Discussion 01: Introductions

HA3300D – Healthcare Policy and Ethics

Discussion 01: Introductions

Introduce yourself to your classmates in the context of ethics and morals. Who are you as an ethical being? In your post, you might consider these questions:

.What Kohlberg stage do you believe you fall under? Why?

.What forces or key factors have influenced your moral development?

.Is there anything you wish had *not* influenced your moral development? Why?

.What forces or key factors in moral development do you want to make sure children or other family members experience?

.Do you have a “code of ethics,” or a set of deeply-held principles you live by? If so, what? Where does it come from? I am a Male name, Curtis Hill

Social Change Experience

 

Social Change Experience

What is your experience with social change?

Drawing on your readings on progress and degeneration, and considering D. B. Bury’s and Benedict Morel’s perspectives, describe your personal experience in defining social needs for change either progressively or in degeneration (social worsening) as a professional in your community.

Include the following in your discussion:

  • Identify the problem.
  • Explain how the problem was first identified.
  • Describe the population or individuals affected.
  • Identify what or who was responsible for responding to the need for change.
  • Explain whether the community, business, non-profit, or government agency was expected to implement social change policy.

Use a minimum of two references (and their associated citations in your discussion narrative), applying APA style.

I need a response to these 2 for wk 6 Business Comm MBA class

 RE: Week 6 Discussion

Hello Professor Elias and Classmates,

Script:

Good Afternoon Team, I have called each of you here for this unscheduled meeting because I want to be the first to share with you upcoming changes that will have an effect on each of us. I have just been informed that due to the impact of Covid-19, the company must restructure in order to continue operations. Part of the restructuring includes centralizing some functions and decreasing staff. This means that we will have to lay off some co-workers. The co-workers that will be laid off have not been identified and we do not know how many co-workers will be laid off. What I do know is that employees who are laid off will receive unemployment and will be paid any accrued vacation and sick time and health insurance premiums will be covered for one year after the effective date or when the coworker is rehired or gains other employment. In addition, the restructuring should position the company to regain momentum in eight months, if so there will be a recall of all laid off employees. However, there is no guarantee, but if all goes well, this is the plan. Anyone who is laid will continue to have access to the employee assistance program and all of it’s benefits for up to a year after the laid off effective date. If anyone would like to voluntarily be laid off please send me an email stating such. I understand that this may cause feelings of uncertainty and even fear which I experienced when I was initially informed. You can rest assured that I will continue to have an open door policy and as I receive information, I will share with each of you. Does anyone have any questions at this time?  

Strategy:

I am using a strategy of transparency, candor, and compassion. Instead of referring to the employees as employees, staff or workers, I used the term co-workers. I communicated the bad news while sharing the projected turn around and time frame. I prepared for the meeting by getting a clear understanding of what was actually transpiring within the company and how benefits will be effected by the changes. I made sure that I spoke with HR to get a clear understanding of how unemployment would work and the plan for recalling employees. I also came up with a list of possible questions that could be asked of me. Short term benefit of restructuring will increase revenue while cutting cost. Long term effect of not restructuring at this time could cause the business to ultimately fold. Since the coworkers to be laid off have not yet been identified, I checked with my supervisor to ensure that the company would allow for voluntary lay offs. Voluntary lay offs could be beneficial to both the employer and employees. (1) I asked the other managers in the company when they would be sharing this information with their teams and we agreed that it would be best to all share at 2 pm the same day. This would help prevent fear created by the rumor mill and miscommunication if one team knew before the rest. When delivering the information I will use empathy and relate to their feelings. I will allow time for questions despite not having any additional information. My response for questions that cannot be answered at that time would be, “Unfortunately, I do not know how that will be handled at this time but as that information becomes available, I will be sure to communicate it with everyone via email or face to face meeting. If an employees gets highly upset, I would respond by saying something like, “I definitely understand your position and I know how this can be overwhelming however I am here to help you navigate this process and make the best decision for you and your family”. 

