Learning Goal: I’m working on a population health project and need the explanation and answer to help me learn. Explain the complexity of the health workforce as highly educated knowledge workers. Discuss how these characteristics might this dynamic lead to conflict and failures in communication and how leaders successfully motivate the workforce, build interdisciplinary teams, […]
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We can work on Developing the workforce
Should all organizations be committed to developing the workforce, including employees and managerial talent? Discuss the need for organization development practitioners to separate themselves from client engagements and evaluate the results of their efforts. Share on Facebook Tweet Follow us Sample Answer Full Answer Section This question has been answered. Get Answer
We can work on HR Metrics and Workforce Analytics
Watch the video “The Power of HR Metrics: Growth, Performance, Sustainment Links to an external site.” (3m 35s) on the importance of metrics. https://www.youtube.com/watch?v=nJRHRxa6O7sReview the Case Study: Regional Hospital on page 420 of the textbook. Based on the video, your readings this week, and the case study, please respond to the following questions: Do you […]
We can work on Workforce Planning
How should you address a labor shortage or a labor surplus?When should you require current employees to work overtime as opposed to hiring additional full-time staff?When should you outsource work rather than hire new employees?How might you use gig workers instead of full-time employees?What can you do to minimize the negative effects of downsizing? Sample […]
We can work on Outlining a plan to develop a strategy for optimizing your organization’s workforce
ScenarioAssume the role of the chief operations strategist for a multi-specialty health care organization. You have determined that the organization could benefit from creating a workforce management strategy for the purpose of optimizing staffing levels. With worsening staffing shortages in critical areas such as nursing and primary care physicians, there is a concern that staffing […]
We can work on Agency’s Law and Ethics of Hiring a Diverse Workforce
Instructions Write a 4–6 page paper, titled “Agency’s Law and Ethics of Hiring a Diverse Workforce,” in which you: Analyze at least two laws or two court decisions that have implications for the agency’s personnel management (title this section “Laws Affecting the Agency”).Evaluate the agency’s approach to LGBTQ issues, highlighting the strengths and weaknesses (title […]
We can work on Leading and Motivating a Multicultural Workforce
Describe a specific reward that motivates you. How does that type of reward appeal to your values as a member of an individualist society? Would this reward be as effective at motivating workers in a collectivist culture? Why or why not? Week 2 Choose one of the following leadership functions and contrast how these functions […]
We can work on Is this a good or bad thing? What are the benefits of a multi-generational workforce? What are the challenges?
workplace Solutions Consulting LLC is a consulting company that helps organizations increase performance through workforce enhancement. You are a consultant for WSC and have been assigned to a project involving a large technology company, Informational Systems Inc. The company is considering some organizational changes in order to better respond to rapid changes in the business […]
We can work on U.S. Nursing Workforce
Refer to this data on the U.S. Nursing Workforce: Trends in Supply and Education, Section 1 the Registered Nurse and Licensed Practical Nurse Workforce from the Department of Health and Human Services. 1. What percentage of states has fewer than 900 registered nurses per 100,000 in population? Does the collection of states represented by this […]
We can work on Week 4 Benchmark AssignmentMulti-Generational Workforce
Imagine that you manage a department in a health care organization of your choosing. The organization recently merged with another, layoffs occurred, and departments are now being consolidated. Your department now has employees whose ages span four generations, three different cultural groups are represented, and conflict is brewing between them. The conflict is affecting performance, […]
We can work on Healthcare Plans and Funding/Nursing Ethics and Workforce Advocacy
Directions: Choose 1 question in each grouping for a total of 2 questions to answer for your midterm examination. Respond to the questions using the key guiding questions as guidance for the direction of the question. You may use any notes and readings that you have to develop your response or additional materials you may […]
We can work on The Effective Workforce in Face of a Crisis
â Is Remote working the right option? Can the bank use this crisis as a kick starter for more effective work practices? â How can digitalization support the banks to be resilient in face of a similar crisis? â What are the challenges that course face the employee or the company in managing remote working […]
Organizational Development Workforce Planning, and Succession Planning
Discussion: Organizational Development, Workforce Planning, and Succession Planning. Organizational development is focused on improving the efficiency and effectiveness of a workplace. As part of this process, strategic planning professionals often work with leadership teams to develop strategies for short-term and long-term organizational development, including workforce planning and succession planning. This helps ensure that health care […]
Post-Acute Care Services
