This week you studied bioethical issues as they relate to the healthcare worker. For this week’s assignment, conduct independent research (outside of your text) for current bioethical issues. Provide three examples of current, bioethical issues and explain the surrounding ethical issues. For the second part of your paper, discuss the importance of the conscience clause. Should healthcare workers and facilities have the ability to refuse to perform certain procedures based on moral or religious objections?
Day: February 9, 2020
For your Final Project, you complete a psychological assessment project consisting of two parts. First, you design an original testing instrument related to organizational psychology. Then, instead of gathering data on your own test, you are provided with a set of test data to analyze. You compile the description of your test and the results of your analysis of the provided dataset into a 5 pages APA Results Section report.
Your project report (your APA Results Section) must include:
- Your construct, test specifications, and test items (all attached info)
- Your statistical analysis on dataset provided, including analysis of factor analysis, classical statistics, and reliability and validity measures
Your Final Project will be graded on a 20-point scale and is worth 30% of your final grade.
The Final Project is due by Day 7 of Week 11. Although the Final Project is not due until Week 11, you should become familiar with the project requirements and have them in mind as you proceed through the course. Many of the Discussions, Application Assignments, and Knowledge Assessments are building blocks for your Final Project.
The Final Project will be evaluated according to all four indicators in the Application Assignment and Final Paper Writing Rubric (attached)located in the Course Information area. Be sure that the Final Project is written using APA format.
Information on scholarly writing may be found in the APA Publications Manual and at the Walden Writing Center website. Also see the “Academic Integrity” and “Guidelines and Policies” are
Assignment Instructions(AROUND HALF PAGE)
The United States is in a period of major transition from an economy where mass production manufacturing industries constituted the core to a one in which industries based on information and knowledge form the core. In addition to the shift from mass production to knowledge-based enterprises, both the workforce and consumer population has also changed significantly. These changes have stimulated changes in employment laws and regulations as well as in management and human resource policies and practices.
Read:
Muhl, C.J. The Employment-at-will Doctrine: Three Major Exceptions.
Federal Laws Prohibiting Job Discrimination
K. Reardon, “The Memo Every Woman Keeps in Her Desk. – The case study concerns a woman who believes that she and other women are being discriminated against in her company.
Forum:
If Liz Ames at Vision Software sends the memo she has written to her boss and is subsequently terminated would any of the exceptions to the “employment at will” doctrine apply to her case? Would she be protected under any federal law? Explain your reasoning.
Josie Zaroft, a 56 year-old senior software engineer at FutureApp, has informed the human resource department that in advance of scheduled gender reassignment surgery, she would like the staff to refer to her using only female pronouns. The head of HR, Susan, once dated Josie when she was known as Joe, a biological male. Susan calls Josie in for a performance review and states that Josie will not receive a previously-promised promotion because her transition will make it difficult to manage the team of older male tech workers who just wont understand this she-male fad. Susan further states that Josie must be crazy and is too old to be performing drag in the office. Has Josie suffered from any discriminatory practice under federal law? Identify which federal laws prohibiting job discrimination might apply, and explain why.
THEN REPLY TO THIS PERSON’S RESPOND (3-4 SENTENCES)
1. Firstly, the employment at will doctrine states that if an employee doesnt have a written employment contract and the term of employment is indefinite, the employer can terminate the employee for a good cause, bad cause, or no cause whatsoever. However, there are some exceptions to this doctrine. The public policy exception states that an employee has been wrongfully discharged when the termination is against an explicit, well-established public policy of the State. Next, the implied contract exception is applied when an implied contract is formed between an employer and employee, even though no express, written instrument regarding the employment relationship exists. Lastly, theres the covenant of good faith exception which means either that employer personnel decisions are subject to a just cause standard or that terminations made in bad faith or motivated by malice are prohibited. When looking at Liz Ames termination I believe that the public policy exception applies to her situation. It is now become commonplace to give women equal opportunity in the workplace and to respect them as equals. Her termination was clearly based on Clarks naiveness and unwillingness to accept the fact that theres discrimination in his company. By simply deciding to lay her off he is going against this policy or norm. Not only this but under the policies of Title VII, Liz is protected against discrimination or harassment based on her sex, something she had to endure while at Vision Software. And now it is only exasperated by Clarks retaliation to her complaint.
