The Heart of Change, Coursework Example
What is sexual harassment? Identify and describe the three elements which may constitute sexual harassment
Sexual harassment is the manner by which an individual is treated by another with malice. There are particular elements that make up the particular event that makes it valid to be called or recognized as sexual harassment. Among the conditions to take into account is the fact that the one being victimized has a lower-grade or lower-class of recognition in comparison with the perpetrator. Another requirement is that the perpetrator has enforced the insult that makes the victim feel uncomfortable. The third point is the consideration over the event is that the situation causes a particular sense of inconvenience especially on how the victim handles the matter in relation to work situations and level of insult that has been incurred against the victim accordingly. The establishment of a case into being recognized as sexual harassment largely depends on how the victim sees the situation and how such event has affected the life that he or she used to live with. Most often than not, it is the desire of the perpetrator that is identified as rather malicious that makes a particular action or advancement offensive thus rendering it as a form of sexual harassment.
Identify ways to make performance evaluations more effective. Do you believe one of your suggestions is of higher priority than the others?
Performance evaluations ought to be more effective when they are more personal; practically giving attention to how the attitudes of a person is measured alongside how such attitude affects the performance that a worker imposes especially for the sake of developing a better sense of using his strengths as the basic foundation of work and his weaknesses as the mere stepping stones and opportunities for personal and professional growth. Making it personal specifically allows evaluations to become more effective in gauging the capacities of an individual especially in making sense out of the many performance values that are measured in the said evaluation reports. The personal value of each evaluation report is somewhat dependent on how much change and transformation is able to make a definite insistence on how one would become a better individual and worker accordingly. The priority given to the option of making each evaluation report personal is dedicated towards assuring the condition of improving the overall personality of the individual not only within the constraints of the work area but also outside the said consideration of function. What makes personal evaluations more effective is that they are better appreciated by the workers and are valid enough to make a definite insistence on how the workers make adjustments among themselves within and even outside work.
Identify and describe factors that influence the degree to which an organization will engage in recruiting
Recruiting is a process which organizations are given the chance to become more able find the right people for the right positions based on the qualifications they have established to be reached. Most often than not, recruiting new employees is more random rather than taking into account the specificity of looking into records of existing applicants. The individuals who are to respond to the invitation for recruitment are expected to make amendments on themselves to make sure that they fit the required portfolio. In this case, the rate of interest that the recruited individuals have on the job that they have to complete is high enough to be able to note the consideration over how modern work operations could be kept at a distinct rate that would be most valuable and beneficial for the organization and the person involved in the recruitment itself.
Most likely, the process of recruitment is somehow assumed to take root in the desire of the organization be able to get access to the right individuals who have the right capacity and the right qualification to take on the responsibilities that are assumed to make it easier for the organization to reach the goals they have set for themselves to attain as part of the organization’s primary purpose.
Training programs are frequently the first items eliminated when management wants to cut costs. Why do you believe this occurs?
Training operations are considered as major investments on the part of business organizations. The time and money spent to fund such operations are often measured to have a great impact on how the budget and funding of the organization is managed accordingly. Noticeably though, there are instances when some organizations feel that the attention they give to such operations is over-rated that they envision the value of such trainings to be less important than expected or as assumed by the managers. Practically, these trainings are expected to make a definite impact on how the workers perform in relation to the tasks that they were assigned to complete.
When cost-management issues occur, organizations often seek to stop training operations since they are considered as the least important matters of management and that if ever the business does do well again, then it would be much easier to return the training schedules again. Although this may be true, rebooting training operations may be more distinctively damaging to the system than are they helpful as hoped. Most likely, the capacity of the organization to make sure that the removal of particular training operations would not fully make a definite change on the overall operation of the organization.
How might a formal career development program be consistent with an organization’s affirmative action plan?
When programs of formal career development operations are pursued, organizations often make a definite line that connects such programs with the overall goals of the business. Noticeably, it could be understood that when it comes to determining such options of growth for them have been set to attain. In each business organization, management operators need to make sure that the alignment of options of development are specific enough to make sure that the employees would be able to gain the best benefit from such programs thus improving the way they function for the completion of the goals that they have been expected to attain.
