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Human Relations

Be sure to integrate terms and research associated with major cognitive theories into your analysis such as egocentrism, inductive reasoning, or fluid/crystalized intelligence.

Please use the text book along with 2 other sources for this assignment
Chapter 7 of the course textbook examines theories of cognitive development during adolescence and later adulthood. For this assignment, refer to the textbook and two peer-reviewed journal articles to compare and contrast the theories and models of two cognitive theorists with respect these stages of human development.
In your paper, account for or respond to the following:
Briefly summarize the main elements of each theorist’s analysis of cognitive development during the transition from adolescence to early adulthood.
Compare and contrast the two approaches to this critical and difficult stage of development, illustrating in what ways, and with respect to what issues, each approach provides insights and/or exhibits shortcomings.
Compare and contrast cognitive development during adolescence versus early adulthood, evaluating whether and to what extent one or the other stage is more or less amenable to one of the two frameworks examined.
Be sure to integrate terms and research associated with major cognitive theories into your analysis such as egocentrism, inductive reasoning, or fluid/crystalized intelligence.
References
Mossler, R. A., & Ziegler, M. (2016). Understanding development: A lifespan perspective. San Diego, CA: Bridgepoint Education, Inc. Chapter 7: Cognitive Development Chapter 8: Language Development Chapter 9: Intelligence

Categories
Human Relations

This is a follow-up to the lecture on science and the christian faith from our last class.

READ THE VALK ET AL. ARTICLE ON “WORLDVIEWS AND LEADERSHIP.” THEN WRITE A 3/4 PAGE SUMMARY OF THE ARTICLE AND A THEN 1/4 PAGE OF YOUR THOUGHTS ABOUT THE ARTICLE. If your Summary is longer than one page, this is fine. 2) GOOGLE “LIST OF CHRISTIANS IN SCIENCE AND TECHNOLOGY” FROM WIKIPEDIA. Go to the Current Day and read about a current day scientist. Then write 1/3 page describing this scientist and their work. This is a follow-up to the lecture on Science and the Christian Faith from our last class. You will share about the scientist that you read about at our next class. You can put both of these parts (#1 + #2) on one document.

Categories
Human Relations

An identification and description of a professional change initiative personally experienced or researched.

We have determined that change is inevitable and subject to a number of variables attributing to the success or failure of the change process. The Final Paper is an exploration of a change initiative that you have personally experienced or researched. The paper should demonstrate your knowledge of the change process through a comprehensive analysis and discussion of the following aspects of organizational change. Your paper must include:
An identification and description of a professional change initiative personally experienced or researched.
A discussion of the change initiative as seen through the eyes of the leader and the follower.
A discussion of the successes and failures experienced during the change event.
An analysis of the concepts and theories used to facilitate the change process.
An evaluation of the impact of the change upon the organization.
A discussion on the sustainability of the change effort.
You must incorporate concepts and theories relating to the change process as they apply to each section of the paper.

Categories
Human Relations

Many of you live in cities, and for those of you who do not, you likely visit cities for various reasons.

Many of you live in cities, and for those of you who do not, you likely visit cities for various reasons. What are some of the fundamental reasons that you live in or visit a city? Would you define these reasons primarily as economic, social, cultural, etc.?
I am currently in Toronto, Canada.

Categories
Human Relations

Do you support the executive pay, why or why not

identify three publicly traded corporations while identifying the compensation of the senior leaders of that corporation. create a pros and cons argument for and against the compensation recieved by these leaders. then, draw a comparison to the earnings of notable celebrity athletes or entertainers, while considering the responsibilities of those people to the leaders of the previously selected corporations. Do you support the executive pay, why or why not

Categories
Human Relations

An evaluation of common methods used to select a candidate

Exam Content
This internship is turning into a great hands-on learning opportunity for you. Your manager has tasked you with proposing a talent management plan for pilots at Southwest Airlines. Your proposal will be considered by the Director of HR to make a formal plan.
Develop a 3- to 4-page proposal that includes the following:
A recommendation of 3 recruitment sources that are best suited to recruit pilots. Consider the number of resumes generated, the percentage of resumes likely to result in accepted offers, the time to fill a position, and the cost to fill a position.
An evaluation of common methods used to select a candidate
Recommend 3 methods for selecting new pilots. In your evaluation, consider reliability, validity, utility, and legality.
An evaluation of common methods used to train and develop employees
Recommend 3 methods for training pilots at Southwest Airlines. Consider learning and development outcomes, cost of training and development, the effectiveness of training and development, and risks.
An evaluation of common performance management systems
Recommend 1 method for performance management of pilots at Southwest Airlines. Consider strategic congruence, validity, reliability, acceptability, and specificity.
An evaluation of common methods to minimize voluntary turnover
Recommend 1 approach to retain pilots at Southwest Airlines. Consider methods for retaining employees, meeting pilot needs, and cost.

Categories
Human Relations

If the company does not have part time employees; must it create a position for ernesto?