Belinda

  1. https://blog.careerminds.com/voluntary-layoffs
  2. https://www.patriotsoftware.com/blog/payroll/how-to-lay-off-employees-small-business/
  3. https://www.success.com/7-qualities-of-people-with-high-emotional-intelligence/
  4. https://www.forbes.com/sites/erikaandersen/2013/03/06/how-great-leaders-deliver-bad-news/#775947163dc6
  5. https://www.forbes.com/sites/kevinkruse/2015/11/16/how-to-run-a-meeting-that-matters/#1e170d28324f

Reply Email Author 5 hours agoVictor Biwott RE: Week 6 DiscussionCOLLAPSE

Hello Professor Elias and Classmates,

Script

Good afternoon team. Thank you for joining us on such short notice. I asked you here to discuss some changes that will take place within the organization in a bid to reduce the loss of revenue. The company is undergoing a reorganization, which will result in mass downsizing. At the moment, it is not yet clear which departments will be affected and who will be will be laid off. That notwithstanding, I endeavor to be transparent in sharing information as I receive it. I understand this is not the kind of news you were expecting to hear when I called for this meeting. I will be engaging the management on how best to handle this issue to ensure productivity and results are maintained. Before I continue, I would like to pause to answer any questions?

[Questions and answers ]

This is a challenging time, but I would like to urge you to remain positive and focused despite the circumstances we are in. I will be giving updates from time to time, and I would be glad to meet with you one-on-one, whether you have ideas on how best to navigate this moment, questions, or concerns.

Thank you

Strategy

The main objective of the communication is to inform my team of the downsizing while maintaining productivity and the results. To best achieve this objective, I have to prepare myself well before convening the meeting. One of the ways to prepare is to understand why the decision to downsize was made (Gallo,1). It will involve asking my boss various questions and seeking clarification before meeting my team. I will also review some of the frequently asked questions in such a scenario. Similarly, I will rehearse what I am going to say to avoid sounding unnatural.

To avoid feeding the rumor mills, I will convene a meeting as soon as practically possible. In this case, the meeting will take place in the afternoon a few hours after I got the information. I will show empathy by expressing my understanding of the situation and the challenging times ahead. Throughout the meeting, I will maintain eye contact and an upright pose to avoid passing a mixed message.

Instead of sugarcoating the message, I will be direct. The direct approach will help the team digest the message faster(Andersen,2). By promising to engage the management, I will show my team; I am out to protect them.

In the event some employees get highly emotionally upset, I will allow them to vent out. To say what they feel and think as I calmly listen. Andersen intimates that delivering bad news without allowing people to respond is akin to dropping something nasty on their seats and walking away(2).

References

  1. Amy Gallo.2015. How to Deliver Bad News to Your Employees.HBR
  2. Erika Andersen. 2013. Forbes.  https://www.forbes.com/sites/erikaandersen/2013/03/06/how-great-leaders-deliver-bad-news/#4ff47ba33dc6 RE: Week 6 DiscussionCOLLAPSE

Employment Discrimination Discussion

 

  3. If you were a supervisor at this clinic, would you issue the same warning to the health-care workers? Why/why not. 
  4. Has this government-run clinic violated federal law? Why/why not? 
    1. If they have, indicate the specific law that they violated.  
    2. If they have not, provide a real-world example in which it would be a violation to have English-only rules in a business organization. 

Contemporary Industrial Relations

Instructions:

Employer interactions with employees can sometimes be difficult based on the industry, organization and prevailing societal culture. HR professionals utilize industrial relations theory to better understand these interactions and create processes to facilitate them.

Considering this please address the following prompts in your discussion:

  • Write a page discussing which contemporary industrial relations theory or theories present the largest challenge to the compensation platform and labor costs at your organization or one with which you are familiar (or have researched).
  • Why do these present such a challenge? What does the organization need to do to minimize the impact of those challenges?

Please be sure to validate your opinions and ideas with intext citations and references in APA format.

