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What are the inside-out and outside-in forces that prompt democratic initiation? Which do you think are most important for triggering democratization and why?

I need TWO separate cases with two separate analysis. A lot of research required. Deadline given to provide adequate time to research and perfect. ** no plagiarism***

There are detailed instructions in the attachment as well as an example with the professors notes on how to make a previous case better. 

Please read through and included EVERYTHING necessary per the instructions. 

Use the example with professor notes as a guide as well. 

Tutorjass?

In a three-page essay, choose two conflicting values listed in the Schwartz theory of basic values (e.g., stimulation versus security; power versus universalism), and describe a situation that would pose a difficult ethical dilemma for a leader.

What ethical theory applies to the situation?

What type of ethical dilemma is present in the situation?

What steps would a leader take in evaluating the situation?

How do you believe a transformational leader would handle the situation that you have described?

Use at least one source from an online Library.
De George, R. T. (2010). Business ethics (7th ed.). 

Prepare the portfolio paper using the following guidelines:
o A minimum of 8 pages not to exceed 12, typed, double-spaced, Times New Roman font,

using APA standard
o Title page, including title of paper, your name, course name and course number, date of

submission (page 1)
o A minimum of 8 pages (pages 2-11)
o Read United States v. Greber and United States v. McClatchey
o Briefly (1 to 2 pages) summarize the facts of the cases
o Answer the following:
o How, if at all, can you distinguish Greber from other instances of payments for

professional services? What if the percentage Dr. Greber paid had not exceeded Medicare

guidelines?
o Hospitals provide perks to physicians such as preferred parking, free meals, and

discounted care for themselves and family. Comment on the legality of such practices.

Where is the “line”? How much is too much? What is the intent of these practices?
o Using online research, locate another case involving payment for referral and compare

and contrast this third case with Greber and McClatchey.
o What effect, if any, do the health care reform laws of 2010 have on these issues? o Include, in your paper, a summary of your application of Paul Tillich’s theology

regarding love, power and justice. Be sure to connect this with the theme of corporate

compliance and maintaining ethical business relationships
o Include in your paper anything else you think to be relevant
o A reference page (page 12)
o A minimum of 6 references are required, including the text, the Holy Bible (the Bible

should not be listed on the reference page), books and articles from academic sources (Net Library), and other periodicals.

 Week 1 Discussion COLLAPSE

Perceptions of Human Resources

Do the HR talent management practices at your organization put people first? Answer the questions below:

• In your view, do the HR talent management practices at your organization reflect this idea?
• Ask one co-worker for their opinion of HR practices at your organization, and report their answer.
• Name one other organization that values people particularly well; explain what you admire about their approach.

This week only, post your initial response by Friday, midnight of your time zone, and reply to at least 2 of your classmates’ initial posts by Sunday, midnight of your time zone.

1st response

 
Tiara Collins RE: Week 1 DiscussionCOLLAPSE

Hello Professor and Class,

Do the HR talent management practices at your organization put people first? Answer the questions below:

• In your view, do the HR talent management practices at your organization reflect this idea?

I believe in my organization, certain people put people first, but the organization as a whole does not put people first. The management team in my office understands the value of each person, and as Patty McCord says, Netflix did and be a “fully formed adult (1).” The organization does not see people at all. Because the organization comprises many offices, they only see the people as pawns to get results. Now and then, we will have a manager who comes in for the organization and tries to understand the people’s wants and tries to put a program in place, but the bureaucracy of the government comes along and stops the process. Hence, the person gives up and gets another job.

• Ask one co-worker for their opinion of HR practices at your organization, and report their answer.

I asked my co-worker Doreen about the HR department. She was very disturbed. She explained that no one knows what they are doing, and no one knows the policies or laws that should be followed. She explained that there was a lot of the problems that Moody, Golden, and Tornone explained in the article, such as state, federal and local laws creating a patchwork that they have to fill in the blanks, fighting harassment and improving inclusion and ballooning employee debt and a focus on financial wellness education (2). She did not care for how long it took to hunt down an answer for anything about why one person may have one thing, and another does not.

• Name one other organization that values people particularly well; explain what you admire about their approach.

I believe I am very fond of Verizon. I have had many friends that have been in the company and have been personalized from day one in their career path, and they take care of the employees. They give proper career growth to many of their employees and helps lessen their financial burden while assisting them in improving their talent and skills without charging them out of pocket. I decided to look up the reviews customers gave about Verizon and working with them. They gave them pretty good thoughts about working with the company. The cons are about the type of work they do but not too many negative reviews about the company (3). Looking at the Verizon Code of Conduct, the first thing that comes up is integrity, and setting the tone of credibility at the top is within the first three pages of the packet. This tells me that they want to establish the trust that David Lapin talked about (5). Verizon understands that being transparent and understands holding people accountable helps create trust, so the employees are willing to go above and beyond.

