Category Archives: Management

Civic Engagement


Directions: Research a non-profit organization, political candidate or organization, campus or community agency engaged in community activism. Since the assignment’s focus is on civic engagement, audience centeredness is a key element: how/why does this matter to the audience, as fellow citizens what can be done, what action(s) can be made (i.e. how can audience members engage civically)?

A requirement for this assignment is conducting research to support your thesis/central idea to include: definitions, evidence/facts, narratives, testimony, and/or statistics (minimum of 3 citations must be incorporated into your speech). Citing sources properly and accurately will be an integral component of the assignment.


Attention Getter (e.g. quote, narrative, question, statistic)

Introduce topic clearly by stating thesis/central idea.

Credibility Statement (why you are qualified to speak, such as personal and/or professional expertise, experience, knowledge)

Provide full preview of Main Points


2-5 main points with connectives (e.g. transitions, internal preview, signposts)

Incorporate 3 citations based on gathered materials

NOTE: Last main point should reflect how audience members can engage civically (be specific).


Prepare audience for ending

Reinforce thesis/central idea (e.g. restate main points)

Final memorable statement. End strong!

Sample paper

Civic Engagement

Since its inception, Planned Parenthood has transformed the lives of thousands of women through civic engagement. This study presents an overview of the organization’s achievement in matters relating to women’s health since its inception. The study will allow the audience to understand how the organization has transformed the lives of thousands women, helping them in improving the quality of life and the standard of living in the society. Women play a critical role in the community. However, most of the time women have been denied even their basic rights. As a researcher on women’s rights issues, I am in a position to explain the efforts made by the organization over the last century to improve women’s lives.

Planned Parenthood has been instrumental in educating women on birth control methods. The major aim of the organization is to reduce unwanted pregnancies and ensure that women are able to achieve high educational standards. Vast literature available indicates that women who bear children at a relatively younger age record lower educational attainment levels compared to their counterparts who start childbearing at a later period. According to Kane et al. (2013), teen childbearing contributes to a difference of between 0.7 and 1.9 years of schooling in teenage mothers and those who start childbearing later in life. By promoting birth control, the organization has been able to raise the childbearing age among thousands of women. This ensures high educational attainment levels among women.

Besides birth control agenda, the organization has been critical in promoting sexual orientation and gender awareness. Planned Parenthood has been focal in teaching women about gender, gender identify, and controversial issues such as sexual orientation. Of great significance, the organization examines issues concerning transgender and gender non-conforming identities. The organization has been vital in helping individuals who would wish to transform their gender identity if they feel different from the one they were assigned at birth. This is critical considering that about 1.4 million individuals in the US identify as transgender. The organization helps those who want to change to a particular gender or even those who are transgender since they face a lot of discrimination in the community.

The organization has also been critical in promoting women’s health. Planned Parenthood provides education to women on how to reduce the risk of death from different type of cancers. The organization provides women with critical information on different forms of cancers including breast cancer, cervical cancer, ovarian cancer, and HPV-related cancer. In addition, the organization organizes free cancer screenings that target women from poor backgrounds. As Gorey et al. (2015) notes, women from poor backgrounds are at increased risk dying from cancer due to lack of regular screening. Cancer screenings promote early cancer detection. This improves the chances of successful treatment before the cancer spreads to other body organs and tissues. Planned Parenthood promotes education among women concerning sexually transmitted infections including herpes, hepatitis B, HPV, HIV & AIDS, and among other STDs.

Lastly, it is worth noting that each one can engage civically in this course by joining the organization as a volunteer or by participating in numerous programs and events. Every year, the organization organizes activities, educational programs, and free medical camps with the aim of improving the lives of women. Joining in these activities is a great way of helping the organization to achieve its objectives.

In summary, Planned Parenthood plays a significant role in the lives of each one of you. The organization’s main objective is to improve the status of women in the society. The organization achieves this buy promoting their health status, helping women realize their identity, and by giving women the power to choose whether to give birth.


Kane, J. B., Morgan, S. P., Harris, K. M., & Guilkey, D. K. (2013). The educational          consequences of teen childbearing. Demography, 50(6), 2129-2150. doi:10.1007/s13524-     013-0238-9

Gorey, K. M., Richter, N. L., Luginaah, I. N., Hamm, C., Holowaty, E. J., Zou, G., &       Balagurusamy, M. K. (2015). Breast cancer among women living in poverty: Better care         in canada than in the united states. Social Work Research, 39(2), 107-118.           doi:10.1093/swr/svv006

Hoffman. J. (2016, June 30). Estimate of U.S. transgender population doubles to 1.4 million         adults. The New York Times.

The Need to Modify Laws Legalizing Recreational Use of Marijuana


Speech Preparation Outline- Persuasive

The purpose of the Module 15 speech assignment is for students to persuade audience members to support their claim about a policy issue (local, state, regional, national, or international/global). Students will incorporate research-based evidence about the issue to determine if a policy needs to be enacted, modified, or banned (i.e. student’s claim). Using Monroe’s Motivated Sequence, students will incorporate elements of: Attention, Need, Satisfaction, Visualization, and Action in order to advocate for the policy change. Refer to Module 15 for details.

The purpose of this assignment is to prepare for the persuasive speech. In this writing assignment you will utilize the process used to develop speech content, including, but not limited to: selecting a topic, determining the specific purpose, developing content areas, and identifying credible research.


  1. Research and select a topic on a policy that needs to be enacted, modified, or banned (local, state, regional, national or international/global).
  2. Provide the following:

Topic selection on a question of policy:

Specific Purpose:

Thesis/Central idea:

Questions based on the thesis to determine areas of research for gathering materials and speech elements (Attention, Need, Satisfaction, Visualization, Action)

Potential resources (minimum of 3 credible sources):

Potential Visual aid(s) to be incorporated into speech:

Sample paper

The Need to Modify Laws Legalizing Recreational Use of Marijuana

Specific Purpose: To inform the audience of the dangers of legalizing marijuana for recreational purposes.

Thesis/Central Idea: Legalizing marijuana for recreational purposes will significantly increase its use, notwithstanding the potential harmful consequences and the possibility of addiction, especially among the adolescents.


  1. Does marijuana impair learning among individuals?
  2. Does marijuana cause psychosis?
  • What are the long-term impacts of marijuana use?
  1. Could legalization of recreational marijuana increase its use among adolescents?

Recent findings indicate that marijuana has significant health impacts on the mental and physical well-being of individuals, and especially those in the adolescent age bracket (Caldera et al. 268; Jager et al. 565). Users may exhibit certain psychiatric symptoms and as such, record higher mental health visits to psychiatrists. Marijuana users report higher levels of anxiety and depression compared with non-users. In addition, marijuana users report more physical health problems and poorer quality of life compared with non-marijuana users.

Legalization of marijuana for recreational purposes will largely increase the problem of drug abuse in the society. The risk is even higher among adolescents, whose brain is still under development. According to Caldera et al., frequent use of marijuana contributes to neuropsychological deficits (268). The neuropsychological deficits may have negative consequences on associative learning, verbal learning, and lead to problems in attention and alertness. Apart from the mental health effects, frequent marijuana use contributes to a host of physical health problems. Common health effects associated with marijuana use include diseases of the liver such as hepatitis C, heart diseases, lung diseases including cancer, vasculature, and among others.

