with respect to your selected applied setting. Here, consider how new developments or changes in your applied setting are creating new cognition-related challenges. For instance, you might note that increased use of online education is presenting new chal

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with respect to your selected applied setting.

Here, consider how new developments or changes in your applied setting are creating new cognition-related challenges. For instance, you might note that increased use of online education is presenting new challenges to students with ADHD.

b) Identify your selected area of cognitive psychology (attention, learning, memory, language, or decision making) and appropriate foundational theories that apply to your selected problem. What are the foundational aspects of these theories, and how do they relate to your selected problem? Carrying through with the previous example, you would indicate that your area of focus is attention and identify related theories that can shed further light on the contemporary problem of attention demands on students with ADHD.

c) Describe performance issues in your selected applied setting based on limitations of human cognitive systems.

What are some of the specific issues related to your contemporary problem, the applied setting, and the limits of the human cognitive system ? Here, you Will further break down your contemporary problem and explain how the problem relates to the applied setting, what we know about cognition, And how this impacts performance.

d)Create a research question that addresses potential improvements to practices in the applied setting based on the strengths of human cognitive systems. Remember that your research question should address your contemporary problem.

For instance, in keeping with the previous example, you might ask,“How can changes to online learning platforms better support increased attention to course materials for students withADHD?

Contemporary Relevance

a)Evaluate the utility of the theories you identified when describing your problem with respect to their strengths and limitations. Here, revisit the theories you noted in critical element I, part

b. How do the theories you identified further explain the problems and performance issues you

identified? What are the strengths and limitations of each theory in helping to understand your identified problem?

b)Which particular theory offers the greatest utility for practitioners to apply in addressing real-world issues specific to the contemporary problem you selected? Defend your selection.

Interpretation of Research Findings:

Explain how each primary or secondary resource you selected supports your research question. This is where you will apply sound methodological principles (by following the prompts below, a–b) to qualify the research results and statistical findings.

a)How do the research results and statistical findings apply to your research question and your proposed improvements?

b) Explain the strengths and limitations of the research results and findings in supporting the research question. This is where you will explain how the research results and findings you have reviewed support your research question and identify specific gaps in the research. In other words, in reviewing your sources, is there sufficient support for this research question? This is also where you will identify what research does not yet exist that is necessary in supporting the application of your research question.

Methodological Principles:

This is where you will look at your research question (critical element I, part

d) and determine what types of strategies or techniques you would use if you were to hypothesize improving upon the problem in your selected applied setting. Here, you might propose an experiment, a new program or initiative, or adoption of new tools/technologies. Remember, you are Not limited to a controlled experiment.

a)What socially responsible strategies and techniques could be used for improving upon human cognitive processes specific to your applied setting? Here, consider how you could implement your proposed solution in a way that does not further aggravate the problem or put participating parties at risk of new problems or performance issues.

b)What are the implications for using these strategies and techniques? Consider, who and what about the applied setting would be impacted by this proposed solution? What would change, and how might these changes be received?

 

Conclusion

a)What potential future direction do you see from implementation of your research specific to addressing the contemporary problem you cited in critical element I, part a? Here, consider how implementation of your proposed solution or improvement can add to the existing body of research on your topic. How might your proposed improvements and any follow-Up research prove interesting to other applied settings?

 

 

**** Please use the assignment below to complete***

 

 

Cognative Psycholgy

My particular area of interest in cognitive psychology is attention and memory. One great topic that can be drawn from these two is the process of information processing. When a person is attending to an activity selectively, they tend to ignore other stimuli although their attention can be distracted by something else such as a mention of your name or the ringing of a phone. Attention is wide and psychologists focus their interest on what makes a person attend to one thing and not the other , why people  at times switch to other things that were earlier unattended and the number of things that a person can attend to at a particular time. Memory comes in two types, the short term and the long term memory. Short term memory or working memory is the capability of remembering something when distracted (Cowan, 1995).

Attention and memory can be applied in education and mental health respectively. In education, attention is vital as students need to pay attention to their tutors so that they can understand the concept of what they are being taught. They also need attention even in their personal studying. Memory becomes much applicable when health is involved. Many people do not realize that they have problems with their memory not until they visit a doctor and diagnose them with a problem.