Post-Acute Care Services. Scenario 1: Park Post-Acute Care Services has been providing quality nursing home and home health services for 70 years in rural Texas. It is a family-owned business that has been passed down through the generations to family members eager to provide service to citizens in the community. About three years ago, the […]
Overcoming International Talent Acquisition And Workforce Development Challenges
Overcoming International Talent Acquisition And Workforce Development Challenges PLEASE BE IN APA FORMAT REFERENCES 1-2 PAGES ONLY Option #2: Strategy 1: Overcoming International Talent Acquisition and Workforce Development Challenges For the Module 1 Milestone, create an overall strategy for capitalizing on talent acquisition opportunities and addressing challenges with talent acquisition. Provide context for your strategy […]
We can work on Organizational Behavior Name Institution Tutor Date MEMO To: All employee From: Social Services Department Date: Subject: Teamwork at the Workplace After careful deliberation, the organization management has determined it is necessary to embrace teamwork among the employees. Working together will enhance morale, solve problems, be supportive of each other, enhance creativity, and bring new ideas to the organization. This will go all the way to increasing performance and job satisfaction among the employees. To achieve effective teamwork, there is a need to have a shared purpose. The shared purpose will increase motivation and performance. Therefore the management will put in place the following techniques to achieve team effectiveness; 1. Effective communication 2. Effective conflict management 3. Set the organizational shared purpose 4. Change management To enhance the success of the above strategies, the management will cultivate the culture of effective feedback and encourage team norms for behavior change among the employees. The suggested norms for the teamwork will be effective communication and empathy. The norms will be made explicit by developing the team charter. Team chatter will clarify more on the purpose of the teams and set forth the expected behavior. Please understand that the management is taking these steps to enhance organization performance, job satisfaction among employees, and create incentives for the employees. Thank you for your cooperation, should you have any question, channel it to the social services offices. Part two To From Date Subject: Communication process Dear all, Am glad to share several aspects of effective communication that are essential in public organizations. Some of the aspects I would like to share are communication process, possible threat to the communication process, communication networks, and internal communication. The communication process has four key elements. They include sender, encoding, channel, and decoding. The sender is the source of information; the information might consist of both verbal and nonverbal messages. Encoding is transforming the information to signals for it to be sent via a communication channel. The channel is the medium of information transfer to the recipient, while decoding is the process where the recipient translates the information that is either seen or heard to a concrete meaning that can be internalized. The receiver is the person whom the information was directed to. There are various threats to the communication process. Noise, uncomfortable communication, language barrier, and less active listening are major threats that can affect the communication process. However, a good communication network can solve them. There is three common communication network for an organization. Communication networks play a crucial role in providing information on job opportunities for job applicants. The wheel network illustrates the centralized communication. The communication flow is from one person. The circle communication network is a communication flow from one person to two or three other recipients who are next to them. The star network allows decentralized communication flow among all recipients, while the chain network provides communication flow to all recipients who are at the end of the chain. Lastly, the Y-network is a communication flow among two recipients who are at the center of the network. Regardless of the communication network used in an organization, the communication flow is important to managers as they are supposed to create a positive impression on various stakeholders in the organization. This should be done to reduce the negative effects of poor internal communication Internal communication in an organization involves the communication flow between individuals or groups of people at a different level. The aim of internal communication is to communicate information on design, implementation of designs, and to coordinate the daily activities in the organization. It is vital in business performance since it enhances information sharing on the organization vision, and also it enables the employees to cope with changes that occur in the organization. Therefore poor internal communication has negative impacts on the organization. Some of the effects are poor morale, lower employee performance and productivity, low organization performance, and high employee turnover. Best regards Part three Conflicts and performance In several organizations, conflicts are common occurrences. Often, people in an organization can block the action or decision of another person. According to the study done in the US, employees spent at least 2.1 hours in every week on conflicts. The authors of consulting psychologist found out that conflicts had a huge financial impact on an organization as they, in most cases, disrupted the smooth flow of