Vast literature available documents the negative impacts of marijuana use on the brain. Using magnetic resonance imaging (MRI) technology, Jager et al. (561) found that marijuana use has significant impacts on the brain function. Specifically, adults who smoked marijuana recorded overactive working memory, indicating brain activity impairment by marijuana and hence the compensatory action of the brain. Apart from the mental health and physical health impacts, another serious problem lies with the use of marijuana. The study by Jager et al. (561) indicates that early marijuana use increases the risk of developing substance abuse and drug dependence problem. The age at which an individual begins to use marijuana determines the strength of the association. Since the brain of adolescents is still developing, it is more susceptible to chemicals found in drugs. This means significant impacts on brain function of the adolescent.

The solution to this problem is in ensuring that the current policies do not allow the use of recreational marijuana. The legalization of recreational marijuana will likely fuel the abuse of marijuana especially among the youths (Gordon 6). Although the current legalization laws provide guidelines on the amount of plants that individuals can grow, it will be difficult to implement checks. This will create a scenario where marijuana will be easily available among the youth, which will also provide the leeway for the use of other substances. As research indicates, use of marijuana increases the chances of using other illegal drugs. The current laws should thus aim on restricting marijuana use for medical purposes only.

At the personal basis, it is possible to take action against the legalization of recreational marijuana through lobbying, organizing talks, and holding peaceful demonstrations. The aim is to develop awareness and push legislators to develop policies that outlaw the recreational use of marijuana. By coming together to champion common interests, it is possible that the will of the people will prevail.

Works Cited

Caldeira, Kimberly M., et al. “Marijuana use Trajectories during the Post-College Transition:       Health Outcomes in Young Adulthood.” Drug and Alcohol Dependence, vol. 125, no. 3, 2012, pp. 267.

Gordon, Adam J., James W. Conley, and Joanne M. Gordon. “Medical Consequences of   Marijuana use: A Review of Current Literature.” Current Psychiatry Reports, vol. 15, no.      12, 2013, pp. 1-11.

Jager, Gerry, et al. “Cannabis use and Memory Brain Function in Adolescent Boys: A Cross-      Sectional Multicenter Functional Magnetic Resonance Imaging Study.” Journal of the          American Academy of Child & Adolescent Psychiatry, vol. 49, no. 6, 2010, pp. 561-          572e3

Sexual Harassment in the Workplace: Literature Review


Identify at least 5 sources in order to construct a literature review. The sources may include peer-reviewed journal articles, books, newspaper articles or other appropriate academic sources. Write a literature review of at least 3 pages that identifies the key themes in your chosen research topic along with authors who support these themes. Use specific evidence from every source for each theme. Please note: By using the authors’ evidence you are presenting their points of view as your own; choose the sources carefully to represent what you are trying to prove.  Submit your literature review in the appropriate citation style for your discipline.

Sample paper

Sexual Harassment in the Workplace: Literature Review

Sexual harassment is a contentious issue in the modern workplace. The emergence of new interaction channels through the social media sites has further complicated the issue. Mainiero and Jones (2013a) examine the complexities involved in workplace romance and the role played by social media. The key point is that sexual harassment in organizations can occur in more subtle ways such as through the misuse of social media sites. According to Mainiero and Jones (2013a), organizations should develop social media use policies that support the existing anti-harassment policies within organizations. Mainiero and Jones (2013b) conclude that organizations should make it clear to their employees concerning behaviors that are ethical when it comes to the use of social media and those that entail sexual harassments. The organization should describe particular behaviors relating to the use of social media constitutes sexual harassment. This would help the employees in making informed choices.

Voluminous literature examines the possible ways that organizations can reduce incidences of sexual harassment. Organizations can employ three main approaches in reducing incidences of sexual harassment. These include creating awareness, development of anti-harassment policies, and through training (Malhotra & Srivastava, 2016). Creating awareness is a proactive measure that can help in reducing incidences of sexual harassment. Developing awareness enables employees to know what constitutes sexual harassment. This gives them the knowhow on what and when to report. A sexual harassment policy is critical in reducing incidences of sexual harassment in the organization. This involves including helpline numbers to aid victims in reporting incidences. Training is also critical in the fight against sexual harassment. Training enables employees to know what constitutes sexual harassment and informs them about their rights.

Some studies have examined the role of management with regard to incidences of sexual harassment in the workplace. The Human Resource Department has a critical role to play in combating incidences of sexual harassment. Salin (2007) conducts an exploratory study to examine the influence of measures applied by personnel managers as well as the personnel managers’ and organizational characteristics in shaping the choice of response strategies. The study indicates that reconciliatory approaches are often employed in solving disputes involving sexual harassment in Finland. Further, the study notes a tendency to employ punitive and reconciliatory measures in the workplace. Further, the study notes that personnel managers have little initiative to implement or take action where there are simply written anti-harassment policies. The study recommends training and creation of awareness as key to improving efforts to reduce incidences of sexual harassment. Training and creation of awareness are thus effecting strategies to combat sexual harassment (Salin, 2007; Malhotra & Srivastava, 2016). The limitation of this study was the limited number of respondents.

Incidences of sexual harassment are high among young college female graduates seeking for employment. Despite the recognition of women as equal to men, women are still on the receiving end when it comes to incidences of sexual harassment. Khumalo, Gwandure, and Mayesiko (2015) conducted a qualitative study to examine how young female graduates perceive the concept of sexual harassment within organizations. The findings of this study indicate that young female job seekers are at an increased risk of experiencing sexual harassment. In a study that examined workplace violence among nursing students in the UK, student nurses were found to be particularly vulnerable to sexual harassment due to their young age (Tee, Ozcetin, & Russell-Westhead, 2016). This indicates that younger female employees are at an increased risk of sexual harassment especially by the older males.

Vast literature indicates that sexual harassment in the workplace has serious health impacts on the victims who are mainly women. Sexual harassment has both short-term and long-term impacts on the health of the victims. Sexual harassment contributes to low self-esteem, anxiety, stress, and depression. Sexual harassment may also result to physical illness and drug and alcohol abuse among victims (DeSouzam & Cerqueira, 2009; Salin, 2007). DeSouzam and Cerqueira (2009) quantitative analysis found significant differences in health between harassed and non-harassed female employees, with the former experiencing averse health impacts. In addition, the duo notes that victims of sexual harassment are likely to experience retaliation by the perpetrators once they reported the incidences to the management. This contributes to re-victimization.

Although most incidences of sexual harassment involve women as victims, a small fraction may also involve men as victims. Incidences of sexual harassment are largely perpetrated by men against their female colleagues. Nonetheless, this does not exclude incidences where men may harass other men or women harassing other women (McDonald & Charlesworth, 2015). The findings of this study indicate that sexual harassment occurs within the “normatively masculine organizational context” (p.). This means that sexual harassment often corresponds to the gendered structure of modern organizations. Masculinity plays a significant role in influencing incidences of sexual harassment by men against women in the workplace. In some workplaces, women may be forced to agree to some forms of sexual harassment as a way of asserting their social status. Moreover, most patriarchal societies seem to condone violence against women.


DeSouza, E. R., & Cerqueira, E. (2009). From the kitchen to the bedroom: Frequency rates and             consequences of sexual harassment among female domestic workers in brazil. Journal of             Interpersonal Violence, 24(8), 1264-1284. doi:10.1177/0886260508322189

Khumalo, L., Gwandure, C., & Mayekiso, T. (2015). Examining perceptions of sexual      harassment among recent female graduates in the workplace. Africa Insight, 44(4), 106-          123.

