Critically evaluate the use of competency-based approaches in modern HR strategies.Explain in detail how they may be used in relation to EITHER Recruitment and selection ORPerformance managements organisational examples as appropriate to support your answer (30 marks)

Just answer the questions 1-5

This course address costs, access, quality, financing, workforce, and the Affordable Care Act. What is a health care issue that you are passionate about that will not be addressed in this course? Please write your 2 to 3 page issue brief on your issue, providing a description of the nature and scope of the issue, how it has been addressed if at all in the past, current efforts to address it, and other interesting aspects.

Your issue can be:

prescription drug spending, legalization of medical/recreational marijuana, opioid epidemic, surprise medical billing, interoperability of electronic health records, a national patient identifier, the impact of COVID-19 on any host of issues, mental health/substance abuse treatment, etc. 

I want a 3 page MLA science cited essay addressing mental health/substance abuse treatment and plagarism checker 

Write a 4–6-page analysis of a leader you either interviewed personally or researched thoroughly. In your analysis, address specific ways the leader demonstrates effective leadership.

Effective leaders realize that employees should be recognized for a job well done. While some people prefer public praise and others prefer personal recognition, most employees want to be recognized in some way. Kouzes and Posner (2017) state that effective leaders begin their leadership development by first learning to lead themselves. Effective leadership begins from within and expands outward to affect others. This development cascades into effective leadership.

SHOW LESS

By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

• Competency 1: Evaluate the purpose and relevance of leadership.
  • Analyze how a leader reflects the definition of leadership.
  • Evaluate leadership style, characteristics, or themes in relation to the purpose and relevance of effective leadership.
• Competency 2: Evaluate how leadership strengths apply in the workplace and within the community.
  • Analyze how a leader models leadership.
  • Analyze how a leader inspires a shared vision.
  • Analyze how a leader looks for new opportunities that may require experimentation or taking risks.
  • Analyze how a leader empowers and recognizes the contributions of others.

Toggle Drawer

Questions to Consider

As you prepare to complete this assessment, you may want to think about other related issues to deepen your understanding or broaden your viewpoint. You are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of your professional community. Note that these questions are for your own development and exploration and do not need to be completed or submitted as part of your assessment.

• How does having or not having a shared vision affect your work? What strategies have you seen used that inspire a shared vision?
• How do the leaders you know recognize and acknowledge exceptional work?

Preparation

Throughout your career, you could undoubtedly benefit from analyzing leadership and management characteristics of other leaders and managers you consider effective and successful. This assessment provides an opportunity and framework to do that in the context of effective leadership.

To complete this assessment, you have two options. You may choose to base your assessment on a leader you know personally or on a leader who is well-known. Be sure to read the complete instructions for both options carefully before making a decision.

Instructions

Option A: Interview a Leader You Know Personally

Identify someone you know who is currently serving in a leadership capacity at an organization. You may choose a leader affiliated with your employer, a community leader, a political or church leader, or anyone whose leadership skills you admire. Arrange an interview with your selected leader to learn about his or her view of leadership. Structure the interview around the concepts of leadership as you have come to understand them from your own research or the recommended readings. Some suggested interview questions are:

• What is your definition of leadership?
• How do you model leadership?
• How do you inspire a shared vision in those around you?
• How do you look for new opportunities that may require experimenting or taking risks?
• How do you enable or empower others to act?
• How do you recognize the contributions made by others?
• In what ways do you get personally involved?
• What challenges and opportunities do you face?

Conduct the interview and then use the interview results to complete this assessment as instructed in the Requirements below.

Option B: Research a Well-Known Leader

It may be difficult for you to gain access to interview an available leader. If so, you may opt to research a well-known historical figure or contemporary leader whom you believe embodies great leadership. You may choose a business leader, political leader, author, scientist, sports personality, or any public figure about whom there is enough information publicly available for you to fulfill the requirements of this assessment. Refer to the Option B Leaders List (linked in the Resources) for potential subjects; you are not limited to this list.

Focus your research on how the leader demonstrates exemplary leadership as identified below:

• What is the leader’s definition of leadership?
• How does the leader model leadership?
• How does the leader inspire a shared vision in those around him or her?
• How does the leader look for new opportunities that may require experimenting or taking risks?
• How does the leader enable or empower others to act?
• How does the leader recognize the contributions made by others?
• In what ways does the leader get personally involved?
• What challenges and opportunities does the leader face?

Once you have completed your research, complete this assessment as instructed below.

Requirements for Both Options

In your assessment, address the following:

• Explain why you chose your selected leader.
• Provide background information on the environment and culture of the organization in which the leader provides leadership.
• Analyze how the leader models leadership.
• Analyze how the leader inspires a shared vision.
• Analyze how the leader looks for new opportunities that may require experimenting or taking risks.
• Analyze how the leader empowers and recognizes the contributions of others.
• Analyze how the leader reflects their definition of leadership.
• Evaluate the leadership style, characteristics, or themes of the leader in relation to the purpose and relevance of leadership. Draw justifiable conclusions about the effectiveness of the leader.

