One of the most important aspects of the research capstone project is the research component and the selection of scholarly references that will be utilized in researching your topic.

Instructions

• Create a one-page summary of the scholarly resources you plan on using to support your conclusions in your health care management research capstone paper. Include in your summary why you selected them and how you think they will support your ideas.
• You are required to use at least three different types of resources (video, website, professional journals, webcast etc).
• You must develop at least 10 references that you will utilize to conduct research on your health care topic.
• The Supplemental Resources will provide you with an overview of the resources available in the Herzing University Online Library that will help you to review and secure scholarly resources for your capstone research project.
• (Please note: Wikipedia is not an acceptable site as its validity of information cannot be supported)

• Explain which HRIS types your current or previous employer utilizes.
• If your current or previous organization does not utilize a HRIS,  which types would you recommend? How does the utilization of those  systems promote transformational HR activities?

Question A

Many major strikes used military personnel during the struggle. Do you think this was fair? Was it ever neutral? Do you think it was ethical? Explain why or why not.

Question B

In May 1884, May 1, 1886 was established as the effective date for the eight-hour day. This is the modern origin of May Day. Previous to this class, were you aware of the origin of May Day? What do you think would happen if you initiated a 7-hour work day, or four day work week?

Answer both questions with credible references.

Reflective Discussion, please reflect on everything you have learned in this course, by addressing the following: 

Paragraphs 1-3: 

Given the readings and assignments in the course, identify and discuss three important concepts(the Equal Employment Opportunity, Employees with disabilities, Employee rights/safety) applicable to your work experience, profession, and/or career plans for the future. Describe how each applies.

Paragraph 4:

What part of the course (background materials, assignments, and so forth) helped to shape or reshape your perceptions of the role of HRM in the private sector? 

Note: No outside research or citations are needed with your four paragraphs to the Reflective Discussion.

THANK YOU FOR YOUR HELP!

1.  __________ of each client is how they express their ethnic traits.                            

☐ Personal culture

☐ Organization

☐ Format

☐ None of these apply

2. In order to understand the basis of a helping relationship with clients, it is important to first investigate why clients are seeking ______ their problems.       

☐ help to address

☐ to force judgement on

☐ to forget 

☐ none of these apply

3. According to your text, _____ is required to build functional relationships.       

☐ disagreement

☐ good communication

☐ profit

☐ none of these apply

4. It’s important to empower clients so they will be able to help ______.       

☐ themselves to solve their problems

☐ only people they want to help

☐ everyone all the time

☐ none of these apply

     Chapter 2: Review the Problem-Management & Opportunity-Development Process
Answer the questions below by using chapter 2 of your textbook.

5. In the problem-management process, it’s important for HHS workers to help clients manage ______ situations to address issues in their lives.       

☐ educational

☐ problematic

☐ spiritual 

☐ none of these apply

6. It’s important to investigate what a client’s problems or issues are to help client’s prepare for and deal with _____.       

☐ childcare

☐ educational opportunities

☐ change that needs to occur in their lives

☐ none of these apply

7. Planning and ________ are important to help client’s address their problems and issues.       

☐ goal setting

☐ resistance

☐ inflexibility

☐ none of these apply

     Chapter 3: Commit Yourself to the Helping Relationship and the Values That Drive It
Answer the questions below by using chapter 3 of your textbook.

8. All of us establish _______ of one kind or another throughout our lives as it’s important to the human bonding process.      

☐ relationships

☐ wealth

☐ education

☐ none of these apply

9. When forming relationships with clients, it’s important to understand their ______.      

☐ stubbornness

☐ values

☐ tolerance

☐ none of these apply

10. While working with clients, it’s important to avoid behaviors that show _____ to a client.      

☐ disrespect

☐ attraction

☐ regret

☐ none of these apply

       
Stages of Change
It is important to understand the Stages of Change while creating behaviors to overcome problems and make positive changes in your life and in the lives of clients in the HHS field. Watch the following video: https://youtu.be/Twlow2pXsv0 (press “control” key and “click” at the same time to open the link and view the video) and review this article: https://www.builtlean.com/2010/06/01/5-stages-of-change-model-which-stage-are-you-in/ (press “control” key and “click” at the same time to open the link and view the article).  