2. I feel that Josie is definitely suffering from discriminatory practice. Title VII can be applied here because Josie is being discriminated against on the basis of her sex. Just because someone doesnt identify with their biological gender, it doesnt mean that they are any less capable of completing the tasks at hand. And the older tech workers may not understand this sex change, but this is no reason to belittle Josie and take away an already promised promotion. Additionally, the Age Discrimination in Employment Act can be applied here. There is no set age for when someone can or cant perform drag. This is completely opinionated and wrong. Josie may be older but she should not be made to feel as though she is less than or that she cant have her own autonomy in the workplace.
Use a janitorial service company for example, and please use US english.
Develop a simple innovative framework for a business concept of your choice using the five (5) key questions (what, when, where, who, how). Next predict whether or not this strategy will require an incremental change or radical change. Provide support for your response.
Discuss three (3) ways that an organization could benefit using the search strategies of Zone 1 (Exploit),
Zone 2 (Explore),
Zone 3 (Reframing)
Zone 4 (Co-evolution) to explore the best space for their innovative strategy. Provide support for your response.
Chapter 9, Stakeholder Engagement in Policy Development: Observations and Lessons from International Experience
Chapter 9 discussed the importance of stakeholder engagement in policy making. The author presented several benefits and an analysis of five cases in which stakeholder engagement added value to the policy making process. If you were leading a project to develop a comprehensive policy for managing pedestrian traffic flow in a popular downtown metropolitan district, what measures would you take to engage stakeholders in that project? Your answer should outline your suggestions and clearly explain why each one would add value.
Note : 2 pages answers needed, it should not include references
APA-compliant references and corresponding in-text citations.
In “What Was Volkswagen Thinking?,” Jerry Useem (2016) discusses James Burke, the CEO of Johnson & Johnson, and highlights Burkes decision to hold a meeting with his top executives to discuss eliminating the company credo. Burke was concerned that the managers were not reflecting upon the company credo for everyday decisions. He called for a debate among his top managers about the document and the role of moral duties in daily business. Instead of voting to remove it, the managers chose to revitalize the message of the credo within the company (Useem, 2016).
In your response, explain why this meeting was effective. Why do you believe Burke chose this type of channelwhere the managers could not only directly talk to him, but they could also talk to each otherover other types of communication?
Your response should be at least 500 words in length.
Introduction
Effective communication is a key component to a successful business. The ability of each employee to communicate on an individual basis and on an organizational level is vital. The ability of an organization to communicate its message to both its employees and its customers can often determine the success or failure of a business venture.The term organizational behavior focuses on how individuals and groups act wUitNhIinT oxrSgaTnUizDaYtioGnUs.IDE Communication is simply the act of transferring information from one person (the sender) to another (the
receiver). Beyond this simple definition, however, lies a world of possibilities that make the process complex. How is the information encoded? How is it transmitted (the channel)? Does the communication occur on a face-to-face basis, over the telephone, or via a mass media platform where both verbal and nonverbal communication can occur? Is it written communication meant for an individual, a specific group, or a general audience? Is it focused on words, or are other visualizations (photographs, graphs, charts, and maps) included?
The following model of the communication process dramatically simplifies a complex human activity. It presents the process that occurs when one person (e.g., a manager) communicates an idea to another person (an employee).
Desired Outcome
The desired outcome of any communication process is to have the receiver (or receivers) understand the message. This concept can almost seem counterintuitive to students who start looking at specific purposes for messages rather than the general idea of communication. One approach is to say, I am writing an argumentative paper. Is it not my goal to get my readers to agree with me? An employee may say, I am writing a memo regarding XYZ products. Is it not my goal to get the customers to purchase the product? The answer to both of these questions lies in the answer to another: Can a writer accomplish either of these goals if the receiver does not understand the message? First and foremost, the message has to be successfully transmitted from the sender to the receiver (or receivers): If understanding occurs, the message is successful.