Ernesto is a 62 year old Hispanic male (non-exempt employee) whose job is a telecommunications/tech repair specialist. He is one of thirty employees of Radix Corp. His duties require him to travel to remote locations to repair computer and other electronic devices located in transmitter stations only accessible by 4 wheel drive vehicles.. These stations are small rectangular metal buildings containing the commutations equipment. He has diabetes and recently filed for workers compensation, claiming that his disease is job related. He recently had to undergo an operation to remove his left leg above the knee. He has been recovering, and his doctor has certified that he can return to work in a limited capacity. The company does not have any available part time positions.
You are the HR director: What employment laws apply? If the company does not have part time employees; must it create a position for Ernesto? What action may the company take concerning Ernesto’s disability associated with his full-time position?
If he is unable to perform the essential functions of his position with or without accommodation, what action can the company take? (Assume that the remote locations are difficult to reach and that they cannot accommodate a wheelchair.)
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Categories
Human Relations

Deep dive into the health inequity they chose (i chose disparities in minority groups, specifically hispanic).

Deep dive into the health inequity they chose (I chose disparities in minority groups, specifically Hispanic). You should conduct research utilizing, analyzing and critiquing diverse sources of information, including traditional sources such as articles, peer reviewed journals, government agency reports and webinars, news outlets, as well as non-traditional sources (e.g., digital stories and photo voice, among others). The students will identify relevant social and political determinants of health, those which contribute to the health inequities/disparities, as well as those that can be used as assets in the development of interventions/solutions and/or policy to resolve the inequity.

Categories
Human Relations

Hr must work to stay innovative in how they promote and support the desired workplace culture.

respond to the below post, do not rate, expound upon the idea/thought
How can human resources add organizational value?
The HR function is a necessary and important piece to the overall potential for success of an organization. The HR function is there to perform the routine functions of staffing, performance management, policies, compensation, training and development, retention, and workplace culture. Performance has a large correlation to company revenue and will be further detailed to showcase the value HR holds. The performance management process is traditionally used to gauge success based on manager and worker roles that together set expectations, review results, and reward performance (Al-Musadieg et al., 2018). Without the right tools or evaluation process, employees are left with limited guidance or a platform to discuss their performance, and managers are left without a system to fairly evaluate the employee.
HR adds value to the organization when monitoring the legal requirements they are expected to work within. HR can further their value when allowed to operate as a strategic partner within the organization’s leadership team. This could include factors such as new initiatives that will impact employees or an expansion of a product line and how the company will staff for that. The strategic aspect of HR is tied to the company’s actions and management of their workforce that is tied to their strategic goals and mission. When HR is not established and provided the platform to do their job, organizations can be found to not follow policies, make decisions that can lead to legal violations, or leave a workforce with an unsupportive culture. HR provides the context to drive employee motivation and performance, which in turn impacts the productivity of the organization.
What are two strategies that an HR department can take to become a more valuable resource/organizational department?
Managers in an organization are continuously looking for ways to decrease their workload and time spent on administrative factors. HR can play a valuable piece to managers regarding such with how they manage the hiring process. As Feffer (2019) states, HR can lighten the burden on managers when they are looking to fill a position by pre-screening candidates and only requiring managers review qualified applicants. During this pre-screen, the HR professional can showcase to the candidate why they should want to work for that organization, and the compensation and benefits packages available to ensure only those truly interested are moved to the manager for review. To be successful at this requires an established relationship with the manager to gain useful information and trust in capabilities to support them.
Not only does the company need to remain on the cutting edge of what customers are waiting to stay relevant and in demand, so does HR. Innovation plays a large part in how successful an HR team can be. As Al-Musadieg et al. (2018) puts it, “…innovative HR practices are positively associated with organizational performance” (p. 445). There is a level of enhancement that occurs with innovation. This impacting satisfaction, organizational commitment, empowerment, and trust within the employee and management staff (Al-Musadieg et al., 2018). HR must work to stay innovative in how they promote and support the desired workplace culture. Being aware of what employees seek for compensation, benefits, training, and so on is necessary for innovation. To gain this important information, tools such as employee surveys should be utilized to adjust HR practices to remain innovative.
References:
Al-Musadieg, M., Nuriannah, Raharjo, K., Solimun, S., & Achmad, R.F. (2018). The mediating effect of work motivation on the influence of job design and organizational culture against HR performance. Journal of Management Development, 37(6), 452-469.
Feffer, M. (2019, March 26). How to convince hiring managers to work with HR. Society for Human Resource Management. https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/how-to-convince-hiring-managers-to-work-with-hr.aspx

Categories
Human Relations

Human resources is charged with optimizing the human potential of an organization.

Human resources is charged with optimizing the human potential of an organization. Examine how human resources can add organizational value. Then, recommend two strategies that an HR department can take to become a more valuable resource/organizational department.
Answer the above using the question and answer (Q&A) format. The Q&A format should include the original question along with your response. Within your post, support your responses with information from at least one peer-reviewed/scholarly source (not older than 3-5 years) from CSU Global online library or the Internet, and provide the full citation at the end of your post. Use APA guidelines (at the CSU Global Writing Center ) to format your references. Your total word count must be at least 300 words excluding the original questions.