Mainiero, L. A., & Jones, K. J. (2013a). Workplace romance 2.0: Developing a communication   ethics model to address potential sexual harassment from inappropriate social media      contacts between coworkers. Journal of Business Ethics, 114(2), 367-379.      doi:10.1007/s10551-012-1349-8

Mainiero, L. A., & Jones, K. J. (2013b). Sexual harassment versus workplace romance: Social     media spillover and textual harassment in the workplace. The Academy of Management   Perspectives, 27(3), 187.

Malhotra, S., & Srivastava, A. (2016). Sexual harassment at the workplace: How organizations    can pro-actively reduce its incidence. Human Resource Management International             Digest, 24(7), 1-3. doi:10.1108/HRMID-05-2016-0072

McDonald, P., & Charlesworth, S. (2016). Workplace sexual harassment at the margins. Work,    Employment & Society, 30(1), 118-134. doi:10.1177/0950017014564615

Salin, D. (2009). Organisational responses to workplace harassment: An exploratory         study. Personnel Review, 38(1), 26-44. doi:10.1108/00483480910920697

Tee, S., Üzar Özçetin, Y. S., & Russell-Westhead, M. (2016). Workplace violence experienced    by nursing students: A UK survey. Nurse Education Today, 41, 30-35. doi:10.1016/j.nedt.2016.03.014


Austria profile

Austria profile


You are the international manager for an American MNC that specializes in high-end winter sports gear. You have been asked to profile a country in the European Union and make a recommendation for entry. Using the readings, Lecture, and your own research, complete a report, as an international manager, to submit to your CEO. This writing assignment should be completed in the standard APA format. Upload the assignment to the proper assignment folder. You need to include the following elements for your chosen EU country:

The economic, political, legal, and technological environment (as it relates to your company and industry)

A plan for social responsibility and sustainability

A country profile (using either Hofstede of Trompenaars) and its similarities and differences to the United States

Recommendations for cross-cultural communication and negotiations

An entry strategy

Political risk and government relations

A plan for motivating and leading workers in the EU country (incorporate motivational theory)

A plan for selecting an expatriate in the position of VP, Operations.

Sample paper

Austria profile

With the increase in popularity of the sport in recent years, more and more people are demanding for high-end winter sports gear to enable them to go about their businesses and sports as usual. Jaguar Sportswear an American multinational is in the process of expanding its operation to Austria one of the countries in the European Union.  Below are profile and recommendations of how the company can successfully venture in the country.

The economic, political, legal and technological environment of Austria

Economic environment – Austria is one of the fastest growing economies in the European Union which is enhanced by its well-developed financial market systems and high standard of living. These developments make it possible for the country to compete with other countries such as Germany actively. The economy of the country is characterized by a large facility sector, a stable and successful manufacturing sector as well as extremely developed informal sector. However, it is worth noting that Austria was one of the many countries in the European Union that were heavily affected by the 2007-2008 financial crises (“Basic statistics of Austria, 2012,” 2013).  However, with steady leadership, the country was able to recover from financial shocks during the third quarter of 2009 and has never looked back since then. Along these lines, Austria’s economy is profoundly globalized and versatile, supported by the talented work constrain, focused assembling, and a huge administration part. Openness to worldwide exchange and speculation is immovably standardized, and the moderately proficient entrepreneurial structure fortifies intensity making it the ideal nation for venture.

Political environment – Austria’s legislative issues happens in a system of an elected parliamentary agent popularity based republic, with an elected chancellor and the pioneer of the administration while the federal President assumes the powers as the head of the state. Therefore, Austria is a self-governing country with a stable political environment and is currently occupies number six in the list of most industrialized countries in the world.

Legal environment – the judicial system in Austria is independent which advocates for equal treatment of both nationals and foreigners concerning commercial disputes. Additionally, the labor laws in the country are strict and strong to protect the wellbeing of both the employer and employee with labor unions and movement playing and important part of ensuring that these rules and regulations are upheld by all stakeholders. The country’s commerce-friendly tax arrangement has attracted high levels of investment in the country in recent years (“Austria – Legal System,” n.d).

Technological environment – recent innovations and inventions in technology has made the global market more competitive which prompts government such as Austria’s government to highly and heavily invest in technology. Austria enjoys a high level of research and development activities, computerization, technological incentives as well as the high speed of technological transformation which is supported by the government.

Social responsibility and sustainability

The company has a motto that states “responsibility begins with me” which will encourage the company to participate in community development programs and other corporate social responsibility activities in the country.  Economic and social interaction of the company and the general public will be crucial to the realization of the company goals and objectives. To the company, sustainability also means to support and fund projects in all area of the society. With comprehensive sponsorship activities and the company commitment as a partner of various associations, the company fund sports initiatives and social projects with an objective of becoming one of the important sponsors in the field of art and culture in the country. The company will embrace their accountability in the direction of the marketplace as well as about their workers, society, and the surroundings (Kim & Vachon, 2016,). To them, mainly CSR is not a PR device but rather a supervision concept related to the values of Sustainable growth. Additionally, Austrian industry council for sustainable growth offers its associate companies the following:

  1. Ground-breaking concepts as well as projects regarding CSR along with sustainability
  2. A platform to converse ideas as well as knowledge
  3. A conversation with politics, citizens, and media
  4. Encouragement of companies’ victorious sustainability and also, CSR projects.

A country profile (using either Hofstede of Trompenaars) and its similarities and differences to the United States

In Austria as well as the United States Geert Hofstede’s collectivism against Individualism Trompenaars ascription/success cultural direction implies the accordance of position seems to have a link with that of Hofstede’s intellectual dimension: supremacy distance. This show that if there is an individual who has the idea, concept or opinion opinions the accordance of position by nature except for the success which depicts a superior capability of accepting supremacy distance. These assumptions and also, dimension even though necessary in analyzing the society of different countries, do not provide a clear idea regarding their preferences as well as the impact on citizens’ behavior.

As Geert Hofstede’s control distance indexes the way position being accorded, excluding to the approvable supremacy index in the culture, this is not examined with Trompenaars in Austria. In the United States, other intellectual dimensions have an extra center on resulting significances of specific values. The neutral and also, emotional, intellectual dimension describes the capacity of the appearance of the feelings, which uses a behavioral characteristic other than a value (Nakata, 2009). With admiration to the intellectual measurements of Hofstede, and also, Fons Trompenaars had not formed his structure on mathematical and arithmetical information, other than on self-collected instrument which he considered having an approved relevancy.

Recommendations for cross-cultural communication and negotiations

With the recent expansion of businesses to foreign countries, cross-cultural communication has become one of the key areas that business need to focus on to make sure that they include all individuals in a region irrespective of their age, ethnicity, race or cultural background. Therefore, Austria supervisors or any other supervisors deployed in the country to oversee the operations of the business are expected to direct, control and monitor all other employees.  Therefore, they need to show high understanding of the importance of cross-cultural communication and negotiations which will make sure that employees have the right skills and materials to get the job done. Austria is known to have hierarchical culture and like straight approach to negotiations which means that supervisors must make sure that they may show concern for workers that goes beyond the place of work and strictly expert concerns.

Market entry strategy

Considering that Austria’s market is open for globalization, the company is planning to use direct exporting as its main strategy to enter this market. Therefore, after establishing the company resources, the company will seek to sell their products into the market directly.  Therefore, it will use agents and distributors to represent them in the market by representing the company’s interest on the ground and ensuring that everything runs as planned. Therefore, the agents and distributors will become the official face of the company (Delaney, 2013).