Stages 

Description 

Pre-Contemplation

People do not want to change habits or behaviors and   does not recognize the problem. They do not want to take action to change   behavior in the near future. Might believe they can’t make a change, or deny   that what they are doing is not a problem. This stage is also called the   “denial” stage.

Contemplation

During this stage, people weigh the costs (i.e.   effort, time, finances) and benefits of changing behaviors. People decide if   changing behaviors will be beneficial or worth it.

Planning/Preparation

The stage where people intend to take action in the   immediate future, usually measured as the next month. Usually, they have   already taken some significant action in the past year. These individuals   have a plan of action. They see the ‘cons’ of continuing as outweighing the   ‘pros’ and they are less ambivalent about taking the next step. 

Action

Action is the stage in which people have made specific   changes in their behavior or lifestyles within the past six months.

Maintenance

This is the stage of successful, sustained lifestyle or   behavior modification. In this stage, people work to prevent relapse back to   old behaviors.

https://tinyurl.com/ycxjmcwq

11. Identify a time when you dealt with a problem you did not want to change. Explain the problem you had that needed a change.           

a. Type  answer here

Now describe what you did in each stage of change to adjust your behavior and solve your problem.         

Stages 

Description 

b. Pre-Contemplation

Type answer here

c. Contemplation

Type answer here

d. Preparation/Determination

Type answer here

e. Action

Type answer here

f. Maintenance

Type answer here

       
Eight Dimensions of Wellness
Wellness pertains to maintaining good physical and mental health. As you work with clients in crisis who need to change behaviors, it’s beneficial to also support clients through the 8 Dimensions of Wellness. The 8 Dimensions of Wellness include: Emotional, Environmental, Financial, Intellectual, Occupational, Physical, Social and Physical. If you struggle in one dimension, it can impact you negatively in other dimensions. Before can help others improve their life by maintaining balance in the 8 Dimensions of Wellness, it’s important that you self-reflect on the 8 Dimensions of Wellness yourself. Review the article in the following link https://cpr.bu.edu/living-well/eight-dimensions-of-wellness/ along with the diagram below. 

https://www.samhsa.gov/wellness-initiative/eight-dimensions-wellness

12. Identify at least two dimensions of wellness you would like to improve and explain why you selected those dimensions:           

Dimension of Wellness

Explanation for improvement

Type answer here

Type answer here

Type answer here

Type answer here

Reflection
Reflect on what you have learned this week to help you respond to the question below. You may choose to respond in writing or by recording a video!

According to Bureau of Labor Statistics (BLS), Social and Human Assistants work with a variety of clients. There are specific skills and values that these types of worker must have to be successful. The following link that summarizes each type of client these types of workers might assist: What Human Service Assistants Do (press “control” and “click” at the same time to open the link and view the article). 

13. Review the article and list three (3) skills or values that a Human/Social Service Assistant would need to be successful. For each chosen skill or value, describe why you believe you already possess the skill or how you will develop it for use in your HHS career.          

Skill or Value

How it’s demonstrated or how it’ll be   developed

Type answer here

Type answer here

Type answer here

Type answer here

Type answer here

Type answer here

       
Research Journal
Reflect on what you have learned this week to help you respond to the question below. This assignment is part one of a five-part paper you will create throughout this course. 

14. Consider the field of Health and Human Services. Explain what kind of role do you want to enter in the HHS field (some examples of pathways in the HHS field include: want to work with children in the child welfare system (who are taken into state custody), the elderly (planning activities for the elderly in nursing homes), in human service admin roles (eligibility screener for people applying for welfare services), in the mental health field (psychiatric or behavioral health technician, etc.)? Provide an explanation of why you feel passionate about the role. Search the internet and share what skills are needed for working in that role with clients and cite your source in the space provided. Think about what skills have you developed throughout the HHS program in order to be qualified to enter that position. If the HHS program is a stepping stone and you plan to obtain a higher degree to work in a role, explain the steps you will take to achieve that goal.
          

a. HHS role: 

Type answer here

b. Explain the skills you have or you will need to obtain (if you are going on to complete a higher degree) to enter that role: 

Type answer here

c. Why are you passionate about the role: 

Type answer here

15. Cite the example you find in APA format.           

Note: use the citation generator to help you cite your resources. 