The contemporary problems that relates to attention and memory in education and mental health are lack of concentration and memory loss. Some people have difficulties paying attention to what they are doing and in this particular case student in school not being able to concentrate in their studies and when the teacher is teaching. Memory loss is a medical condition that normally affects the elderly or people in depression.

Some of the potential research questions include:

  1. What can teachers and students do to boost the level of attention in classrooms?
  2. How people are with memories handled in care centers and what does the family members of victims need to know when taking care of their loved ones?
  3. What is the relationship between attention and memory? 
 
 
2015-08-22 21:52

I could help you but when is it due and aproximately how many pages do you expect?

 

 
2015-08-23 00:55

 

Guidelines for Submission: Your rough draft should be double spaced, 12-point Times New Roman font, with one-inch margins and APA citations. Your draft proposal should be a minimum of six pages, not including cover page and references, and use preapproved resources. (The submission should include a variety of research and findings from at least three of the provided publications. Review the Final Project Document to access the list of approved publications provided for you.) 

Definitions for the Assignment Medical Patient is a patient who has no procedure code listed in the Principal Procedure column or has a minor diagnostic or therapeutic procedure (codes 87.0-99.99) listed in the Principal Procedure Column.

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Definitions for the Assignment

 

 

 

Medical Patient is a patient who has no procedure code listed in the Principal Procedure column or has a minor diagnostic or therapeutic procedure (codes 87.0-99.99) listed in the Principal Procedure Column.

 

 

 

Surgical Patient is a patient with a Surgical Procedure code listed in the Principal Procedure column (excluding principal procedures which are minor diagnostic procedures – codes 87.0 to 99.99).

 

 

 

Instructions

 

 

 

Dr. Fox, the Chief of Surgery for Community Hospital, wishes to study the records of patients during the past six months who died within two days of surgery. He is not interested in patients who had minor procedures done (diagnostic or therapeutic), only those who had major surgical procedures. He is particularly interested in the records of those patients who did not have an autopsy performed and would like to know the surgeon involved.

 

 

 

Download and review the Community Hospital Death Register from July 1, 20XX through December 31, 20XX.http://content.learntoday.info/M211_Summer_13/site/Media/m211_mod06_death_registry.xlsx)

 

1.Using Microsoft Word, prepare a table for Dr. Fox that includes surgical patients who expired within two days of surgery. In the table, include each patient’s medical record number, age, sex, final diagnosis code, principal procedure code and whether or not the patient had an autopsy.

 

2.Generate a list of records, from the table you created in #1, to be pulled for Dr. Fox, so that he can review the records of patients who died within two days of surgery, but did NOT have an autopsy.

 

3.Compute the following mortality and autopsy statistics to include in the memo to Dr. Fox:

 

a.Percentage of total deaths that were surgical (NOTE: surgical deaths do not include those with minor procedures as described in the Definitions above.)

 

b.Percentage of surgical deaths that died within 2 days of surgery

 

c.Autopsy rate for surgical deaths within two days of surgery

 

4.Write a memo to Dr. Fox that includes all the requested information. Include any other data that you think he may find helpful or interesting.

 

 

 

Evaluation

 

 

 

This activity will be evaluated for:

 

•The ability to retrieve the requested data from the death register.

 

•Correctly computing the statistics.

 

•Documenting the findings in memo format.

Students, please view the “Submit a Clickable Rubric Assignment” in the Student Center. Instructors, training on how to grade is within the Instructor Center. Assignment 2: Human Resource Strategy Due Week 6 and worth 200 points Use the Internet to re

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Students, please view the “Submit a Clickable Rubric Assignment” in the Student Center.

Instructors, training on how to grade is within the Instructor Center.

Assignment 2: Human Resource Strategy

Due Week 6 and worth 200 points

Use the Internet to research the Best Places to Work (http://www.greatplacetowork.com/).  Select two companies from two different industries on the Fortune 100 list.  

Write a four to six (4-6) page paper in which you:

  1. Compare and contrast the two (2) industries you have identified in terms of size, products, services, customers, economic and regulatory environment.
  2. Describe the mission, vision, values and core business practices of each of the companies you selected. 
  3. Determine from your research, at least two (2) HR strategies the company uses to ensure they acquire the needed talent to support their mission, vision, values, and core business practices. Provide support for your findings.
  4. Suggest at least two (2) HR strategies that could promote a competitive advantage for each company within their industry. Provide a rationale for your position.
  5. Use at least four (4) academic quality resources in this assignment. Note: Wikipedia does not qualify as an academic resource.