Political risk and government relations

Austria’s financial system is estimated to grow by 1.8% in 2015 as well as approximates + 2.1% in 2016. Generous incentive measures throughout 2010, tax improvement and capital support towards the banks assisted defy extra pessimistic predictions, other than also formed record levels of communal sector debt (Famira-Mühlberger, Leoni, & European Economic and Social Committee, 2014,). The Austrian government declared their plans in 2010 to decrease public debt. Included as well as applied in 2010, was the expansion of tax applied to incomes made to share as well as fund transactions, an enhancer in gasoline tax as well as a decrease in social benefits.

A plan for motivating and leading workers in the EU country

If inspiration is driven through the continuation of unsatisfied requirements, then it is valuable for a director to recognize which requirements are the more significant for individual workers. In this observe, Abraham Maslow expanded a representation in which essential, low-level requirements such as physiological needs and protection must be satisfied earlier than higher-level requirements like as self-fulfillment are followed (Healy, 2016). In this hierarchical representation, when a requirement is chiefly satisfied it no longer encourages, and the subsequently superior requirement takes its place

A plan for selecting an expatriate in the position of VP, Operations

A plan for selecting an expatriate in the position of VP, Operations is that the vice president is not directly elected, jointly with the president, towards a four-year term of the workplace by the citizens of the Austria during the Electoral. The vice president is the initial being in the presidential line of sequence, and would usually rise to the presidency upon the bereavement, resignation, or elimination of the president. The workplace of the Vice President of the Austria helps and manages the vice president’s representative functions.


Austria – Legal System. (n.d.). Foreign Law Guide. doi:10.1163/2213-2996_flg_com_323052

Basic statistics of Austria, 2012. (2013). OECD Economic Surveys: Austria, 7-7. doi:10.1787/eco_surveys-aut-2013-1-en

Delaney, L. J. (2013). Methods of Exporting Direct, Indirect, and Collaborative Sales Channels. Exporting, 279-302. doi:10.1007/978-1-4302-5792-9_17

Famira-Mühlberger, U., Leoni, T., & European Economic and Social Committee. (2014). The economic and social situation in Austria. Brussels: EESC.

Healy, K. (2016). A Theory of Human Motivation by Abraham H. Maslow – reflection. The British Journal of Psychiatry, 208(4), 313-313. doi:10.1192/bjp.bp.115.179622

Kim, J. D., & Vachon, S. (2016). Asian journal of sustainability and social responsibility Inaugural Editorial. Asian Journal of Sustainability and Social Responsibility. doi:10.1186/s41180-016-0006-z

Nakata, C. (2009). Going Beyond Hofstede: Why We Need to and How. Beyond Hofstede, 3-15. doi:10.1057/9780230240834_1

Managing Employees


Research paper is an argumentative essay, which means that you will be taking a position on an issue about a topic and arguing for that position. Your position on an issue is called a thesis statement/arguable claim. Without such a thesis statement in the essay’s introduction, the essay has no focus. In the body of your essay, you will be building a case for your position. Building a case involves supporting your arguments with documented research material

Sample paper

Managing Employees

Managers all over the world can agree that more efficiency and productivity are demanded in this century than ever before in history.  Businesses are working towards increasing performance in order to achieve growth. Managers have to overcome numerous challenges in order to gain competitive advantage over other companies in the industry.  The advancement in technology hassled to the innovation of efficient techniques of operation. However, as the technologies continue to evolve, managers are encountering more challenges since there maybe the need to increase the number of employees with technical and professional skills.  Nowadays, the fortune 500 companies are adopting different management strategies in order to stand out and more importantly to remain at the top. Managers are expected to be leaders. This means that they do not just delegate duties and exercise authority. They participate and lead the employees to increase the productivity of each one of them. Managing employees can be done through employee motivation, employee engagement, adopting good leadership skills and equipping employees with knowledge and skills (Moffett).

The greatest asset of a company is its workforce. Companies that are investing more in their employees are realizing extreme growth. The old styles of management cannot be used to manage the knowledge employees.  Their expectations range from status, operational autonomy to job satisfaction. This is the main reason why managers are shifting their attention to the employees as a way of growing the company. Organizational Citizenship Behavior (OCB) and employee commitment are concepts that began to rise in the twentieth century. These concepts are based on the fact that within employees’ commitment and ability lays efficiency and productivity. Managers have a responsibility to ensure that employees are fully focused on their jobs.  Employers have come to appreciate that the foundation of a productive and efficient workforce is employee engagement. When management proposes any initiatives that can propel an organizational higher they are only fruitful when employees are involved and engaged fully.

Employee engagement ensures that the productivity of each one of them is maximized   in order to increase the revenue generated. Regardless of the size of the company, market focus or technology, issues of employee retention are still challenging in order to overcome this, positive and strong relationships between employees and their managers should be built and managed. Human capital is the most vital part of an organization and they should be persuaded and influenced to increase performance.  Companies need to focus on different management strategies in order to gain competitive advantage and achieve their goals and objectives. There are still a few organizations that do not believe that proper and efficient management of employees will increase a company’s objectives. Until an organization satisfies and motivates its employees, they will likely fail to fulfill their tasks and achieving the goals of the organization will become harder.  The focus of this research is to show how organizations can achieve success and effectiveness through employee motivation and engagement.  Although there are other factors that propel an organization higher, managing employees effectively is proving to be an essential element of success.

Among economic, financial and human resources, there are other aspects that are more essential in giving a company competitive edge. Some of the factors that enhance employee performance include employee satisfaction, training and development, employee motivation, job security, performance appraisals, compensation, and organization structure among others.  A good manager will invest in their employees by constantly being a source of motivation as a way of influencing their performance. A motivated employee is focused on meeting personal and organizational goals by fully directing their efforts in the right direction. Many research projects have confirmed that motivation pushes an organization towards success since provoking employees ensures that they are constantly looking for ways to improve their work practices. It is therefore important that an organization manages employees by influencing them positively and appreciating their contribution. Employees portray the values and beliefs of an organization. The achievement and fulfillment of an organization’s goals and objectives is heavily dependent on how employees are managed (Manzoor).

There is immense competition and pressure for every organization to be competitively relevant in their industry. Changes, developments and innovations are increasing daily and it is essential that every organization that is fixated on success to ensure that it is easy to keep up.  This means that employees are expected to give their best under very strenuous circumstances. This can be challenging if the relationship between employees and their seniors is strained.  Motivated employees who have a sense of belonging can be counted to always keep the organization on toes with its competition. According to Audrey Choi, the most competitive and successful companies are not those that are focused on creating money but those that focus on sustainability facts such as employee motivation, environmental and social issues. This is because they set themselves apart from the beginning which makes customers and investors drawn to them. By the end of the day, they generate more profit than those companies that are not focused on making differences (Choi).

Every employee wants to earn a reasonable pay for their contribution. The most fundamental and effective method of employee appreciation is through financial compensation. No other motivation technique can measure up to money and how effective it can be to influence employees positively.  Financial compensation has the supremacy to magnetize, maintain and motivate employees to achieve higher performance.  Research has established that employee satisfaction can positively improve the performance of employees. Management should use rewards as a management tool to achieve effectiveness through influencing the behavior of individuals and groups.  Most organizations use pay, bonuses, promotion, and other types of rewards in order to push employees towards higher productivity. Using salaries as the motivating factor require managers to adopt salary structures that include the importance the organization attaches on each job, performance, pensions, and fringe benefits, special and personal allowances among others.