Module 1 Case

 

Select three articles (published within the past five years), each from different peer-reviewed academic journals/magazines. [Utilize the above publications or other peer-reviewed academic journal/magazine publications you find through the Trident Online Library.] Find articles that specifically address the following:

  • The importance and/or usefulness of HR metrics. What main point(s) about HR metrics does each author make? Do you agree? Why or why not? Provide actual employer best practices (and employer name).

In your 3-page submission (not counting the cover page or the References page), provide the citation to each peer-reviewed academic journal/magazine article and include the three sources in the References section. Include an appropriate Introduction and Conclusion to your paper.

Critical Reflective Blogs

  

Value: 45%

Length: 700 words per blog (maximum)

Total: 2800 words  

TASK

The purpose of this assignment is to complete critical reflective blogs for four OB topics covered in the subject. The aim of this assignment is to enable you to highlight thoughts on each topic as well as demonstrate your understanding of the topics covered in this subject.

In this assessment, you have to reflect on four OB topics of your choice. You can choose from the following topics:

• Topic 4: Getting the right people

• Topic 5: Work and job performance and conditions

• Topic 6: Assessing, influencing and rewarding performance

• Topic 7: Grouping individuals and behaviour; Organisational change; Organisational

culture

• Topic 8: Organisational processes and behaviour

• Topic 9: Leadership

• Topic 10: Organisational justice and employee wellbeing

A starting question for your reflection should be: What is the applicability and relevance of OB theory/model/concepts covered in the specific OB topic for me as a practitioner in my workplace? Discrepancies between the theory and practice should be explored, and implications for your workplace identified.

For students who may not have work experience, you may use newspapers or academic journal articles that discuss an OB trend/issue in an existing Australian or international organisation. Alternatively, you can do your own research on an organisation of your choice, and focus your reflection on the imagined influence this organisational context (in relation to the specific OB topic) would have on you.

The structure of the reflection blogs should follow the following four steps in order to enhance the analytical aspect of the reflection process and to ensure the benefits of this assignment for you and your development in the organisation:

1. Reflect on a workplace experience that is meaningful and important to you and your growth in the organisation (reflection should draw on your personal observations, experiences, assumptions and emotions).

2. Analyse the chosen situation by applying relevant OB concepts/theories/models from the relevant Topic.

3. Develop a strategy for managing own or other employee(s) behaviour with the purpose of addressing the workplace situation.

4. Explain what you have learned about the relevant OB topic/yourself/others in the workplace as a result of this reflection exercise.

Each reflection needs to be based on three recent scholarly articles. As this is a reflection where you are using your own experiences and views, your blogs should be written in first person.

A quality reflection shows deep critical analysis of workplace experiences through the application of OB theories/models/ concepts. It provides deep insights into the practitioner’s own practice. This is an opportunity to express your voice on workplace trends that are important to you.

RATIONALE

This assessment task will assess the following learning outcome/s:

• be able to critically examine assumptions and propositions of theorising about

· organisational behaviour in general.

·be able to evaluate current organisation practice and to develop strategies that may assist in the understanding and management of employee behaviour.

The purpose of this assignment is to complete a critical reflective journal for four OB topics covered in the subject. The aim of this assignment is to enable you to highlight thoughts on each topic as well as demonstrate your understanding of the topics covered in this subject.

HUM 115 Week 5 Critical Thinking Reflection(USE AS A GUIDE)

Select one of the following questions and answer it in 75 to 100 words using the principles of critical thinking you learned in this course. How can we reduce poverty in the United States? Will receiving a college degree improve your career opportunities? Has the United States peaked as a world power? Reflect in 75 to 100 words on the process of critical thinking you used in forming your response. Include the following in your reflection: How does the process of critical thinking you used relate to or differ from the process you used to find content for your answer? How can you use critical thinking in other areas? What steps can you take to ensure that you continue to use critical thinking in the future? Submit your assignment to the Assignment Files tab.