Type answer here

Respond & Disagree ! Try to choose a post that you respectfully disagree with. Respond from the perspective of either a union member or the manager of an organization. If your peer provided a real-world example, respond from the opposing perspective referred to in your peer’s post.

How does the role and purpose of the modern union need to be redefined to effectively serve its membership?

“Unions must work to maximize solidarity by empowering unit members, and prioritizing issues based on worker perspectives, unit composition, and geography” (Herbert, 2019). With the option to opt out of the union along with the dues (in the public sector), the employee needs to see the value of remaining in the bargaining unit.  This means that the union must be responsive to members concerns at the local level. 

• How does the presence of a union influence the job of the HR professional?

In my current position as an HR professional, I work with 8 different unions as well as a group that is unrepresented.  Each group has its own pay scales and benefits package that they have negotiated.  I have to make sure that they are implemented and maintained correctly.  This can be complicated with each group having different rules for overtime, step increases, longevity, paid time off, and special pay for certain duties.  We have policies but the collective bargaining agreements (CBA) supersede some of them. When an issue arises, I look at the appropriate CBA and relevant policies to determine the correct course of action.  When supervisors meet with employees and the meeting could lead to corrective action, the employee has the right to have a representative from the union at the meeting.  This requires that meetings be planned and scheduled.  When a contract comes up for bargaining, HR is at the table and it requires significant work in preparing data and negotiating.  We also have to make sure that our non-represented group has fair and equitable treatment even though they are not represented.  

Supporting Lectures:

Review the following lectures:

• Negotiating the Labor Agreement, Examining Issues, and Resolving Negotiation Disputes
• Contract Administration, Arbitration, and Employee Discipline

Discussion Questions

Before beginning work on this discussion forum, please review the link “Doing Discussion Questions Right” and any specific instructions for this topic.

Before the end of the week, begin commenting on at least two of your classmates’ responses. You can ask technical questions or respond generally to the overall experience. Be objective, clear, and concise. Always use constructive language, even in criticism, to work toward the goal of positive progress. Submit your responses in the Discussion Area.

Introduction:

By the due date assigned, respond to the assigned discussion questions and submit your responses to the appropriate topic in this Discussion Area. Respond to the assigned questions using the lessons and vocabulary found in the reading.

Select any one of the following starter bullet point sections. Review the important themes within the sub-questions of each bullet point. The sub-questions are designed to get you thinking about some of the important issues. Your response should provide a succinct synthesis of the key themes in a way that articulates a clear point, position, or conclusion supported by research. Select a different bullet point section than what your peers have already posted so that we can engage in several discussions on relevant topics. If all of the bullet points have been addressed, then you may begin to reuse the bullet points with the expectation that varied responses continue.

Tasks:

Question 1:

Evaluate the difference between a strike and a lockout.

Question 2:

Analyze the Worker Adjustment and Retraining Notification Act (WARN) in relation to the collective bargaining agreement.

To support your work, use your course and textbook readings and also use the South University Online Library. As in all assignments, cite your sources in your work and provide references for the citations in APA format.

Your initial posting should be addressed at 500–1000 words as noted in the attached PDF.

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Before you begin this assignment, be sure to familiarize yourself with the following information including laws and their amendments.

Anti-Defamation League. (2012) Religious Accommodation in the Workplace: Your Rights and Obligations. Retrieved at https://www.adl.org/sites/default/files/documents/assets/pdf/civil-rights/religiousfreedom/religfreeres/ReligAccommodWPlace-docx.pdf

Gepp, R. (2017). Religious accommodation in the workplace: Guidance for Avoiding Legal Trouble. HR Daily Advisor. Retrieved from https://hrdailyadvisor.blr.com/2017/05/23/religious-accommodation-workplace-guidance-avoiding-legal-trouble/

HR Hero. (2017) Americans with Disabilities Act (ADA) and ADA Amendments Act (ADAAA). Retrieved at http://topics.hrhero.com/americans-with-disabilities-act-ada-and-ada-amendments-act-adaaa/

Katz, H. C., Kochan, T. A., & Colvin, A. J. S. (2017).Employment law. An introduction to U. S. collective bargaining and labor relations. Ithaca: Cornell University Press, pg. 71-79. Retrieved from Skillsoft Books in the Trident Online Library.