Leadership entails doing things the right way. In order to have employees trust and follow a leader and the organization, they should be motivated. There are countless theories that imply that leaders and their employees raise and motivate each other to higher levels.  Motivation stems from wanting to do the right thing to the organization. A successful leader will adopt motivation as an active process towards the growth of the company.  In addition, empowerment is also a big source of motivation that benefits the organization and the employees. This creates a win- win connection between employees and organizations. This is an ideal environment for all the stakeholders involved. Vital human capacities tend to flourish faster and effectively through empowerment.  Empowered employees tend to focus on their jobs and any work that has additional importance. Employees will be naturally drawn to situations that will lead to constant progress. When they are empowered, employees execute their thoughts and novelties with delight, enthusiasm and a sense of belonging which will eventually lead to increased performance. The result of empowerment is having responsible and accountable employees who prefer to focus on the organization’s benefits rather than their own.  In addition to empowerment trust goes a long way in ensuring an organization’s success

Trust is an important aspect in managing employees. Employees want to trust their seniors and have their seniors trust them that they will effectively handle the tasks assigned to them. The slightest sign of mistrust can have adverse effects on an organization’s success.  Knowing that they can trust and can be trusted is enough motivation for employees.  Trust determines the strength of relationships between managers, their employees and other relationships outside the organization. It is therefore important to understand the effects of motivation on an organization’s success. No matter the resources an organization has, high productivity is highly dependent on the level of employee motivation. Workers can be trained in order to improve their effectiveness. Therefore, a good manager will know how to manage employees to benefit the organization and also give them a chance for their careers to grow.  Unappreciated employees have a negative outlook on their job and other things in general. It is therefore difficult for them to deliver their best especially if they are made to feel like their contribution does not matter. Managing employees efficiently ensures sustainable growth to the organization and gives it a unique competitive edge. Different but an equally effective way of managing employees is employee engagement.

Employee engagement is an aspect that is interwoven with the success of an organization. Research has shows that there is a strong relationship between employee engagement and performance outcomes such as productivity, employee retention, safety, profitability and consumer loyalty. In addition to this, engaged employees increase their employer’s chance to achieve revenue growth that is above the industry average.  Double digit companies are known to engage their employees fully which explains why they register remarkable growth. When employees are fully engaged, achieving consumer satisfaction becomes easier. There three general behaviors portrayed by an engaged employee. Firstly, an employee acts as an advocate for the organization to fellow co-workers and the outside world. In addition, the employee refers potential customers and employees to the organization. Secondly, the employee is focused on remaining an employee in that organization despite the fact that there are other job opportunities elsewhere. Finally, the employee strives to contribute to the organization’s success by working extra hours, taking initiative and dedicating more effort to the job.

When employees are not engaged, they end up wasting their talents, time and effort that could otherwise be useful to the organization.  In addition, they settle and they are not fully committed to improve their performance. They do not undertake challenging initiatives which means that the opportunities to grow are minimized.  Lack of engagement does not keep employees around since every employee wants to work for the best organization where their skills and efforts are needed. This leads to employees leaving the company for any opportunity that seems better than what is already available.  In addition, customer satisfaction in organizations that have low employee engagement levels is barely achieved (Markos and Sridevi 1-8).

There are various strategies that managers can apply in order to ensure that they engage their employees to the maximum.

  1. Start it on day one- managers should carry out effective recruitment to ensure they have the best talent. Coupled with orientation programs, effective recruiting is the foundation that should be laid on an employee’s first day.
  2. Start it from the top- leadership commitment is essential for establishing the mission, vision and values of an organization. Unless the top executive believe, own and pass it down to managers and employees, employee engagement might not be easily achieved. Enhancement of leadership should be encouraged so as to make employee engagement a reality. It means a lot to the employees when their leaders lead by example.
  • Two-way communication- managers should encourage communication. Employees should have a chance to give their opinions before the management arrives at a decision.  There should clarity and consistency about what is expected of employees. Participative decision making portrays power sharing and makes employees have a sense of belonging.
  1. Give opportunities for advancement and development- independent thinking should be encouraged and once employees understand their job autonomy, they should have the freedom to decide how to execute their work. Leaders should manage using results rather than manage every single process.
  2. Providing resources- managers should ensure that all the resources required by the employees are available. These resources include physical, financial, material, and information among others that enhance effectiveness.
  3. Provide training- this would enable employees to be up to date with what is required in their fields. Trainings give employees a chance to gain knowledge and sharpen their skills. When employees are more conversant with their jobs, their confidence increases and their can perform their duties under minimum supervision.
  • Have a strong feedback system- a performance management system should be developed to show the level of engagement of managers and employees. This is to ensure that everyone is accountable. Regular employee engagement surveys should be conducted to single out factors that enable employee engagement to thrive. When the research is conducted, it is important to narrow down to consider a list of factors that should be applied in different areas.

Leadership should be encouraged over managing. Good managers are focused on doing things right while good leaders are focused on doing the right things. However, there are those who mistake managing for being authoritative and bossy. A good manager does not need to make his position known by making people fear him instead, he should lead by example and inspire employees to be and do better. However, management and leadership are aspects that are responsible for shaping and organization and therefore they are inseparable.  An organization should engage employees in articulating its mission and vision. However, this should only happen when they have the right team. The mission and vision of the company can only be achieved if all of its members are aware of the direction that it is headed (Murphy).

The new technologies are responsible for the drastic change in the global market practices. Traditional work methods are replaced by new forms of working that requires a new set of skills. Many mangers have become aware of the growing need of having employees who have the required combination of skills in order to gain competitive advantage. The skills of employees are very vital in the success of an organization. It is paramount that employees go through regular training in order to sharpen their skills. This enables employees to increase their performance and raises the revenue generated by an organization. For employees to be rewarded with promotions, they need to refine their skills regularly.  The level of one’s education determines the job s they are assigned, the more skills one has acquired, the more marketable their career becomes. Employees are going back to school to learn and familiarize themselves with what is required in their jobs.

The responsibilities of managers are becoming more technical and broad business knowledge is required of them. A study shows that most managers are opting to undertake management or business courses in order to get the qualifications required for the job environment. Continuing to acquire formal education is one of the best ways to propel ones career. Every employee wants a well paying job with a good status. These jobs require qualifications and experience. In some developed countries such as Germany and France, there exists a legislative support and regular partnerships between education institutions and employers this ensures that employees are equipped with the right skills that an organization requires to increase productivity.

However, in other countries, there is no support for employee education. Managers are expected to cut costs whenever possible and they have to deliver short term financial returns. Investing in human assets becomes hard in such countries especially when the return on investment cannot be quantified or if the investment is long term. Many institutions only lend money on short term basis. Employers in places such as the UK are faced with this challenge and they find it hard to compete by having long term investments on their employee development. Most of these companies prefer to use lower skilled labor because they incur lower costs. Alternatively, they can also source their employees from the external labor market.

Staff training and carrying out development activities is essential for the growth of an organization. Not only are the skills of the employees improved  to fit the needs of the organization, managers and employees get an opportunity to get updates in important areas such as staff management and administration, sales, finance, and marketing. New employees should be trained in order to familiarize themselves with their roles. Employees are particularly supposed to have research and analytical skills. Organizations are always carrying out research about markets, products and their acceptability by customers among many others. This requires employees to be able to conduct research and analyze the information to come up with conclusive and useful results.

Employees should have good communication skills in order to make it easier for them and their seniors to do their work.  Some employees interact with customers and it is therefore important that they are clear and be able to engage with customers effectively. An organization should regularly carry our competency- based assessments in order to determine the performance of employees. These assessments help the management to decide when the employees should go through training and career development programs. Employee competencies can be integrated into hiring practices, performance appraisals, on boarding orientations and succession planning (Jane).