Your assignment must follow these formatting requirements:

  • Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
  • Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.

The specific course learning outcomes associated with this assignment are:

  • Evaluate the different forms of business ownership to determine the optimal structure in different scenarios and the process for a business start-up.
  • Integrate the core human resource management functions and considerations into viable recommendations to meet the organization’s operating requirements.
  • Use technology and information resources to research issues in contemporary business.
  • Write clearly and concisely about contemporary business using proper writing mechanics.

Click here to view the grading rubric for this assignment.

Summative Assessment You are a worker in a fast growing, large, non-union manufacturing organization. You notice persistent systematic labor violations in the plant. The company has multiple locations in the United States and plants in China and France.

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Summative Assessment 

You are a worker in a fast growing, large, non-union manufacturing organization. You notice persistent systematic labor violations in the plant. The company has multiple locations in the United States and plants in China and France. People are complaining about the working conditions and wages. A group of your fellow workers are talking about the need to fight back. There seems to be a willingness to organize. You have decided to seek the help of a Union. Write the following information inproposal format. Remember to follow APA style as outlined in the Ashford Writing Center and to cite at least three scholarly sources in addition to the course text.

  • Describe the union organizing process.
  • Identify the union you would choose to help you organize and explain why.
  • Describe the the responsibilities of the workers.
  • Describe what the unions can do to help labor.
  • Explain what management can legally say and do when they learn an organization movement is in progress.
  • Explain what can be done to help the workers overseas organize.
  • Explain why the global nature of the business does or does not influence the organization and bargaining process.

Note: Be sure to check that your Turnitin Similarity Index does not exceed 10% (excluding reference page).

The paper

  1. Must be 1250 to 1500 words, double-spaced (not including title and references pages) and formatted according to APA style as outlined in the Ashford Writing Center.
  2. Must include a separate title page with the following:
    • Title of paper
    • Student’s name
    • Course name and number
    • Instructor’s name
    • Date submitted
  3. Must use at least three scholarly sources in addition to the course text.
  4. Must document all sources in APA style as outlined in the Ashford Writing Center.
  5. Must include a separate references page that is formatted according to APA style as outlined in the Ashford Writing Center.

Carefully review the Grading Rubric for the criteria that will be used to evaluate your assignment.

Human resources management 620 questions

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Part C – Short Answer(Please write only 1 short paragraph to answer each question).  

1.  Define union security and explain its importance to labor leaders. (5 points)  

2. Why is preparation so important for negotiators? (5 points) 

 

Part D – Essay. Your essay should be between 250 and 500 words).    

Use the terms and concepts covered in the course to analyze this case.  Your essay should be between 250 and 500 words. PLEASE DO NOT EXCEED 500 WORDS!

Ironsteel and the International Association of Machinists and Aerospace Workers (“Union”) were parties to a collective bargaining agreement expiring May 31, 2011 that covered approximately 250 Ironsteel employees at Ironsteel’s North Chicago plant. The Union and Ironsteel began negotiations in March hoping to reach an agreement before the expiration date of May 31st.   The negotiations were unsuccessful; the parties were at an impasse.  Specifically, the parties could not reach agreement on issues surrounding salary, benefits, and health insurance payments.  As a result of the parties’ failure to negotiate a new agreement, the Union went out on strike on June 1, 2011. In response to the Union’s strike, Ironsteel hired 100 strike replacements, 90 of whom were assigned to Ironsteel’s entry level classifications. 

During the final stages of the strike Ironsteel and the Union negotiated over the conditions under which the strikers might return to work. The parties agreed to the following language as part of a Strike Settlement Agreement: 

“The strike against Ironsteel, Inc. by the Company’s employees who are members of the Union is terminated as of the date of this Agreement, July 15, 2011. Striking employees shall be returned to work to openings in the classifications occupied by the employee on May 31, 2011, in accordance with their respective seniority. The recall provisions of the collective bargaining agreement shall determine the order of  return to work.” 