The U.S. Equal Employment Opportunity Commission. Enforcement Guidance on Reasonable Accommodation and Undue Hardship under the Americans with Disabilities Act. Retrieved at https://www.eeoc.gov/policy/docs/accommodation.html

There are primarily two U.S. governmental agencies responsible for enforcing EEO laws. The two agencies are the Equal Employment Opportunity Commission (EEOC) and the Office of Federal Contract Compliance Programs (OFCCP).

Assignment:

Address the following questions in preparing a paper of 2 to 3 pages (not including cover page or reference page.)

1. Summarize the reasonable accommodation expectations concerning religion and disability that employers must meet under the law.
2. From your readings/research (stating employers by name), describe one specific private sector workplace example of a reasonable accommodation for religion, and one specific private sector workplace example of a reasonable accommodation for disabilities.

Use at least 3 reputable books and/or journal articles found in the Trident Online Library, plus any applicable background readings to support your discussion.

Cite all sources utilized to write your paper.

Online Books

Encountering Religion in the Workplace : The Legal Rights and Responsibilities of Workers and Employers

Raymond F. Gregory

Availability

Your institution has unlimited access to this book.

Read OnlineDownload Book

Get the entire book, use any PDF software

Download PDF Chapter

Get complete chapters, use any PDF software

There are no copy, print, or download restrictions on this title.

Description

In a recent survey, 20 percent of the workers interviewed reported that they had either experienced religious prejudice while at work or knew of a coworker who had been subjected to some form of discriminatory conduct. Indeed, according to the Equal Employment Opportunity Commission, the filing of religious discrimination charges under Title VII of the Civil Rights Act of 1964 (which prohibits discrimination in employment based on race, color, national origin, sex, and religion) increased 75 percent between 1997 and 2008. The growing desire on the part of some religious groups to openly express their faith while at work has forced their employers and coworkers to reconsider the appropriateness of certain aspects of devotional conduct. Religion in the workplace does not sit well with all workers, and, from the employer’s perspective, the presence of religious practice during the workday may be distracting and, at times, divisive. A thin line separates religious self-expression—by employees and employers—from unlawful proselytizing. In Encountering Religion in the Workplace, Raymond F. Gregory presents specific cases that cast light on the legal ramifications of mixing religion and work—in the office, on the factory floor, even within religious organizations. Court cases arising under Title VII and the First Amendment must be closely studied, Gregory argues, if we are to fully understand the difficulties that arise for employers and employees alike when they become involved in workplace disputes involving religion, and his book is an ideal resource for anyone hoping to understand this issue.

Examining the Effects of Exposure to Religion in the Workplace on Perceptions of Religious Discrimination

Scheitle, Christopher P; Ecklund, Elaine Howard.Review of Religious Research; Dordrecht Vol. 59, Iss. 1,  (Mar 2017): 1-20. DOI:10.1007/s13644-016-0278-x
 Abstract Charges of religion-related employment discrimination have doubled in the past decade. Multiple factors are likely contributing to this trend, such as the increased religious diversity of the US population and the increased interest of employees and some employers in bringing religion to work. Using national survey data we examine how the presence of religion in the workplace affects an individual’s perception of religious discrimination and how this effect varies by the religious tradition of the individual. We find that the more an individual reports that religion comes up at work, the more likely it is that the individual will perceive religious discrimination. This effect remains even after taking into account the individual’s own religious tradition, religiosity, and frequency of talking to others about religion. This effect is stronger, however, for Catholics, Mainline Protestants, and for the religiously unaffiliated. In workplaces where religion is said to never come up these groups are among the least likely to perceive religious discrimination. Jews, Muslims, Hindus, and Evangelical Protestants are more likely to perceive religious discrimination in the workplace even if they say that religion never comes up at work, which makes the effect of exposure to religion in the workplace weaker for these groups. These results show that keeping religion out of the workplace will largely eliminate perceptions of religious discrimination for some groups, but for other groups the perceptions will remain. 