activities. However, according to organizational behavior research, conflicts can have both positive and negative impacts on the performance of an organization. Functional conflicts align the organizational goals and improve their performance while the dysfunctional conflicts that hurt the workplace relationship, thus affecting the performance. If an organization has low conflict cases, indifferences and lack of discussions on important issues might be the reasons, thus hampering the performance, this is contrary to conflicts that are aligned to the objectives and are less personal. They boost performance. Therefore, conflicts are not all that bad. Performance of an organization can begin to suffer only if the conflicts are too much and begin to be disruptive. Third-party interventions Often leaders are expected to intervene to solve conflicts among the workforce. They are expected to understand individual employee grievances, identify their needs, understand the source of conflict, and give an equal chance to all involved in the conflict to express their feeling about the issue in question. There are several approaches that can be used by leaders to resolve conflicts. Involving a neutral third party can restore a damaged relationship and bring reconciliation through mediation. Mediation is effective as it enhances fairness and satisfaction to both parties. It improves relationships, performance, and workforce morale and reduces the stress among the employees. Therefore leaders should use mediators to solve conflicts as they help the parties reach a consensus through participation, reparation, forgiveness, and reintegration, unlike other conflict resolution techniques. Cross-cultural conflict resolution In situations where there are cultural differences, conflict resolution techniques also differ. Different culture and norms can mold an individual’s personality to either love harmony over discord, be more competitive or even individualistic, be facts oriented, or use emotion appeals for persuasions. The leaders are expected to consider the effect of both local and national cultures on an individual, in terms of their perception about the conflict and how to solve them. They are expected to adapt to changes and always adjust the conflict styles when needed to. Both private and public sector is governed and defined by different organizational cultures. Hence cross-cultural conflict resolution techniques are used. Therefore, leaders should incorporate several skills in resolving cross cultural conflicts. Some of the skills include good listening skills, sensitive to individual needs, be participative, compassionate, and be a mentor, and avoid competition. Bargaining in conflict resolution Often bargaining in conflict resolution begins with building relationships. Creating a good rapport with a partner reduces the chances of the other party getting angry during negotiations. There are two types of bargaining in conflict resolution, distributive and integrative bargaining. Distributive bargaining involves the win-lose strategy while the integrative win-win strategy. Both the approaches are efficient as they enhance economic outcomes and emotional integration among the employees. Also, the techniques are efficient in the public sector as they create mutual relationship among the employees. They can be used in both big and small ways and bring appealing results.
Organizational Behavior Name Institution Tutor Date MEMO To: All employee From: Social Services Department Date: Subject: Teamwork at the Workplace After careful deliberation, the organization management has determined it is necessary to embrace teamwork among the employees. Working together will enhance morale, solve problems, be supportive of each other, enhance creativity, and bring new […]
We can work on Organizational Behavior
Organizational Behavior Student’s Name Institution Date Organizational Behavior Part One: Selecting Applicants The organization’s flagship executive fellows program seeks to hire 10 participants for the year to implement the organization’s objectives in various programs. The hiring and selection process needs to be a fair process considering the participants selected are more than willing to engage […]
Société de transport de Montréal’s Staffing and Workforce Planning Division Case Study
Société de transport de Montréal’s Staffing and Workforce Planning Division Case Study Access and purchase the Case Study, Measuring the Results of the HR Function: The Case Study of the Société de transport de Montréal’s Staffing and Workforce Planning Division. Using this business case study, you will explore how to diagnose organizational issues and to […]
We can work on The Walt Disney Company and Pixar, Inc.: To Acquire or Not to Acquire Student’s Name Institutional Affiliation The Walt Disney Company and Pixar, Inc.: To Acquire or Not to Acquire Part 1 Walt Disney Company has experienced various strategic issues. One of the issues is that the company has lost a significant percentage of its subscribers in the “Entertainment and Sports Programming Network (ESPN).” Currently, the company’s ESPN has few consumers compared to previous years. The primary reason why consumers have shifted from ESPN is the emergence of less expensive internet platforms (Alcacer et al., 2019). Before, customers watched sports with Disney, but currently, they can watch video sports using cheaper internet platforms. Over the years, the market position of Walt Disney had been high. The high market position was obtained through the company’s appeal to customers by charging low prices. People, especially young adults, prefer watching sports and as a result, they invest most of their time in viewing