In addition to the above agreed upon language, Ironsteel proposed that the Strike Settlement Agreement contain the following section (Paragraph 2), to which the Union objected: 

“2. Jobs filled by employees hired by the Company on or after  June 1, 2011 as strike replacements (new hires) for striking employees shall not be considered vacancies to which returning strikers shall be returned unless and until such jobs are vacated by the strike                  replacements. Such new hires shall not be bumped or displaced                                                  by the return of strikers. Such newly hired employees shall become members of the Union as stated in the collective bargaining agreement and their respective seniority shall be measured from their individual hire date. 

Because the parties did not agree to Ironsteel’s proposal concerning Paragraph 2, the parties determined that while Paragraph 2 would physically remain in the printed Agreement, the following marginal notation would be added reflecting the parties’ failure to agree to this particular provision. This marginal note read:  

“Paragraph 2 represents the position of the Company and is not  agreed to by the Union or waived by the Company.” 

A new collective bargaining agreement was signed by Ironsteel and the Union on July 15th, the same day the parties signed the Strike Settlement Agreement.  

Despite the language of Paragraph 2, Ironsteel fired 10 of the strike replacements on July 17th.  The 10 fired strike replacements had paid their union dues. To fill these 10 jobs,  Ironsteel brought back 

6  

10 strikers in accordance with the recall provisions of the collective bargaining agreement.  The 10 strike replacements filed a grievance alleging that their terminations were illegal.  

In addition, Ironsteel fired the 12 highest paid strikers.  The company thought this would be a good way to save money because if the 12 highly paid strikers returned, they would have retained their seniority and thus, their pay.   

You’re the Human Resources Director for Ironsteel and have been charged with addressing the various issues presented by these facts.  Your response should minimally respond to the following questions: 

1. Was the strike legal?

2. What are the arguments that the 10 strike replacements will make? Were their terminations legal?  Will the Union represent the 10 strike replacements?  Are their grievances permitted? What is Ironsteel’s argument in rebuttal? 

3. What are the arguments that the Union will make on behalf of the 12 highest paid strikers?  Were their terminations legal?  What is Ironsteel’s argument in rebuttal?   

Stress and Conflict Management

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Conflict may occur in any work environment, whether it is in the clinical setting, another department, or another organization. It is important to understand how conflict arises and how conflict is managed through effective communication.

The behavior of a leader has a direct impact on the motivation of his or her team. It is crucial for a leader to understand how his or her behavior and conflict-handling ability impact the care of patients.

Here is a scenario of a leader who is willing to handle conflicts in his or her workplace.

You are promoted to a management position in a small organization. There are four full-time members and three part-time members. You have a department manager currently overseeing the operations. You are excited to begin with your new assignment and have completed orientation. You heard some rumblings from the staff development team, “You have your work cut out for you in this department!” It does not sound promising, yet you are filled with energy, a positive attitude but a bit concerned as you do not want to appear bossy. You lack a bit of confidence since they are seasoned team members and you are new to the organization.

Once you begin your first day, you decide to meet with everyone as a group and individually over the next few days. What you are uncovering is disturbing and you quickly realize that the team members have lots of conflicts within the department. In a nutshell, this is what you have discovered:

  • The department manager thinks she is in charge since clients, customers, or patients have specialized needs. She is stern faced and does not seem to smile, yet she does not admit it is her or her department’s fault if there is an error. She seems to enjoy the increasing conflict among the unit as it takes any “pressure” off her and she can continue to “tell people what to do.”
  • Two full-time administrative staff members do not like each other and refuse to work together. One feels the other cooks “strange food” and cannot understand her when she speaks, and she is too quiet. The other staff member feels the first one is too outspoken and not gracious and hurries through her assignments. They share a small office and their work is critical to the success of the organization as they oversee all billing, accounts payable and receivable, and schedule the large projects and services to other organizations. The rest of the staff members avoid going to this office as the tension is clearly increased in this room.
  • The part-time staff feel they are not being offered any extra shifts and sometimes they are asked not to come to work if the day is slow. They feel they are not valued and are demotivated by less pay. This is a critical time for them due to the economy crisis. When they are at work, they often bring their home problems with them and seem stressed when they have to work with the other team members.