Religion and the Workplace :Pluralism, Spirituality, LeadersAuthors:Hicks, Douglas A.Publication Information:Cambridge, U.K. : Cambridge University Press. 2003Resource Type:eBook.Description:How can company leaders and employees negotiate different religious and spiritual commitments in the workplace? At a time of international debate over religious conflict and tolerance, workforces in various parts of the world are more diverse than ever before. Religion and spirituality are, for many employees, central to their identities. From the perspective of the employer, however, they can be distracting or divisive influences. This book analyzes the current interest in religion and spirituality in US companies. It offers conceptual distinctions and comparative examples (from the pluralistic contexts of India and Singapore) to trace the myriad ways that religion is present at work. It offers a model of respectful pluralism, asserting that the task of effective and ethical leadership in organizations is not to promote a single spiritual or religious framework but to create an environment in which managers and employees can respectfully express their own beliefs and practices.Subjects:Religion in the workplace–United States
Employees–Religious life–United States
Management–Religious aspectsCategories:RELIGION / Sexuality & Gender StudiesRelated ISBNs:9780521822404. 9780521529600. 9780511061998.OCLC:57254262Accession Number:120536Publisher Permissions:Print/E-mail/Save 100 Pages 

Your team’s approach is to involve everyone, to help people be generalists, and to share information openly. What is your team’s approach?​

​Self-censorship

​Mind guarding

​Continuous improvement

​Direct pressure

A long-range, big-picture process to assist companies in better overall management for the entire organization is known as:

​Long-range goal analysis

​Productivity

​Value-added analysis

​Total Quality Management (TQM)

What should effective motivational programs do in terms of offering rewards?

​Make a distinction between workers based on seniority

​Not make a distinction between workers

​Make a distinction between workers based on performance regardless of effort

​Make a distinction between workers based on effort

What is the natural tendency of people in resolving problems?

​Select the last solution possible after evaluating all the alternative.

​Select the first reasonable problem that comes to mind

​Select the first reasonable solution that comes to mind

​Select the best solution after evaluating all the alternatives

Which is best when generating alternatives?

​Focus on the short term; bad decisions in the short term means there is no long term to worry about.

​Evaluate the alternatives after all alternatives have been proposed.

​Separate alternatives from one another.

​Evaluate the alternatives as they are proposed; this saves time.

You are a manager of a team of 50 professionals. One particular professional persists in accusing you of having your priorities out of order. Since the planning activity you do often is not urgent, this particular professional tries to undermine the activity. Which research-based principle should the manager remember?

​People who experience the most time stress are those who allow others to generate their personal principles statement for them through their demands for time.

​Relationship conflicts should be handled at the end of the day so that the important things can be given your best energy in the morning hours.

People who steal time from you should be removed from your work environment in order to avoid situational stress.

​People who steal time from you can be dealt with by talking to them while standing.

As a manager, you are trying to hire someone for a critical position in your department. You have called references on three applicants. Bob’s reference, his former supervisor, said, “Bob has more information and communication flowing through him than anyone in our company.” Joe’s reference said, “Joe can get others to get things done better than anyone I know.” Albert’s boss said, “Albert is the greatest person to be around. He is so optimistic and giving.” Based on the information in the text about creating positive change, who should you hire?

​Bob

​Albert

​Joe

​Not enough information to determine

Which of the following is an unconscious aspect of an organization’s culture?

​Dress codes

​Office furniture

​Mission statements

​Perceptions

According to the text, Management, one approach to translate a performance development vision into a reality involves a three-tier quality and innovation approach focused on:

​benchmark, strategic monitor, progress monitor

​universal, selected, targeted

​facilities, process, and talent

​early prevention, targeted intervention, intensive intervention

If you would like to expand your power base horizontally, what could you do?