Avoiding Misunderstandings
Misunderstandings can occur at any stage of the communication process. There are many barriers to effective communication that can interfere with the transmission of the message, including language and emotional barriers, lack of attention or interest, expectations, false assumptions, and cultural differences. A sender must be aware of these barriers and try to reduce their impact.
Within a business, there can be additional obstacles to communication. There are different types of channels. A manager might speak directly to an employee, for example, or his or her message might go through a series of other people before reaching all of the employees. Different types of technologies allow for multiple types of channels, as well, and technologies vary in speed, accuracy, cost, and efficiency.
In What Was Volkswagen Thinking?, Useem (2016) begins by discussing the behavior of James Burke, the CEO of Johnson & Johnson during the 1980s when the company faced a product-tampering crisis. Three years prior to the crisis, Burke held a meeting with his top executives where he suggested eliminating the company credo. Burke was concerned that the managers were not reflecting uUpNoInTthxeScToUmDpYanGyUcIrDeEdo for everyday decisions. He called for a debate among his top managers about the document and the role of
moral duties in daily business. Instead of voting to remove it, the managers chose to revitalize the message of the credo within the company (Useem, 2016).
Burke took this step within his organization because it seemed that there was a misunderstanding in the communication process. The managers were not treating the company credo as a living document with a salient message. In order to address this breakdown in communication, Burke used his position to force a debate among the top manager, and his actions paid off three years later during the Tylenol capsule- poisoning crisis that occurred in Chicago-area stores.
When the emergency first broke, Burke was on a plane and could not be reached. Useem (2016) explains that employees, on their own initiative, ordered Tylenol to be removed from store shelves and publically warned consumers not to use the product. This resulted in a $100 million loss for the company but is also considered the gold standard of organizational crisis response. The message Burke sent during the meeting reinforcing the ideas of the company credo was heard loud and clear by the Johnson & Johnson managers. Their actions aligned with the company credo and helped to save lives.
Active analysis of the company credo helped to firmly establish the message in the minds of the Johnson & Johnson managers. This technique can be quite effective in guiding the behavior of an organization because the response to potential problems has been worked out in advance. Useem (2016) explains that executives receive a tremendous amount of information throughout the workday. It is difficult to process this much information on a constant basis, so executives will utilize unwritten scripts to provide responses. These scripts are unique to each organization and are created through corporate culture. The scripts benefit efficiency, but when they are not actively examined, such scripts can have an adverse impact on organizational behavior. The most efficient response is not always the best.
Useem (2016) presents sociologist Diane Vaughans concept of the normalization of deviance as an example of how scripted communication can negatively influence organizational behavior. Vaughan studied NASA after the Challenger space-shuttle disaster and discovered that the individuals who worked for NASA did not make a mistake in regard to the safety procedures of the shuttle launch; instead, the mistakes were socially organized and systematically produced by the behavior of the organization. The managers were conforming to NASAs need to meet schedules and set up rules that allowed them to accept more and more risk. Because the organization was urging them along, the managers accepted a social normalization of the deviance in the basic engineering principles, and it no longer seemed deviant to them, despite the fact that they far exceed their own rules for elementary safety. People outside of the situation see the deviance, Vaughan determined, but those inside do not.
Case Study: Volkswagen Emissions Scandal
In 4 Ways Connection Culture Improves Risk Management, Michael Lee Stallard (2016) explains that experts have identified organizational culture as one of the reasons for the failure of management at organizations, such as General Motors, NASA, Nokia, and Volkswagen. Looking at the Volkswagen situation in detail illustrates Stallards point.
Background
Scientists from the University of West Virginia tested Volkswagen diesel vehicles and found that the company was able to cheat on emission tests with software that indicated the vehicles emissions were far lower than they actually were. Over 11 million vehicles were equipped with the defeat devices (Varandani, 2015).