Answer the following questions:

  • How will you address each area and improve understanding, collaboration, motivation, and positive attitude?
  • How does emotional intelligence play a role in encouraging the staff to cooperate and to be willing to make behavior changes?
  • What behavior theory will you research to develop your thoughts when you speak to each staff member?
  • How important is decreasing overall conflict in the workplace?
  • How can you develop a win-win approach?

Please Zero Plagiarism, include references and cited, i need this work on time. please

Unit4 Discussion Board

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Unit4 – Discussion Board
The Discussion Board (DB) is part of the core of online learning. Classroom discussion in an online environment requires the active participation of students and the instructor to create robust interaction and dialogue. Every student is expected to create an original response to the open-ended DB question as well as engage in dialogue by responding to posts created by others throughout the week. At the end of each unit, DB participation will be assessed based on both level of engagement and the quality of the contribution to the discussion.

At a minimum, each student will be expected to post an original and thoughtful response to the DB question and contribute to the weekly dialogue by responding to at least two other posts from students. The first contribution must be posted before midnight (Central Time) on Wednesday of each week. Two additional responses are required after Wednesday of each week. Students are highly encouraged to engage on the Discussion Board early and often, as that is the primary way the university tracks class attendance and participation.

The purpose of the Discussion Board is to allow students to learn through sharing ideas and experiences as they relate to course content and the DB question. Because it is not possible to engage in two-way dialogue after a conversation has ended, no posts to the DB will be accepted after the end of each unit.

For your Discussion Board post consider the following:

•Define a decision support system (DSS).
•What is the difference between management information systems and decision support systems?
•Describe the different components of a decision support system and explain each one.
•Think of an example where a decision support system helps with making internal decisions. 
Grading

•Discussion Board post: 30 points
•Commenting on other posts: 20 points 
In your own words, please post a response to the Discussion Board and comment on other postings. You will be graded on the quality of your postings.

For assistance with your assignment, please use your text, Web resources, and all course materials.

Unit Materials

HRM531 Human Capital Management Week 3 Knowledge Check 100% CORRECT

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·  1

Supervisors that excel at conducting performance-feedback interviews typically have received _________ prior to conducting appraisals.

  • [removed]

training

  • [removed]

a promotion

  • [removed]

vacation

  • [removed]

a bonus

·  2

________ implies that a performance appraisal system is capable of distinguishing effective from ineffective performers.

  • [removed]

Relevance

  • [removed]

Reliability

  • [removed]

Acceptability

  • [removed]

Sensitivity

·  3

To minimize defensive behavior, procedures used for promotion decisions must be

  • [removed]

rigid

  • [removed]

fair

  • [removed]

flexible

  • [removed]

changed frequently

·  4

Prior to the performance-feedback interview, the supervisor should

  • [removed]

communicate frequently with subordinates about their performance

  • [removed]

have a coworker complete the entire appraisal

  • [removed]

set aside a maximum of 15 minutes to write the appraisal

  • [removed]

refrain from speaking to subordinates

·  5

_____ translate job requirements into levels of acceptable or unacceptable employee behavior.

  • [removed]

Qualitative analyses

  • [removed]

Reliability judgments

  • [removed]

Performance standards

  • [removed]

Absolute rating systems

·  6

The answer to the question “What really makes the difference between success and failure on a particular job, and according to whom?” determines

  • [removed]

relevance

  • [removed]

sensitivity

  • [removed]

reliability

  • [removed]

coherence

·  7

Appraisals provide legal and formal organizational justification for

  • [removed]

keeping unions out

  • [removed]

bringing legal action against employees

  • [removed]

employment decisions

  • [removed]

high executive salaries

·  8

Psychologically, promotions help satisfy employees’ need for

  • [removed]

superiority

  • [removed]

separation

  • [removed]

discipline

  • [removed]

security

·  9

From the organizations perspective, the four broad types of internal moves include 

  • [removed]

demotions, transfers, relocations, and resignations    

  • [removed]

promotions, demotions, transfers, and layoffs

  • [removed]

layoffs, retirements, resignations, and demotions

  • [removed]

promotions, demotions, transfers, and relocations

·  10

One requirement of sound appraisal systems is _____, which refers to consistency of judgment.