Have lunch with co-workers in your department every day

Do an excellent job on all your assignments

Have lunch with workers from other departments

Focus on increasing your power through the formal organizational power

If someone believes that the possible alternatives to a problem must conform to her perception of the boss’s expectations, which conceptual block is she a victim of?

​Ignoring commonalities

​Artificial constraints

​Perceptual stereotyping

​Not separating figure from ground

Dividing a company into sub-units where each unit would be assigned a specific function and employees would perform different tasks, and a manager(s) would be put in place to oversee the department is an example of which technique?

​diversification

​differentiation

​integration

​Implementation

In the workplace, people are most likely to interact with which co-workers?

​Co-workers with diverse social values

​Co-workers with different self-awareness traits

​Co-workers similar to the.

​Creative co-workers

You need a little extra money, so you added an extra $100 to your expense reimbursement statement before handing the receipts over to accounting. Your co-worker Sara added over $1000 to her statement. If you believe Sara’s actions are worse than yours, what is your level of values maturity?

​Third level of maturity

​Second level of maturity

​First level of maturity

​Theta level maturity

You understand the importance of two-way communication during the delegation process. What does this mean?

​That you, as the manager, remain available for consultation and idea exchange

​That you, as the manager, should answer every detailed question and provide continual advice

​That you, as the manager, provide information on a need to know time frame

​That you, as the manager, empathize totally with the process

Your boss prefers that you act on your own initiative and report to her when the final results have been accomplished. Which initiative does your boss practice?

​Wait to be told

​Recommend, then take action

​Act, then report

​Ask what to do

Standardization, formalization, and delegation are used to provide clarity to which of the following processes?

​implementation

​diversification

​integration

​Differentiation

Which information systems help organizations with their decision-making processes?

​ERP

​DSS

​MIS

​ESS

As manager, you have decided to enforce a new policy restricting dating in the office. You are comfortable with the policy and have decided that the policy will affect you also. Which ethical test did you most likely employ?

​Golden rule test

​Personal gain test

​Cost-benefit test

​Equal treatment test

According to the Management text, quality may be defined as:

​an inherent or distinguishing characteristic

​a measure of product or service excellence minus the amount of defects.

​peculiar and essential character

 ​the attribute of an elementary sensation that makes it fundamentally unlike any other sensation

If your boss encourages your team to ask questions and obtain and search for data, she is trying to overcome which conceptual block?

​Separating figure from ground

​Compression

​Bias against thinking

​Noninquisitiveness

Which of the following characteristics are important sources of personal power?

​Flexibility

​Knowledge

​Criticality

​Relevance

The processes and systems built to assist in the daily activities of production are known as:

​automation

​logistics.

​operations management.

​management science.

Relationships must be formed and trust established. Clarity of direction is needed from team leaders. Your team is at what stage?

 ​Storming

​Norming

​Performing

​Forming

Employees at Turner, Inc. are engaged in a debate over the merits of an individual vs. a team-based compensation program. Based on Trompenaars’ dimensions of national culture, which cultural dimension does this debate most closely relate to?​

​Universalism vs. particularism

​Achievement vs. ascription

​Individualism vs. collectivism

​Affective vs. neutral

_____________ help organizations run more efficiently by incorporating people, technology, and information systematically.

​DSS

​ESS

​MIS

IT

What guideline should a firm follow to attain the greatest motivational impact from a new awards programs?

​Give the awards privately

​Make sure the award is meaningful to the families of employees

​Only acknowledge current recipients

​Use awards infrequently

Which is the most accurate summary of the differentiation some writers have given between leadership and management?

​Management is about setting direction and leadership is about creating something new.

​Management is about controlling variance and leadership is about initiating change.

​Management is about equilibrium and leadership is about refining current performance.

​Management is about facilitating stability and leadership is about managing change.

Events, situations, objects, people, or other artifacts that provide greater meaning to the organization are the company’s ___________.

​symbols

​stories

​ceremonies

​Rituals

To become a better manager, what is one of the first things one should do?​

​Manage one’s time better

​Seek knowledge of oneself

​Improve one’s communication skills

​Empower one’s employees