The use of the defeat device to fool U.S. regulators has resulted in a federal lawsuit against the company. As reported by the National Public Radio (NPR) in U.S. Files Lawsuit Against Volkswagen Over Emissions Trickery, the vehicles are actually putting up to 40 times more pollution into the air than U.S. standards allow (Chappell, 2016). Michael Horn, CEO of Volkswagens U.S. business concerns, testified on Capitol Hill that over 600,000 vehicles produced by Volkswagen violate the U.S. Clean Air Act. When asked if the software that disconnected the vehicles emissions controls outside of an official emissions testing area was installed specifically to beat the tests, Horn replied in the affirmative. He said that, to his knowledge, the software was designed to trick the system and fool U.S. regulators (Chappell, 2016).
The scandal resulted in the resignation of many top-level Volkswagen employesITanxdSaTdUrDopYiGnUthIeDE companys stock price. Volkswagen faces billions of dollars in potential fines and also the cost of retrofitting its
vehicles with systems to limit emissions. Yet, Volkswagen CEO Matthias Mueller publicly insists that the company did not lie to consumers.
In an interview with Sonari Glinton (2016) for NPR, Mueller tried to downplay the issue by calling it a technical problem. He claimed that Volkswagen had not interpreted American law correctly. He also explained that Volkswagens technical engineers reached their target goals with software solutions that were illegal in America.
Useem (2016) argues that this organizational culture was deliberately established by Mueller and the other executives to tinker with the unconscious criteria by which decisions at Volkswagen are made. This relates directly to Vaughans concept of the normalization of deviance. It is not a case of miscommunication: The executives clearly communicated their requirements, and the engineers found solutions to reach the targets. It did not matter if those solutions were illegal. When faced with the certainty of a superiors wrath or the distant possibility of an issue with an agency of a foreign government, Useem (2016) argues that most employees will choose to placate their boss. It is possible, as Mueller indicates in his interview with NPR, that the engineers did not even see the deviance. They were too caught up in the corporate culture and wrapped up in unconscious criteria established in the communication of their company.
References
Chappell, B. (2016, January 4). U.S. files lawsuit against Volkswagen over emissions trickery. Retrieved from http://www.npr.org/sections/thetwo-way/2016/01/04/461927119/u-s-files-lawsuit-against-volkswagen- over-emissions-trickery
Glinton, S. (2016, January 11). We didnt lie, Volkswagen CEO says of emissions scandal. Retrieved http://www.npr.org/sections/thetwo-way/2016/01/11/462682378/we-didnt-lie-volkswagen-ceo-says-of- emissions-scandal
Stallard, M. L. (2016, February 20). Michael Lee Stallard: 4 ways connection culture improves risk management. Newstex.
Useem, J. (2016). What was Volkswagen thinking? The Atlantic Monthly, 317(1), 26-28.
Varandani, S. (2015, December 17). Volkswagen emissions scandal: European parliament backs inquiry into German automaker, probe could last a year. International Business Times. Retrieved from http://www.ibtimes.com/volkswagen-emissions-scandal-european-parliament-backs-inquiry-german- automaker-probe-2230060
The statistical process control (SPC) is a statistical method of monitoring standards, taking measurements, and taking corrective action as products or services are being produced. Using environmental factors and the five M’s–machines used, materials, methods of instruction, measurements taken, and manpower–how would these affect processes in the following areas?
- A Hardware store
- An Emergency room
- Accounting firm
- Car dealership
ASSIGNMENT
Research one of the servant leadership organizations listed below.
In a 750-1,000-word paper, include the following:
A summary of how the organization implements the principles of servant leadership in providing customer service, hiring and managing employees, and modeling operations and policies.
A discussion of how the implementation of servant leadership affects the community and the common good.
An explanation of how adopting principles of servant leadership could result in conflict or create operational challenges. Include how the leader has addressed these challenges.
An explanation of the benefits and moral obligation of leading with kindness, compassion, and justice for the good of followers and the community
Use a minimum of two resources to strengthen and support your claims. Each section of your essay should use in-text citations.
