This assignment is about observation, not participation. You may observe a ceremony in video form, if necessary, but it is better to witness the ceremony first hand so that you may use all of your senses to describe the event. Reflective Writing Reflective writing is very similar to journal writing, but there is less focus on you as the writer, and more focus on the event and an academic reflection of that event. You are more likely to use readings from the course or other outside sources to support your analysis of the event. Reflective writing consists of two main parts: a description and a reflection. The writer must first describe the event or situation that is the topic of the writing.
This assignment is about observation, not participation. You may observe a ceremony in video form, if necessary, but it is better to witness the ceremony first hand so that you may use all of your senses to describe the event. Reflective Writing Reflective writing is very similar to journal writing, but there is less focus on you as the writer, and more focus on the event and an academic reflection of that event. You are more likely to use readings from the course or other outside sources to support your analysis of the event. Reflective writing consists of two main parts: a description and a reflection. The writer must first describe the event or situation that is the topic of the writing.
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Discussion 1: Professional Boundaries and Ethical Standards
The purpose of ethical standards is to help guide the helping professional in practice. However, making ethical decisions is not always easy or clear. Consider the following scenario using the ethical standards for sexual boundaries within your profession. Choose the answer that best fits your professional obligation regarding sexual matters and explain your rationale for your choice.
Susan has a private practice as a psychotherapist. Her client, John, has sought counseling services because he is going through a divorce. After seeing John for about 2 months, Susan realizes that she is growing sexually attracted to John. At the end of each session, John gives Susan a hug. What should Susan do first?
Terminate with John and wait 1 year before beginning a sexual relationship.
Terminate with John and refer him to another therapist.
Seek supervision regarding countertransference.
Dis
Assignment OverviewUnit 4 - Discussion Board
ASSIGNMENT DESCRIPTIONDeliverable Length:
300500 words
OBJECTIVES
Consider the following scenario as you respond to the discussion questions below:
You are the department manager for a thriving orthopedic center that is part of an integrated delivery system (IDS). The IDS is owned by a national corporation, with varying sized health care facilities from coast to coast. The chief executive officer (CEO) of the IDS is considering approving procurement of a surgical robotic unit for your center, at the recommendation of the systems chief of surgery.
Primary Task Response: Given the scenario above, you are asked to discuss the economic factors that must be considered prior to the purchase of the surgical robotic unit. In a post of 300500 words, respond to the following questions:
Who are the stakeholders in this scenario (both internal and external)?
What is the
write 400 words that respond to the following questions with your thoughts, ideas, and comments. This will be the foundation for future discussions by your classmates. Be substantive and clear, and use examples to reinforce your ideas:
Competition is a driving force in business. Respond to the following questions regarding competition and competition in the healthcare industry:
From an economics perspective, what is a competitive market?
Based on your definition and understanding of economic competition, is the healthcare industry a competitive market?
Why or why not?
Provide one example of a recent merger or acquisition between healthcare providers, healthcare providers and insurers or pharmacy benefit providers and insurers.
What are the issues influencing these decisions on acquisition?What is the role of the government in regulating these business transactions?
Professional paper
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Employee involvement and engagement are absolutely critical for an employee relationship with the business to be constructive, progressive and interactive. There is a strong correlative relationship between SHRM practices and employee performance from an individual, team and organisational point of view (Bailey et al., 2018: 155-156), which in turn leads to loyalty and retention (Half, 2020). Bailey et al. (2018:159-160) list a number of theories around this link between SHRM practices and the impact on employees:
Ability-motivation-opportunity theory: focus on individual performance through programs to improve skills, enhance motivation and create opportunities.
Social Exchange Theory: employee motivation (and chance of retention) is improved through continuous appreciation of the work and effort performed by the employee.
Attribution Theory:
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The management of the employment relationship is a key process to achieve the goals of an organisation. HR plays a critical role in both developing and training managers and leaders to effectively create and nurture relationships but also how to measure and monitor if those relationships are meeting the expected objectives.
Lowe found that because employees have limited influence on their workplace, their best way to protect themselves is finding a job in another company. Weak employment relationships are linked with low morale and low engagement whilst a strong synergy will see high levels of productivity growth and job satisfaction (Lowe and Schellenberg, 2001).
A number of factors must be considered when creating an employment relationship such as identifying objectives the business aims for in relation to attracting and retaining employees, time to hire
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The management of the employment relationship is a key process to achieve the goals of an organisation. HR plays a critical role in both developing and training managers and leaders to effectively create and nurture relationships but also how to measure and monitor if those relationships are meeting the expected objectives.
Lowe found that because employees have limited influence on their workplace, their best way to protect themselves is finding a job in another company. Weak employment relationships are linked with low morale and low engagement whilst a strong synergy will see high levels of productivity growth and job satisfaction (Lowe and Schellenberg, 2001).
A number of factors must be considered when creating an employment relationship such as identifying objectives the business aims for in relation to attracting and retaining employees, time to hire
Professional paper
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200-250 word only
Please reply to the below
Referring to positive employment relationships, HRM must create people management strategies to maximise organisational performance, (Bailey, 2018). For example, (CIPD) engagement strategies focus on employee participation: explicit knowledge; having a voice at staff meetings, tacit knowledge; intellect of expressing ideas. ICT communications assist for social engagement. On increasing sales, Ko (2019) agrees, a commitment -based strategy, [skills and knowledge] improves long-term performance levels by 16.9%, (Bailey, 2018:156).
Figure 13.1 Different Classification of Knowledge Model.
Additionally, on theoretical frameworks, (AMO) ability, motivation and opportunity, increases performance,( Bailey, 2018). For example, in the bank, the sales team were rewarded for monthly individual and group sales targets. Reflecting the Attribution Theory, Li
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Good Afternoon All,
A strong employer/employee relationship is vital for business success, unhappy employees leave businesses and the employee turnover increases as a result, therefore it is a loose-loose situation for both the business and the individual.
To support the organisations strategy, businesses must ensure that they make a number of decisions about how they want to develop and maintain the employment relationship. I came across an interesting article on the Business 2 Community website and it suggests that businesses must do 4 things to create a strong employer/employee relationship.
1. Motivate Understand what motivates your employees, not everybody is solely motivated by money, they could be motivated by training and development or personalization of the role in hand.
2. Set Goals Un