Tiara Collins

1. McCord, Patty. (2011). How Netflix Reinvented HR. HBR.
2. Kathryn Moody, Ryan Golden, Kate Tornone. (2018). 10 Trends that will shape HR in 2018
3. https://www.indeed.com/cmp/Verizon/reviews?fcountry=ALL&fjobtitle=Human+Resources+Manager
4. https://www.verizonwireless.com/dam/aboutus/pdfs/Code_of_Conduct.pdf
5. David Lapin. (2018). Unlock MagicalnPerformance

2Nd response 

 RE: Week 1 Discussion COLLAPSE

Hello Professor and Class:

• In your view, do the HR talent management practices at your organization reflect this idea?

The company that I was laid off from was a private company.   There was a HR generalist that was in place. So my answer to this question for my previous company is no. Covid 19 was a perfect example. The HR person was literally a mouth piece for the management team. Supporting the idea or image that we all know to well. The managers made the decisions and she carried out the tasks of delivering the news. Before Covid-19 there were no initiatives in place to create an atmosphere of inclusion, working there was only about the bottom line. They did not care about the employees, The turnover at the company was rampant. I saw people start and quit in the same week. Candidates were under not clearly sure of what their roles were or what was required.   She was just that nice face that did nothing but follow orders. There was turnover in HR as well. This is where the company could take some advice from Bob Keegan by fostering a partnership with HR. 

• Ask one co-worker for their opinion of HR practices at your organization, and report their answer.

I asked my co workers at my current job and I was told they are a great resource and the practices that are in place is why the retention rate is high and the in house promotions are common. They see their employees as an investment.  Open door policy, team building initiatives and diversity training are amongst the practices of their HR department.They are also a global company and employ a diverse group so HR is held to a high standard and they adhere to it.

• Name one other organization that values people particularly well; explain what you admire about their approach.

I interviewed with Lyft a couple of months ago, for a position in San Francisco. I contemplated moving because of the company culture. They really care about their employees in corporate from my interaction. The facility, the work life balance, the support and stated respect for everyone. The ability to advance within the company as well creating a great space to work is why I considered relocating. Their stance on Inclusion and Diversity is evident they care about their employees as well as the community.

https://www.lyft.com/careers

https://www.clariant.com/en/Careers

Week 1 Lecture: Perceptions of HR 

Conaty & Charan, Chapter 11: Get the Right Talent Management Processes

 Consider one aspect of the future of work and society you would be most excited to see changed. What would need to be understood and/or done differently now in order for your hope for the future to be realised (min. 200 words)? 

 Watch the video “The Power of HR Metrics: Growth, Performance, Sustainment” (3m 35s) on the importance of metrics https://www.youtube.com/watch?v=nJRHRxa6O7s

 Based on the video, your readings this week, and the case study, please respond to the following questions: 

• Do you believe that a program of HR metrics and workforce analytics might be useful in Regional Hospital? 
• What opportunities do you see regarding where and how metrics and analytics might be applied in this organization? 
• Identify three analyses and associated metrics you think might be useful for Regional Hospital to consider

Locate and briefly summarize a case decision where an employer or union was found guilty of bad faith bargaining (or not!). Briefly summarize the decision and explain whether you agree or disagree with the outcome.

Make sure to post the URL and the full APA reference.

Cybersecurity attacks and ransomware can take their toll on any company but those involved in logistics may see a ripple effect across multiple chain partners. Even the Department of Homeland Security’s Cybersecurity & Infrastructure Security Agency (CISA) has been working with major players to protect the nation’s supply chain.

Module 3: Week 1 Discussion Background Readings

Breaking News – Walmart Canada and DLT Labs™ Launch World’s Largest Full Production Blockchain Solution for Industrial Application (2019)

Going the Distance: Securing Supply Chains from Cyber Attack (2019)

Supply Chain Manager’s Confidence Declines as Cyber Threats and AI Emerge as Key Threats (2019)

Cyber Attacks Top List of Risks Impacting Supply Chain (2019)

2019 Cyber Threatscape Report: Supply Chain (2019)

WEEK 1 DISCUSSION POST

The week’s background addresses cybersecurity in the supply chain. Find at least one other recent resource for support. For your post:

• What precautions need to be taken to enhance supply chain cybersecurity?
• Share at least two technology solutions to mitigate supply chain security.
• Using the resource beyond this week’s readings, provide a real-world example of a company that is addressing cybersecurity (from a supply chain perspective). (The article should be less than two years old.)