Corporate Servant Leaders
Jasons Deli, Anadarko Petroleum Corporation, Popeyes Louisiana Kitchen
AutomationDirect.com, SAS, Wegmans Food Market, Zappos.com, Nugget Market, Recreational Equipment (REI), Whole Foods Market, QuikTrip, Balfour Beatty Construction, TD Industries, Aflac, Marriott International, Nordstrom, Mens Wearhouse, Darden Restaurants, Starbucks, Chick-Fil-A, Southwest Airlines, Medtronic ,Landrys Bicycles, Synovus Financial, Folds for honor, 7- Eleven, Banner Health System, Food for the Hungry, Trilogy Health Services, US Cellular.
You are assessed on your thoughtful
Please do not post a summary.
Your response should bring up substantive comments and questions with regard to the
reading at hand and the broader themes in the class.
You may choose to relate what you read to some part of your daily life, current events, or
some other situation, policy debate, etc..
Responses can be speculative, propose applications, or pose critiques.
Tool Analysis VAIL RESORTS 10 pg max,
In this project, you are presenting a report document. The expectation is that the report provides the level of details to help the audience grasp the main topics and to understand and complete the External Environmental Analysis.
Analysis is the operative word. In analyzing the external environment, you are expected to thoroughly research and take that research and break it into small parts to gain a better understanding of what is happening in the external environment of the business. In researching an industry, it is important to understand that every company within an industry is different so gathering information on one company does not mean that the collected information is relevant to other company within that industry. When researching, parsing the material is critical to an accurate analysis. Avoid presenting just any information as that may lead to using irrelevant information.
Perform a Porter’s Five Forces analysis on the organization’s industry and the focal company in particular. The industry is the global industry. First, use the course materials to identify the five forces and what components make up each force. Then, perform an analysis of each force that clearly discusses the why and how and concludes with the effect of the given force on the fortunes of the industry (industry profitability) and/or industry dynamics; that is whether the effect of the force on the industry is weak/modest/average/moderate or strong/severe and also on the focal company. You may not use a Porter’s Five Forces analysis that is already completed and available on the Internet.
Perform a Competitive Analysis using the focal companys closest three competitors plus the selected company. Explain why these companies are competitors. Analyze the competition’s products and services explaining features, value, targets, etc. What are the competition’s strengths and weaknesses and what is the market outlook for the competition?
Identify and discuss at least eight (8) key success factors (critical success factors). Each industry has different key success factors so make sure the success factors fit the industry.
Develop a Competitor Profile Matrix (CPM). Explain how you developed the matrix. Make sure to support your reasoning.
SWOT analysis is a tool used to assess the strengths and weaknesses (internal environment) and the opportunities and threats (external environment) of an organization. You will complete a partial SWOT analysis only completing an analysis on the OT (Opportunities and Threats). The information presented is not based on your beliefs but on fact-based, data-driven information. The items used in the OT are factors that are affecting or might affect the focal company or those companies within the identified industry.
You will:
Develop an OT table using your research to identify at least five (5) opportunities and five (5) threats that influence the industry and the focal company. Make sure to cite the elements within the table.
Perform an OT analysis (separate from SWOT table).
You may not use a SWOT analysis that is already completed and available on the Internet. The OT is for the focal company and no other company. A zero will result if used as the analysis has to be the result of your research and your own development. NOTE: A matrix is a table. It is not an analysis.
Step 7: External Factor Evaluation (EFE) Analysis
The External Factor Evaluation (EFE) matrix will allow you to use the information from the industry analysis and the competitive analysis to assess whether the focal company is able to effectively take advantage of existing opportunities while minimizing the identified external threats that will help you formulate new strategies and policies. You will use the opportunities and threats from the OT analysis.
Using the information gathered for the OT analysis, develop an EFE matrix using five (5) opportunities and five (5) threats. Discuss how you developed the EFE matrix and the outcome. Make sure to support your reasoning.
Step 8: Conclusion
Create a concluding paragraph. The Conclusion is intended to emphasize the purpose/significance of the analysis, emphasize the significance/consequence of findings, and indicate the wider applications that are derived from the main points of the projects requirements. You will draw conclusions about the findings of the external environment analysis
APA format