The formality of such programs makes it easier for the people to give attention to how they function well for the business especially that they are given the chance to embrace the consideration for personal growth that they are offered to embrace in a personal and professional level. Basically, establishing such programs come from the insistence of how much the organization hopes to empower its people making it easier for them to fit into the picture of success that they are supposed to create for the organization and for themselves.
What can an organization do to help prevent workplace violence?
Establishing effective policies that could establish a definite sense of balance even amidst the diversity of attitude and characters of the people who are working in the business; noticeably these policies would be able to make a distinct impact on how the employees relate to the administrators and among themselves as well. Workplace violence often comes from smaller conflicts simply heightened by the desire of each individual to establish his own point in relation to the issue being dealt with. People involved in such conflicts, when not dealt with accordingly, may involve other individuals and when such conflicts develop into massive sources of tension, violence may occur. To control the situation, managers should be dedicated to make a distinct transformation on management operations that are assured to make a definite turn on how the employees are equipped to handle personal and workplace conflicts without necessarily resorting to violence. Being able to control anger and other points of emotional imbalance should be a goal on trainings that are handled by the administration for the sake of empowering the people as they perform for the betterment of the organization.
All that is required for successful labor-management relations is common sense, sound business judgment, and good listening skills.” Do you agree or disagree with this statement?
I personally disagree with this statement especially because I believe that when it comes to labor-management it is important to apply good and effective strategies that are naturally designed to aid the manner by which modern business operators are to be helped to handle diversities and conflicts among employees and the way they handle themselves; manners that would specifically identify well with how they make use of available resources that are directed towards making a definite insistence on improving the way the organization fully operates according to the goal and purpose they have been expected to reach.
While common sense and sound business judgment would actually be helpful in determining the proper way of managing labor, they are not enough to completely contend with the need to manage the differences that the people are likely involved with. Most likely, it could be noticed that when it comes to such manner of operation, managers are expected to do more than just know the facts; they are expected to make sure that the needs of the employees for satisfaction are responded to accordingly.
What is the rationale for health care organizations’ adoption of strategic management?
When it comes to the management of healthcare organization, adapting particular strategic management operations is rather important especially in making sure that the needs of the patients are responded to accordingly. The proper direction of resources and the sustainable utilization of supplies and labor force would determine such point of success. Healthcare organizations are expected to take on the challenge of being able to respond to patient needs, especially when social health issues arise.
Part of the strategic management applied by healthcare organizations is the determination of strategies that are dedicated towards making use of technological developments that are helpful in making sure that healthcare tools are managed accordingly to respond to the concept of patient-centered satisfaction and service direction.
Healthcare organizations are expected to be focused on giving what the patients need when they need it; accomplishing this goal is something that would make a definite impact on how the organization itself takes on the responsibility of making use of available resources to respond to the definite option of improving how the healthcare status of the community stands amidst the many alterations in the society. Hence, in adapting good strategies of management would make a greater impact on the integrity of the health status of the members of the society.
Contrast management, personnel, and human resources management
Management is the general process of particularly mandating how the people and specific resources used in an organization are mandated for better support and development that is needed to make sure that the business is able to reach its goals and desires for success. Personnel management is directed towards how employees are given the chance to perform accordingly in relation to matters expected from them. On the other hand, human resources management is a more detailed condition of identifying the needs and the demands of the people based on their level of satisfaction and the parallel connection it has with the demands of the organization as well.
Applying these three dimensions of effective management would fully indicate a better sense of what is understood as a distinct sense of good business operations that starts from the success of dealing with internal direction of proper management towards determining the external values of operation to which the business is highly dependent upon.
Kleiman, Lawrence S. “Management and Executive Development.” Reference for Business: Encyclopedia of Business (2010).
Kotter, John P. & Dan S. Cohen. (2002). The Heart of Change. Boston: Harvard Business School Publishing.
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