In conclusion, an organization should invest in its employees in order to achieve their goals and objectives effectively. Managing employees efficiently will give an organization an opportunity to grow and gain competitive advantage. In a world full of innovations and developments, organizations should empower their employees in order to get the best from each one of them. Employees should be motivated through financial compensation, rewards and promotions among other things in order to increase their productivity. In addition, employees should be engaged fully so that they can feel like part of the organization. Finally, for employees to give their best, they require the right skills. Regular staff training and development programs will equip employees with knowledge and skills that a dynamic business market require.

Works Cited

Manzoor, Q. (2011). Impact of Employees Motivation on Organizational Effectiveness. Business Management And Strategy, 3(1). <>

Markos, Solomon and M. Sandhya Sridevi. “Employee Engagement: The Key To Improving Performance”. International Journal of Business and Management 5.12 (2010): 1-8. Web. 4 Mar. 2017.<>

Murphy, Mark. “Great Leaders And Great Managers”. N.p., 2008. Web. 4 Mar. 2017.<>

Choi, Audrey. “Audrey Choi: How To Make A Profit While Making A Difference : TED.Com : Free Download & Streaming : Internet Archive”. Internet Archive. N.p., 2015. Web. 4 Mar. 2017. <>

Moffett, Shawn. “Business Article Rough Draft (1)”. N.p., 2015. Web. 4 Mar. 2017.< >

Jane, Mary. “Most Important Employee Skills In The Workplace”. N.p., 2017. Web. 4 Mar. 2017.< >


Project Conflict Management

Project Conflict Management

For an enterprise or entity to excel, it has to perform projects to help it to adapt to changes or introduce new products or new processes. A project is a particular skill or action unit designated for the investment of given resources and competencies with an aim of attaining predetermined objectives. However, project management is the application and exploitation of processes, methods knowledge ways, and experiences to achieve the predetermined set of goals and objectives (Kerzner, 2013). Since the project is not a one man job or responsibility, there are chances that people will differ in their ideologies, and this may bring about conflicts within a project team. The project manager has the mandate and responsibility to ensure that there is coordination among various departments or units of a project team. A project office, which hosts the project manager, has the duty to solve any conflict that may arise in the course of implementing a project. Moreover, he has and to motivate all participants to ensure they are all contributing positively towards the realization of the objectives.

In any given project whatsoever, a project manager may have to choose the best conflict management to suit his organization. At times, they are used to use multiple styles of conflict resolution to ensure there is peace as they carry on with their work. One of the best and popular methods of solving project conflict is the use of power. In this case, the project manager is supposed to identify the conflict, face it and not ignore it. The overall supervisor or the manager calls for shots. He directs what to be done, who needs to stand down or how to go about a task. At times due to the primitive and irrational behavior of human being, nothing gets done without power (Meredith, 2011). In most instances we don’t seem to appreciate its constructive use. The threat of dismissal or firing by a senior officer may bring peace in a project organization.

On the other hand, a project manager may be forced to use a mediator to bring peace among his project participants. Some conflicts are just overwhelming. Mediation is the attempt to help parties in a disagreement to hear one another, to minimize the harm that can arise from such conflicts. Moreover, a mediator is that person that is involved in a conflict to help find a solution by bringing both parties to the table. In this case, the project manager may decide to bring in an outsider who neutral to help bring the belligerents in a project together so that they can come to an agreement. A mediator could take a form of a lawyer or a preacher. In some cases, mediation can be expensive since some of these mediators may need a little fee to help solve the disagreement.

Regardless of the method used to solve project conflict, the manager has an obligation to conduct a thorough study to ensure the decision he uses the right method to arrive at an agreement. The exercise of power, the employees or rather the project participants have no option as they have to take the instructions of the project manager and implement them regardless of whether they are good or are bad (Ramsbotham, 2011). On the other hand, the conflicting camps in mediation have to agree and decide on the way forward, and thus, they have a hand in making the final decision. Both ways are used differently. The exercise of power is widely used in scenarios where there are very high risks or dangers involved. The manager has to decide to protect his workers and ensure the safety of his employees. There is the issuance of a command to be followed by all without questions. As for mediation, it is appropriate if the conflict involves vast and unfulfilled contracts that could take the project down. Through this method, the manager can manage his resources wisely, and this may prove the smartest way to solve conflicts.

Mediation leaves all participants happy since their issues are adequately addressed there is a chance to make up and repair a broken relationship. Besides, mediation is less intimidating, and there are no strict rules of procedures. This flexibility and openness allow all camps involved to find the best path for agreement. Furthermore, there is high satisfaction considering that participants’ feelings are put into consideration. This brings more unity and boosts the morale of all parties. Despite mediation not having a formal process, they always have a way to agree. On the contrary, the exercise of power is a genre of dictatorship and may leave some of the players unhappy (Schwalbe, 2015). On many occasions, project managers are accused of misusing their power to benefit themselves and those close to them. Moreover, through mediation, the problem is solved once and for all but through exercise control, there are chances of the conflicting recurring. One or more parties are not open to being influenced or be told what to do by the authority. In some cases, public display of power is seen as crude and unedifying in an open and polite project organization. This may result in revolts or the worst case; go slow on work or strikes. At times, attempts to display or exercise power by weak or people of small size may be ridiculed, and their commands may be challenged by those below them.

Through my research, I came across an article titled resolving conflict with love and peace through mediation which provided me with information on intervention. The article mainly focuses on a couple who was copreneurs but had job disagreements that threatened their marriage. They had to call their friend lawyer to save their marriage and business. As a couple, there was much stake than being in marriage because of their company. They both were members of the board of directors and had a disagreement on the best strategic plan to adopt.  On the same note, I also read an article titled effects of power misuse in an organization. The article talked about a start-up company that failed to meet its expectations due to constant conflicts and misuse of authority by the chief executive office. The project manager would openly bark orders to his colleagues without caring of the employees feelings. He treated them like machines or robots and never created time to listen to their grievances. This led to constant conflicts, and not even a single employee was willing to go on working in such an environment. It was a cruel treatment to the employees who are the main input in a company.  It is prudent to have a good relationship with co-workers and avoid misuse of power.


Kerzner, H. R. (2013). Project management: a systems approach to planning, scheduling, and controlling. John Wiley & Sons.

Meredith, J. R. (2011). Project management: a managerial approach. . John Wiley & Sons.

Ramsbotham, O. M. (2011). Contemporary conflict resolution. Polity.

Schwalbe, K. (2015). Information technology project management. Cengage Learning.

A report based on Charities organization

Importance of work life balance in an organization

Work life balance basically means having a balance between work and personal life hence improving employee’s productivity. Work-life balance helps in creating working environments that are supportive and healthy. A balanced work- life leads to improvement of an organization performance.


One of the benefits of work –life balance is that it leads to less susceptible burnouts. Burnout has a negative impact on both employee work and personal life. Therefore it is important to ensure that all employees in an organization maintain a balance in work and personal life. Ensuring that stress associated with personal life does not impact negatively on an employee work is key and contributes positively in an organization.

Secondly, maintaining a work life balance helps an employee to remain focused depending on the environment. Focused employees help an organization achieve its objective and goals. On the other hand, maintain a work life balance helps an employee to also concentrate on his personal life when he is at home and helps in avoiding taking work related stress at home (Cegarra-Leiva, Sánchez-Vidal, & Cegarra-Navarro, 2012).

Maintaining a work-life balance helps in avoiding health problems which may develop as a result of being stressed. A work life balance helps in avoiding work and personal related stress, thus enabling one to look after himself by relaxing and healthy eating.