sports, which means that they cannot pay higher prices for internet platforms that provide sports videos. The causes of issues faced by the company include resources and market factors. Company resources include both physical and human resources. Human resources consist of brand names and intellectual capital, while physical resources include distribution networks and plants (Dyer et al., 2019). In this case, although Disney Company has advanced technologically, its “ESPN” brand name has caused customers leave the platform because of the increased charges. Regarding market factors, Alcacer et al. (2019) affirm that, ESPN has caused Walt Disney Company to experienced intense competition from its rivals. The company primarily deals with entertainment, which focuses on the tastes and preferences of consumers. The fierce competition has caused a reduction in the company’s revenue. Besides, the management of the company does not aim at the deliberate approaches of meeting consumer demands. Consequently, the company has been criticized whenever it releases new sports videos in the market. Walt Disney has not been able to attract new consumers and, therefore, it has been a challenge for the company to enhance an excellent market position by concentrating on the customer’s preferences and tastes. Walt Disney Company can address strategic issues by realizing the best action. For instance, analyzing the company’s value chain will help in achieving its operational goals and strategy. Although the company lost its ESPN platform, it can create synergies by customizing and combining resources with another company. For instance, if Disney acquires Pixar, the independency or resource combination will enable Disney Firm to increase its profits. Moreover, the company can change its operations to sustain quality and decrease prices. Lowering prices and sustaining the quality of services offered will help in maintaining the current consumers, and restore the customers lost by the company to its rivals. Furthermore, the company can focus on dealing with educative and motivational films, because customers do not criticize educative products and will remain attentive to educational films concerned with their social and business lives. Part 2 Should Disney Pursue the Acquisition of Pixar? Dyer et al. (2019) speculate that, companies perceive alliances and acquisitions as strategies that spur growth. However, alliances and acquisitions strategies have unique disadvantages and advantages. Companies that ignore the differences, risk in purchasing firms they should have allied, or allying enterprises they should have bought. For that reason, it is imperative for a company to acknowledge when to use the ally and acquire strategies. For instance, if a company desires to generate collaborations by integrating its efforts and another firm’s efforts, it should ally with the firm. However, if the said company seeks to combine production plants to acquire synergies, the company should purchase the firm to regulate economies of scale. .For example, Disney Company requires physical resources such as animation. Animation is essential to the corporate strategy of Disney Company, since the characters from Disney’s animated films increase company sales. In 2012, the aggregate revenue of Disney Company was composed of human and physical resources such as resorts, parks, internet, consumer products, studio entertainment, and media networks (Dyer et al., 2019). Therefore, revenue will increase highly if Disney acquires Pixar. Although Disney Company will experience a financial risk amounting to $7.4 billion, the amount is not small for the company. Also, the acquisition will result in overlapping and overstaffing of businesses and sectors. For example, the businesses and sectors of Pixar Company are similar to those of Disney, which could cause a substantial reduction in profit and a rise in workforce cost. Consequently, the acquisition will be influenced by market factors. For example, it will cause an increase in competition, because of increased advancements of the techniques used by the companies rivals (Alcacer et al., 2019). As a result, the Company can acquire synergies by retaining significant employees and motivating them to be more productive. The company should focus on solving the stability problems of the acquired company by creating adequate space for employees’ improvement. Moreover, Disney Company should adjust salaries and awards adequately, and ensure that the leading technology and creativity talents remain locked in the combined syndicate. Also, the company should focus on avoiding unmerited expenditures caused by certain behaviors and overlapping of departments. The new company will generate innovative ideas and reduce its operational cost. Acquiring the Pixar Company will increase Disney’s market power. Pixar Company has ten years of registered animation technology, which cannot be purchased by other companies. Furthermore, the total box of Pixar doubles that of Disney, indicating that acquisition will enable Disney to have a stronger market power (Alcacer et al., 2019). Furthermore, the quality standard, creativity, and 3-D technology of Pixar Company will enable Disney to increase its diversification and reduce its operational costs. The acquisition will help the two companies to establish mutual goals through excellent communication by retaining the creativity and unique features of the acquired company. References Alcacer, J., Collis, D., & Furey, M. (2019). The Walt Disney Company And Pixar Inc.: To Acquire of Not to Acquire. Harvard Business School. Dyer, J., Kale, P., & Singh, H. (2019). When to Ally and When to Acquire. Harvard Business Review.