Additional Requirements for Both Options

Your analysis should be well organized and written in clear, succinct language. It should be approximately 4–6 pages in length. Follow APA rules for attributing sources that support your analysis and conclusions.

Reflect on the importance of using articles from peer-reviewed journals compared to information from the Internet. Ask yourself who evaluates the accuracy of information that you might obtain websites like Wikipedia and what form of accountability there is to ensuring that information is up-to-date, reliable, and valid.

Review the Final Assignment: Article Review and Critique in Week 10 for this class. Note that you will have to locate an empirical research article from a peer-reviewed journal. Begin to search for an article. Practice navigating the databases in the library by searching topics of interest. (Note: At this point, you do not need to identify the actual empirical research article. The goal of this assignment is to begin getting comfortable navigating the databases in the library).

For this Assignment, complete the following:

• Identify a list of 10 peer reviewed social work journals from the library that you might find helpful relative to your social work practice interests.
• In a 100-150 word paragraph, discuss why using research studies from peer reviewed journals is important to the development of knowledge in social work. For example, discuss the advantages of having articles reviewed by other scholars and researchers. Then using a case illustration, describe how articles from peer-reviewed journals can help to inform your social work practice decisions with clients, communities, agencies, and/or social work policies.

Weekly written assignments are to be written in a formal, academic, expository (research) manner. There is no need for an abstract in the weekly written assignments. The weekly written assignments should be written in APA format with appropriate credible, academic, peer reviewed references/citations. The written assignment topic can be of your choosing as long as it’s from subject material we have studied. The weekly essay should be a short 1 to 2 page expository essay. This does not include the title page or reference page (per APA). Information on expository writing and an APA sample paper will be posted for your use. The sample paper will provide you with information about format and writing style. Please read the syllabus carefully to determine the grading criteria for the written assignments. I would highly recommend that you visit the Purdue OWL writing lab web site and click on the “site map.”  There is a wealth of information about writing on that site.  ( http://owl.english.purdue.edu/owl/ ) 

The assessment questions do not need to have any references. 

Also the case study should be on a separate word document. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations in APA format 7th edition

Assessment

1. Several national labor policies were created with the establishment of unions. Discuss the impact of the Norris-LaGuardia Act, The Wagner Act, Executive Order 10988, Women’s Trade Union League, and Fair Labor Standards Act. What circumstances prompted Congress to pass these acts along with the Taft-Hartley Amendments and the Landrum-Griffin Act? What are the key provisions of these acts? Your response should be at least 400 words in length.

2. According to the reading in this unit, there have been some noted differences among private sector and public sector labor relations. Discuss in detail how public employees’ rights generally differ from those of private sector employees. Discuss right to strike and its impact on private and public employees. Identify and explain some of the challenges of public sector collective bargaining. Your response should be at least 400 words in length.

3. Describe the onset of the American labor movement, and explain how it relates to the growth of national unions. Your response should be at least 200 words.

4. Realizing every workforce is different, identify and discuss the four basic steps involved in launching a union organizing campaign. Does this differ in the public and private sector? Explain. Your response should be at least 300 words in length.

5. Identify and discuss in detail the steps in a secret ballot representation election. Who initiates this process? Explain. Your response should be at least 300 words in length.

Unit III Case Study

Labor Relations and Collective Bargaining, 10th Edition

Christina Heavrin, J.D.; Michael R. Carrell

Down below is the case study that’s comes from Labor Relations and Collective Bargaining, 10th Edition Christina Heavrin, J.D.; Michael R. Carrell

Read Case Study 4-1, “Salting,” on pages 155-156 of your textbook. Then, address the following: 

1. Explain how the company’s treatment of both the “covert” and “overt” salts applications for jobs compares to the recommended counter-salting steps for employers. 
2. Would either the “covert” or the “overt” salts in this case satisfy the NLRB ruling that applicants for employment must be genuinely interested in seeking employment before claiming protection under the NLRA? 
3. Does the company’s opposition to becoming a union shop indicate that there was anti-union animus in refusing to consider the “overt” salts for employment? 

Your response should be a minimum of 150 words per question. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations in APA format.

CASE STUDIES Case Study 4-1 Salting

The Company is engaged in the business of removing or cleaning hazardous waste. Most of its employees fall into three categories; (1) field technicians who are unskilled laborers; (2) drivers and operators of trucks; and (3) field supervisors who go out into the field and are in charge of jobs. The driver and equipment operator positions require commercial driving licenses (CDL). All parties agree that the people who are called field supervisors are employees and not supervisors within the meaning of Section 7of the act.

The Union was engaged in organizing companies in the area handling hazardous materials. The Union sent a letter dated March 9 to the Company indicating (a) that it was commencing an organizing drive; (b) that the NLRA precluded the employer from restraining or coercing its employees; and (c) that it would be distributing literature to its employees at various projects. Subsequently, the Union began leafleting to the Company’s employees on their way into and out of the workplace.

