resources. For this week’s Assignment you transform your interview notes into a narrative—that is, a life story—of the older adult ­you interviewed. You interweave within this narrative an analysis of the life story by applying person and the environment concepts to your understanding and interpretation of that story.

Submit a 3- to 5-page paper in which you provide a narrative analysis of the Life Span Interview you completed. The paper should:

  • Provide a chronological history of the individual’s major life experiences.
    • Identify specific biological, psychological and sociological influences that shaped the individual’s experience.
  • Analyze the individual’s experiences by applying theory and concepts learned throughout both HBSE courses.
  • Provide your reflection of the experience, both in interviewing the individual and analyzing their narrative.
  • Explain what you learned and how you will apply this to future social work practice.

Support your Assignment with specific references to the resources. Be sure to provide full APA citations for your references.

Explain whether solution-focused or cognitive behavioral therapy would be more effective

Explain whether solution-focused or cognitive behavioral therapy would be more effective

 The Assignment:

Select two clients you observed or counseled this week during a family therapy session. Note: The two clients you select must have attended the same family session. Do not select the same family you selected for Week 2.

Then, address in your Practicum Journal the following:

  • Using the Group Therapy Progress Note in this week’s Learning Resources, document the family session.
  • Describe each client (without violating HIPAA regulations) and identify any pertinent history or medical information, including prescribed medications.
  • Using the DSM-5, explain and justify your diagnosis for each client.
  • Explain whether solution-focused or cognitive behavioral therapy would be more effective with this family. Include expected outcomes based on these therapeutic approaches.
  • Explain any legal and/or ethical implications related to counseling each client.
  • Support your approach with evidence-based literature in APA Format and proper citation, support with at least three references no more than five years old. Include introduction and conclusion.

Identify Exercise For Critical Thinking

  1. Think back on an important conversation you had recently in which you wanted to achieve a particular result. (Examples:-asking your employer to change your work schedule;- explaining to a friend how to change the oil and filter in a car; -attempting to talk your spouse or partner into buying the computer you like rather than the one he or she prefers.) Work up a brief analysis of the conversation. PLEASE  SELECT ONE OF THESE EXAMPLE AND DEVELOP THE HOMEWORK.
  2. In your analysis, explain the following: (1) your purpose in the conversation and the message strategy you chose to achieve your purpose; (2) the communication channels used during the conversation and how they affected the outcome; (3) the interference—internal or external—you encountered during the conversation; (4) the steps you took to adjust to feedback; (5) the strategic changes you would make in preparing for and carrying out the conversation if you had it to do over again.
  3. Divide a sheet of paper into two columns. Label one column “Characteristics of an Effective Public Speaker.” Label the other column “Characteristics of an Ineffective Public Speaker.” In the columns, list and briefly explain what you believe to be the five most important characteristics of effective and ineffective speakers. Be prepared to discuss your ideas in class.
  4. Based on the lists you developed for Exercise 2, candidly evaluate your own strengths and weaknesses as a speaker. Identify the three primary aspects of speech-making you most want to improve.

PLEASE answer each question by separated .

PLEASE I need that you use this reference for this homework.

Reference

Lucas, S. (2020, May 8). The Art of Public Speaking. New York, NY, United States of America.

Professional Organizational Meeting Agendas

ASSIGNMENT #1

Civic Meeting:

Attend the meeting of a Government body at the local, state, regional or national level. This may be a city council, county commission, state or national legislature meeting. Submit a formal report on the proceedings to include the observations of the meeting and possible impacts on the health of the associated community.

Students may also attend such meetings virtually. Access your community’s online archives to see if they have recorded meetings that you may watch. Meetings may be no older than 90 days. The URL must be included in the written report. Meetings may be local, state or national.

_____________________________________________________________

ASSIGNMENT #2

Professional Organizational Meeting:

Attend the meeting of a professional nursing organization such as a chapter meeting of Sigma Theta Tau, AACN, ENA, AWHON, FNA or FONE. Students may also attend open meetings of a nurse practice council within their organization of employment so long as they are not a member of that council. Unit level staff meetings or in-services are not acceptable for this assignment.

Given the nationwide efforts to socially distance, review of online Webinars offered by Professional Nursing Organizations will be acceptable during the Summer 2020 semester.  Follow the same processes of documenting such recorded, on-demand sessions as is instructed in the Civic Meeting assignment by including the URL in your report. The address must work and not require a paid membership to view. Business type meetings are preferred, but it is understood that these are rarely delivered to the general public. As such, general educational/informational sessions will be accepted.

Submit a formal report on the proceedings. The report must include the observations of the meeting and possible impacts on the community the organization may or may not have. Students may also attend such meetings virtually. If a virtual meeting is attended, it may be no older than 90 days. The report must include a working URL.

Discuss the pros and cons of whistle-blowing

Discuss the pros and cons of whistle-blowing

Please answer the following Discussion Question.  Please be certain to answer the three questions on this week DQ and to provide a well-developed and complete answer to receive credit.  Also, please ensure to have read the assigned chapters for the current week.

Case Study, Chapter 16, Whistle-Blowing in Nursing

A student nurse asks a faculty member to explain whistle-blowing. The student nurse wants to know the work conditions that would have to be met before whistle-blowing occurs, as well as situations in which whistle-blowing is clearly indicated. The faculty member reviews key concepts with all members of the class.

1. Being a whistle-blower takes great courage and self-conviction because it requires the whistle-blower to avoid groupthink. Analyze how groupthink affects the process of whistle-blowing.

2. Discuss the pros and cons of whistle-blowing.

3. What are the key guidelines for blowing the whistle?

Discuss the importance of the competence of social workers.

The NASW Code of Ethics provides social workers with guidelines and standards for interacting with clients, colleagues, communities, and society, as a whole. These standards govern interactions and professional behavior of social work practitioners. The NASW has also developed specific standards, which are published in the NASW Standards for Social Work Practice With Clients With Substance Use Disorders. These standards emphasize the importance of the competence of social workers. The standards indicate that social workers should be knowledgeable of evidence-based interventions for substance disorders. The confidentiality standard becomes essential as social workers must be informed and comply with federal, state, and local laws about substance use, as well as third-party payee regulations.

For this Discussion, review this week’s resources, including the case Working with Clients with Dual Diagnosis: The Case of Joe, and consider how social policies affect Joe’s circumstances as described in the case study. Then, think about any gaps in service you found in Joe’s case. Finally, reflect on how you might address these gaps or make changes to the policies that affect Joe.

Post an explanation of how drug policies affect Joe’s circumstances, as described in the case study. Then, explain any gaps in service you found in Joe’s case as a result of the drug policies described in the case study. Finally, describe a strategy you might use to address these gaps or make changes to the policies that affect Joe.

Support your post with specific references to the resources. Be sure to provide full APA citations for your references.

Plummer, S.-B., Makris, S., & Brocken, S. M. (Eds.). (2014). Social work case studies: Foundation year. Baltimore: MD: Laureate International Universities Publishing. [Vital Source e-reader].

  • “Working with Clients with Dual Diagnosis: The Case of Joe” (pp. 77–78)