The Walt Disney Company and Pixar, Inc.: To Acquire or Not to Acquire Student’s Name Institutional Affiliation The Walt Disney Company and Pixar, Inc.: To Acquire or Not to Acquire Part 1 Walt Disney Company has experienced various strategic issues. One of the issues is that the company has lost a significant percentage of its […]
5 Year Global Workforce Forecast
5 Year Global Workforce Forecast 5 Year Global Workforce Forecast Not only is the U.S. experiencing a demographic shift, but the world is also changing, and national borders are becoming blurred. This increased connectivity will highlight human differences while putting organizations in a position to benefit from the multiple perspectives gained through a diversified workforce. […]
We can work on Organizational Development, Workforce Planning, And Succession Planning
Paper, Order, or Assignment Requirements Organizational development is focused on improving the efficiency and effectiveness of a workplace. As part of this process, strategic planning professionals often work with leadership teams to develop strategies for short-term and long-term organizational development, including workforce planning and succession planning. This helps ensure that health care organizations recruit, train, […]
We can work on Assignment 2: Required Assignment 2—Five-Year Global Workforce Forecast
Not only is the U.S. experiencing a demographic shift, but the world is also changing, and national borders are becoming blurred. This increased connectivity will highlight human differences while putting organizations in a position to benefit from the multiple perspectives gained through a diversified workforce. BANKS Industries continues to look for business acquisitions and plans […]
We can work on Assignment 2: The Hiring Process and Managing a Diverse Workforce
Write a ten to twelve (10-12) page paper in which you: Develop three (3) recruitment methods for the job opportunity in question, and suggest two (2) ways that each method helps one to avoid discriminatory practices. Justify your response. Outline an application process that details the organization’s method of accepting all applications, as […]
We can work on Global Workforce Forecast
BANKS Industries is currently operating in both the United States . Not only is the U.S. experiencing a demographic shift, but the world is also changing, and national borders are becoming blurred. This increased connectivity will highlight human differences while putting organizations in a position to benefit from the multiple perspectives gained through a diversified […]
We can work on Reforms required in aged care workforce roles to improve productivity and support more effective and efficient service delivery
You have been seconded to the Health Workforce Unit of your health service by the Chief Executive Officer to assist with workforce planning efforts to improve retention and encourage recruitment of nurses in the aged care services provided by the health service. Your immediate supervisor has tasked you to write a paper for the Board […]
We can work on Reforms required in aged care workforce roles to improve productivity and support more effective and efficient service delivery.
You have been seconded to the Health Workforce Unit of your health service by the Chief Executive Officer to assist with workforce planning efforts to improve retention and encourage recruitment of nurses in the aged care services provided by the health service. Your immediate supervisor has tasked you to write a paper for the Board […]
We can work on You are the Chief Human Resource Officer (CHRO) at your organization. As the CHRO, one of your primary roles is to be the workforce strategist. Your organization is planning to expand business operations to your neighboring state by opening an office
You are the Chief Human Resource Officer (CHRO) at your organization. As the CHRO, one of your primary roles is to be the workforce strategist. Your organization is planning to expand business operations to your neighboring state by opening an office. As a result of this expansion, your organization needs to make sure that the […]
We can work on You were hired to work as a HR Consultant for a small local hospital, with the task of expanding the workforce of certified medical assistants. Looking at the current three employees, you find a discrepancy in compensation between Susi, a 2-year employee at $28,000, Tom, 5-year employee at $27,000,
You were hired to work as a HR Consultant for a small local hospital, with the task of expanding the workforce of certified medical assistants. Looking at the current three employees, you find a discrepancy in compensation between Susi, a 2-year employee at $28,000, Tom, 5-year employee at $27,000, and Raul, a 10-year employee at […]
We can work on Not only is the U.S. experiencing a demographic shift, but the world is also changing, and national borders are becoming blurred. This increased connectivity will highlight human differences while putting organizations in a position to benefit from the multiple perspectives gained through a diversified workforce. BANKS Industries continues to look for business acquisitions
Not only is the U.S. experiencing a demographic shift, but the world is also changing, and national borders are becoming blurred. This increased connectivity will highlight human differences while putting organizations in a position to benefit from the multiple perspectives gained through a diversified workforce. BANKS Industries continues to look for business acquisitions and plans […]
We can work on The major responsibilities of human resources management (HRM) are attracting, developing, and maintaining a quality workforce. Research an organization, with which you are familiar, that is in need of a change and present how you will manage the change process by incorporating the three essential duties of HRM.
The major responsibilities of human resources management (HRM) are attracting, developing, and maintaining a quality workforce. Research an organization, with which you are familiar, that is in need of a change and present how you will manage the change process by incorporating the three essential duties (attracting, developing, and maintaining a quality workforce) of HRM. […]