  • [removed]

reliability

  • [removed]

sensitivity

  • [removed]

relevance

  • [removed]

acceptability

·  11

The advantage of using a behavioral checklist is that

  • [removed]

the meaning of response categories is generally interpreted similarly by various raters

  • [removed]

it provides a direct link between job analysis and performance appraisal

  • [removed]

it is good for individual feedback and development

  • [removed]

it focuses directly on job behaviors

·  12

Which of the following is an advantage of narrative essays? 

  • [removed]

Good for individual feedback and development

  • [removed]

Forces raters to make distinctions among employees

  • [removed]

Good for making comparisons across employees

  • [removed]

Provides a direct link between job analysis and performance appraisal

·  13

Which of the following is a disadvantage of forced distribution? 

  • [removed]

May be inaccurate if a group of employees is either very effective or ineffective

  • [removed]

Provides little basis for individual feedback and development

  • [removed]

Forces raters to make distinctions among employees

  • [removed]

Difficult to make comparisons across employees

·  14

Most companies require that appraisal results be

  • [removed]

sent by certified mail to the employee

  • [removed]

discussed with the employee

  • [removed]

e-mailed to the employee

  • [removed]

only provided on an annual basis  

·  15

To avoid legal difficulties regarding performance appraisals, organizations should

  • [removed]

use the competitors appraisal system

  • [removed]

train supervisors on how to skip embarrassing questions

  • [removed]

allow supervisors flexibility in the appraisal process

  • [removed]

provide written instructions and train supervisors on the rating system

 

HLTH310 Unit 1 IP

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As a manager of a health care organization, your goal is to create a successful environment for customers, patients, and staff, and planning is what makes this possible. A strategic plan will help maintain the environment you are currently in, provide input to what capabilities your organization has currently to use within this plan, change the organization based on the needs determined, and guide your organization to where it plans to go in the future.

Instructions

Research online at least 3 existing health care organizations for examples of mission and vision statements. Use them as a reference point when creating your own strategic plan. 

You are to complete the following portions of your health care organization strategic plan:

  • Name your health care organization.
  • Describe the health care organization for which you are creating a strategic plan.
    • Include details about the population it serves and the services provided.
  • Identify the organization’s core competencies.
    • How are core competencies giving the organization an important difference in providing customer benefits and perceived value?
    • Identify the expectations and needs of the health care customer within that population.
  • Define the organization’s vision statement.
    • Where do you want this organization to go?
    • What is your personal vision for this organization?
    • Does the organization address customer service within the vision statement?
    • Does the organization address the commitment to quality and value?
    • Does your vision statement involve the employees?
  • Craft the organization’s mission statement.
    • What is the reason that this organization was created?
    • Does the organization address customer service within the mission statement?
    • Does the organization address the commitment to value and quality?

HRM531 Human Capital Management Week 1 DQ

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What people-related problems are likely to arise as a result of globalization, outsourcing, reducing organizational layering, alternate workplaces, and more contingent work arrangements? How can organizations optimize these changes for employees? As an employee how can you prepare for the probable changes in your future?

 

In a recent class, a student raised the concern a coworker was abusing the Family and Medical Leave Act. The coworker was frequently absent. The frequent absences were stressing the other team members and the employee’s performance was not at acceptable levels. What obligations does the Family and Medical Leave Act impose on employers? What rights does it grant to employees?

What is the best way to ensure that an organization is complying with employment laws? Explain your answer.

 

Most textbooks on human resources management put the organization’s HR function in charge of efforts to discourage the unionization of employees. Most managers are opposed to the unionization of the workforce and the thought of employees represented by a union. What are your views on unionization? Does a unionized workforce ever work to the benefit of the employer?

 

 

 

Cascio wrote Chapter 14 will provide guidance on “How do I fire people legally and humanely?”

 I started my career in HR as an employee relations specialist. I advised managers on disciplinary actions – including terminations. I advised employees who were under the threat of discipline or termination on their rights and responsibilities. When I became a supervisor, I disciplined employees and terminated several. Several employees I terminated were supervisors. I worked the termination of two supervisors in the contracting function. The two supervisors were abysmal managers who made their staffs miserable. The only humane action was their termination for the benefit of the people who had to work for them.

 If you have terminated another person, do you believe you acted “humanely?” If you have been terminated as a result of downsizing or corporate restructuring, was the action managed “humanely?”