At Charities organization we recognize the importance of work-life balance on our employees. Due to the maintenance of work-life balance our employees have remained focused, motivated and we have received few cases of employee health problems.

Legislation influence on work-life balance

At Charities organization the legislations provides the employees with rest breaks from the work place, it also outlines the allowed working hours and days. More importantly, at Charities organization, our legislations recognize the needs and health requirements for our employees. In addition, our legislation enable our employees to have a work-life balance hence allowing them participate in personal activities.

Four areas of legal support given to the employee as a family member:

Charities organizations offer legal support to employees who have families, firstly it offers maternity and parental leave. This aims at allowing our female employees to have time to attend to anti-natal care and ensures that they do not lose their work.  On the other hand parental leave allows employees with children to attend to emergency and the welfare of their children.

Secondly, we allow our employees to request for flexible working this ensures that employees work-life balance is maintained. Thirdly, our organization recognizes the fact that our employees have dependents outside the work place, hence we give them time -off to allow them cater to the needs and emergencies of their dependents.

At Charities organization, offers unpaid leave to employees who request for leave, this helps them to take a break from their work and come to work when they are ready. As an organization it helps us to retain our employees.

Importance of fairly compensating employees:

Employers should offer her employers a competitive wage, this helps an organization its maximizing their operations through the help of the employers.  An organization that offers its employers a competitive wage manages to retain the employers as they do not feel the need to seek jobs elsewhere (Armstrong& Taylor, 2014).  Hence, the organization retains their highly skilled personnel which lead to achieving organization goals and objectives.

The employees in an organization should be equitably paid, in order to create motivation among them and ensure that they do not have to deal with underpayment and overpayment issues. Motivating employees enables them become more efficient in their work.

At Charities organization all the employees are equitably paid and the wage is quite competitive. It ensures that employees are not discriminated in terms of compensation and are paid equitably depending on the job description.

Areas of discrimination legislation:

Direct discrimination:

Direct discrimination occurs when the employer discriminates an employee based on age, disability, religion, race and sex.  One of our goals at Charities organization is to see to it that employees are not discriminated and ensure they are fairly treated.

Indirect discrimination:

Discriminating indirectly is less obvious as opposed to direct discrimination. It has a negative impact on the work-life balance and has a disadvantage on an individual personal life.  Indirect discrimination has occurred in Charities organization due to change of shifts where female workers are put in night shift; this resulted to them claiming they were being discriminated indirectly.


The employer may tend to treat an employee in unfavorable manner due to one reason or another. At Charities organization there has been few case of victimization where some workers claim that some of the supervisors are victimizing them. However we resolve this issue as soon as they arise.


Harassment involves violating ones dignity and creating uncomfortable environment. At Charities organization we have had no reported cases of harassments.

Good practice that support organizational policies and the psychological contract:

Psychological contract is the employer-employee relationship and consists of inputs and outcomes. It gives the employees with an influence feeling on how things are run in the organization (Brewerton & Millward, 2015).  It is essential to maintain a psychological contract that is positive to boost the organization performance. For instance at Charities organization, one of the managers promised to oversee an employee project but failed to deliver this led to psychological contract breaking.

Charities organization conducts fair dismissal of employees; an employee can only be dismissed if he is unable to perform the task given or is involved in misconduct. The employee is given a notice and reason for dismissal is outlined. We also conduct exit interviews seeking to know why the employee is opting to quit working in our organization, this helps understand and identify the areas that need improvement.

To conclude, Charities organization recognizes the importance of work-life balance to employees. Above all Charities organization fully supports legal support to employees. Lastly, our organization condemns any type of discrimination of an employee; in case of discrimination occurrence the necessary action is taken


Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management        practice. Kogan Page Publishers.

Cegarra-Leiva, D., Sánchez-Vidal, M. E., & Cegarra-Navarro, G. J. (2012). Understanding          the link between work life balance practices and organisational outcomes in SMEs: The     mediating effect of a supportive culture. Personnel Review, 41(3), 359-379.

Millward, L. J., & Brewerton, P. M. (2015). Psychological Contracts: Employee Relations for      the. Personnel Psychology and Human Resources Management: A         Reader for Students    and Practitioners, 377.

Internal users of HR services in an organization and their key needs


  • Identifies 3 users of HR services internal to your organisation and for each of them at least 2 key needs
  • Explains how HR/L&D can ensure the needs of these 3 service users are prioritised effectively
  • Identifies 3 methods of communication to your service users and explain the advantages and disadvantages of each
  • Describes the key components of effective service delivery including building and maintaining good relationships, handling and resolving complaints, dealing with difficult customers, timely service delivery, budget implications and continuous improvement.

Sample paper

Internal users of HR services in an organization and their key needs

The three key internal users of HR services include: the directors/senior management, the employees, and the union representatives (Huang, J., & Martin-Taylor, M. 2013).

The Directors/ Senior Management

The directors of McDonald’s limited are responsible in setting the strategic direction of the business. Therefore, their views in the HR and L & D must be taken care for efficient running of the organization. Their key needs are to ensure that there is a bridge of noteworthy capability gaps and time scales for deployment. They expect the HR department to oversee recruitment, check no matters affecting the employees and administer compensation.

The Employees

McDonald’s employees need apparent and timely communication. They are eager to know, detect and discern on what is happening in the HR department. The information is of momentous as it will assist them to unravel the effect of any decision made. The information that is useful to them includes the model of business process, quagmires and bottlenecks with the working practices.

Union Representatives

The union prime apprehension and concern is protecting the welfare of its members. The union needs to be on constant communication with their client who in this case is the employees. The union representatives need to give timely, honest and clear information to their client on what is happening at the HR department. The union requirement is that the HR will offer support of frequent skills development of their members.

Explains how HR/L&D can ensure the needs of these 3 service users are prioritized effectively

There are various ways that HR/L&D can ensure that their needs are prioritized efficiently. Firstly, the HR should become a partner with the directors and senior managers. In this regards, he will be part of the strategy execution. Thus, the McDonald’s HR will be part of those who moving to the market place to implement on what has been discussed in the conference room (Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2012).

Secondly, the HR should heartily represent the grievances and concern of the employees to the management. According to Meijerink, J., Bondarouk, T., & Kees Looise, J. (2013), the HR should push for increasing employee contribution. That will have an impact on the commitment of the employees to the organization and their ability to deliver results.

Thirdly, the McDonald’s HR should be a specialist in the way the work is executed. That will ensure that he reduces cost, increases administrative efficiency, and maintain the quality. Lastly, the HR should act as an agent of incessant transformation. These will ensure the HR process is shaped and there is a lasting culture that together improves an organization capacity to change.

Identifies 3 methods of communication to your service users and explain the advantages and disadvantages of each

The HR should find a proper way to communicate on policies, boost employee’s morale, facilitate change, enable continuity and succession, and prevent turnover. In order to achieve this, the employees need to use the following three methods of communication.

Face-to-Face Communication

According to Cheung-Judge, M. Y., & Holbeche, L. (2015), face-to face communication is significant when dealing with the directors, employees, and the union representatives. The HR need to employ different skills depending whether they’re seeking a changed reply from their users. It is an effective method as it uses body language to convey the message. The method assist the interacting teams to create the mutual understanding that comes with engaging. The face-to-face communication also facilitates dialogue between parties so as to come to into a reasonable conclusion. It is also used when there is need to clarify issues in an organization.

Written Communication

In this method of communication, the HR manager uses internal memos, notices or posters, staff magazines and so forth to communicate to their staffs (Meijerink, J., Bondarouk, T., & Kees Looise, J. 2013). In this method of communication, they provide lucid statements of discussions and outcome from the discussion can be edited filed and recorded.