On March 21, the Company placed a help-wanted ad, seeking to hire operators who had CDL licenses and H&T (hazardous material handling endorsements). The Union sent two members, Castillo and Rivera, to apply for a job. And even though neither had the required commercial driver’s license, they were allowed to fill out applications and were interviewed. They both were told that they could have jobs as field technicians, and arrangements were made for them to get a drug test. Neither informed the Company that they were members of a union or that they intended to organize employees on behalf of the Union. They were “covert” salts and were instructed to keep their union membership secret until the appropriate time. Castillo and Rivera were told by the Union that if they obtained jobs, the Union would make up the difference in the wage rate paid by the Employer and the wage rate that they had been getting from being employed as shop stewards at union employers. Also, the Union agreed to provide them with any benefits not provided by the Company. They started as field techs on April 16 or 17.

On the morning of April 13, the Union sent teams of union agents into the Company’s office to apply for work at the Company as “overt” salts. The overt salts went to the Company’s facility in pairs, wearing union clothing and carrying recording devices to record what was said during the application process. When the overt salts entered the facility, they asked the Company’s receptionist for employment applications and advised her that it was their intention to organize the Company. She responded that the Company was not interested in becoming a union shop, but informed the applicants that they could apply for one of the available driver positions but that, in order to apply for such positions, they would have to produce driver’s licenses with CDLs and HAZMAT endorsements. Although some of the applicants indicated to the Receptionist that they possessed those licenses, it is undisputed that, in fact, none of them did. When none of the individuals were able to produce the required licenses, she advised them that they could come back and fill out applications when they had obtained them. One of the applicants then inquired whether he could fill out an application for a field technician position. She told him that the Company did not have openings for field technicians at that time, but that he could complete an application and she would keep it on file. He did not, however, complete an application. None of the applicants returned to the Company after April 13, nor did they make any further attempt to apply for employment with the Company.

The Union filed an unfair labor practice charge against the Company for refusing to hire or consider for hiring the union members in violation of the NLRA.

In order to establish a refusal-to-hire violation the Union must establish the following elements: (1) that the Company was hiring, or had concrete plans to hire, at the time of the alleged unlawful conduct; (2) that the applicants had experience or training relevant to the announced or generally known requirements of the positions for hire, or in the alternative, that the employer has not adhered uniformly to such requirements, or that the requirements were themselves pretextual or were applied as a pretext for discrimination; and (3) that antiunion animus contributed to the decision not to hire the applicants. In order to establish a refusal- to-consider violation the Union has to show (1) that the Company excluded applicants from a hiring process; and (2) that antiunion animus contributed to the decision not to consider the applicants for employment.

The Company argued that none of these applicants had the qualifications necessary to be hired as drivers. Nor were these “overt salts” actually looking for employment. All of them had full-time jobs at the Union, as business agents, organizers, or dispatchers. When they were invited by the office person to submit applications for nondriver jobs, accompanied by their social security cards and driver licenses, they never followed up on this invitation and not one made any further attempt to apply for employment. Furthermore, the Company, having recently decided to hire around four laborers (including union salts Castillo and Rivera), did not immediately need any field technicians. Put simply, they were not qualified for the jobs advertised and they did not apply for jobs for which they were qualified, but which were not immediately available.

The Union argued that the Company’s decision not to hire or consider for hire the “overt salts” was clearly motivated by antiunion animus for when the two “covert salts” applied for jobs for which they were not qualified, the Company allowed them to complete the application process and they were, in fact, hired as field techs. In addition, the Receptionist’s statements that the Company did not want to be a union shop clearly showed the antiunion animus amid the ongoing organizing drive.

Source: Adapted from Allstate Power Vac, Inc. and Laborers International Union of North America, Local 78, 354 NLRB No. 111 (2009).

There are various reasons why training is needed. Identify some causes, and pick one to explain in detail.
Your response must be at least 200 words in length.

Who should be included in a needs assessment, and why? Explain the three components of a needs assessment.

Your response must be at least 200 words in length.

2 attachment

2 assignment

As discussed in the unit lesson, resolving conflict in the workplace requires using interpersonal skills, management skills, and techniques. Interpersonal skills can consist of understanding individual differences, self-esteem, self-confidence, communication, teamwork skills, problem-solving skills, cultural relations skills, motivation skills, customer service skills, ethical behavior skills, and stress management skills. Management skills focus on the type of management skill applied such as collaborating, accommodating, forcing, avoiding, and compromising. As a member of the workforce, you must be able to effectively resolve conflict, either with the use of interpersonal skills, management skills, or by applying the recommended ways of responding to tension in the workplace (e.g., overcoming defensiveness, accepting of the tension, and resolving the tension). 

For your Unit VI Assignment, please reflect on your knowledge of resolving conflict that you have experienced or observed in the workplace. Please analyze what you have learned. Describe how your learned knowledge can be used. Also, identify how this information can be used to resolve conflict in the workplace in your current job or from a past incident you have experienced. What steps/methods were used in resolving the conflict? 

Your reflection paper should be at least three pages in length, including an introduction, a body that supports your reflection, and a conclusion. Be sure to include a title page. The title page does not count toward the total page requirement.