The HR need not to assume the digital platform such as social media that have revolutionized communication. People rely profoundly on social media to get updates and information. The internet emails and intranet are used by most organization (Cheung-Judge, M. Y., & Holbeche, L. 2015). They are cheaper and faster. The users can be able to get the information from the HR conveniently. Information sent online can be edited without difficulty and shared between the McDonald’s staff. The information can be effectively stored within files.

Key components of effective service delivery

Effective service doesn’t just happen. Firstly, the HR needs to build and maintain the good relationship. The HR can achieve that by keeping the lines of communication open to members. Secondly, the HR needs also to handle and resolve any complaint that comes on his desk. That can be achieved through taking a realistic approach to solving problems. Thirdly, there is also need to deal with difficult users of his office. That can be achieved through learning the employee’s personality and the best way to handle them. The HR manager also needs to offer timely service delivery. If an employee has requested for leave, the HR need to prepare that in advance. Lastly, they should deal with budget inference and unremitting improvement. The improvement in budget and cutting down of cost ensures that there is no conflict between the HR department and the senior management (Ryu, K., Lee, H. R., & Gon Kim, W. 2012).


Cheung-Judge, M. Y., & Holbeche, L. (2015). Organization development: A practitioner’s guide for OD and HR. Kogan Page Publishers.

Huang, J., & Martin-Taylor, M. (2013). Turnaround user acceptance in the context of HR self-service technology adoption: an action research approach. The International Journal of Human Resource Management24(3), 621-642.

Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of management Journal,55(6), 1264-1294.

Meijerink, J., Bondarouk, T., & Kees Looise, J. (2013). Value creation through HR shared services: towards a conceptual framework. Personnel review42(2), 154-175.

Ryu, K., Lee, H. R., & Gon Kim, W. (2012). The influence of the quality of the physical environment, food, and service on restaurant image, customer perceived value, customer satisfaction, and behavioral intentions.International Journal of Contemporary Hospitality Management24(2), 200-223.


The purpose and structure of CPID profession map

The purpose and structure of CPID profession map


Write a report referring to the CIPD’s Profession Map. You should:

 Explain the purpose and structure of the CIPD Profession Map, professional areas, behaviours and bands, explaining in summary how it is used as a tool for professional analysis

 Provide a brief summary of the two core areas: ‘Insights strategies and solutions’ and ‘Leading HR’. Consider the Band at which you are working and describe what activities you undertake within each of these areas

Provide a brief summary of one other professional area relevant to your role. Consider the Band at which you are working and describe what activities you undertake within this area

 Please refer to: to assist you with this assignment.

Sample paper

The purpose and structure of CPID profession map


The CIPD profession map is a comprehensive tool representing the outline of the Human Resource Department (HR) within an organization, how it functions as it does value addition. It depicts the responsibilities of HR members at different levels as per their qualifications and work experience (Stewart & Sambrook, 2012). The paper is an essay with three sections that endeavors to; highlight the purpose and structure of the map, gives a summary of the core professional areas and other two professional areas relevant to the roles in the select bands.

The map gives an account of the practices upheld by the successful HR individuals, the various aspects of their profession that they observe as well as their behavior, knowledge, and abilities. The CIPD map aides the coming up of services and products that are beneficial to the profession and also help facilitate the development of individuals professionally (Stewart & Sambrook, 2012). A good example is the McDonald’s CIPD Map that is an assessment tool and provides recommendations and directions that are vital in the achievement of the company’s professional goals and backup career development.  The map consists of three main sections: professional areas, behaviors and, the bands and transitions section.  Ten professional areas are spread out in the four bands of professional competence. They describe the activities to be done as well as the necessary knowledge for every area of human resource. Of the ten, two areas are key upon which the other eight are anchored. Leading HR, Insights, strategy and Solutions form the heartbeat of the profession and are relevant to various HR professionals in spite of the location, role or career stage; either inside or outside the corporation.  The other professional areas which include; organization design, organization development, resourcing and talent planning, learning and development, performance and reward, employee engagement, employee relations and service delivery and information. As outlined, the areas describe the activities and knowledge needed to offer specialist support to the HR.  Within the behaviors section, there is a detailed description of the behaviors needful to execute the activities and contribute to the success of the corporation. This includes courage to challenge, role model, and curious, decisive thinker, skilled influencer, personally credible, collaborative and driven to deliver. Every behavior has a number of indicators that reveal their negative effects. Finally, the four bands of professional competence depict the contributions made by professionals at each level of the career. Transition pathways guide professional growth by identifying what must be done for them to advance up the bands. Organizations like the McDonalds’s have used the map in transforming the functions of the HR thus pushing the company to sustainable levels of performance. This has been evident through the increment realized in the HR’s capacity to handle issues strategically. McDonald’s has also created a dynamic and high degree of performing culture. The map is a convenient and cost-effective means of learning one’s strengths as they find a way out to develop their career (Armstrong & Taylor, 2014).

The two core areas, insights, strategies and solutions and leading HR as earlier discussed form the base of the map. The heart of the map sits on bands two and three. There are four major activities around this area which include, organization development, resourcing and talent planning, employee engagement and relations. The cores make the building pieces of a fruitful HR profession regardless of the part, area and phase of the vocation. The centers consolidate techniques for manageable authoritative execution guaranteeing significant and intentional arrangements and all the while ingrain initiative qualities in HR experts. In the insights, strategies and solutions area, the HR creates noteworthy bits of knowledge and arrangements, organized and customized around a profound comprehension of business, logical and authoritative comprehension. In order to lead the HR part of the activities undertaken include: giving dynamic, knowledge drove administration: owning, forming and driving themselves, others and movement in the corporation. In spite of the fact that not everybody will have a part where they lead others, it is still vital that they create and develop in the other areas. Build connections and structure organizations together with inside and outer experts and groups of practice to be ahead of rising patterns, thoughts, and developments (Ulrich et al., 2013).

Another very imperative professional area from an association’s perspective is learning and talent advancement that lies in Band one. This module guarantees that each representative must have the imperative aptitudes to perform his obligations and make viable contributions towards association objectives and long haul goals (Stewart, 2012). A learning and improvement facilitator ought to have the information of all the preparation and advancement techniques – be it guiding, reproduction, in-wicker bin practices and so on. He/she should evaluate the obligations and execution of the considerable number of employees and in case there is an extent of change, he/she ought to apply an impeccable learning system to upgrade the employee’s performance. It is important also to collate and pump in ideas and perceptions to fellow associates and others to impact approach and the ongoing process.


Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice. Kogan Page Publishers.

Stewart, J., & Sambrook, S. (2012). The historical development of human resource development in the United Kingdom. Human Resource Development Review, 11(4), 443-462.

Stewart, J. (2012). Learning and talent development. Human Resource Management International Digest, 20(1).

Ulrich, D., Younger, J., Brockbank, W., & Ulrich, M. D. (2013). The state of the HR profession. Human Resource Management, 52(3), 457-471.


Organizational benefits of attracting and retaining a diverse workforce

Organizational benefits of attracting and retaining a diverse workforce



Produce a report on the subject of Resourcing Talent in Organisations  
In your report you should:

§   Identify and explain at least 3 organisational benefits of attracting and retaining a diverse workforce

§   Identify and assess at least 4 factors that affect an organisation’s approach to attracting Senior Managers, specialists and high potential graduates

§   Describe 3 factors that affect an organisation’s approach to recruitment and selection

§   Compare and contrast the benefits of 3 different recruitment methods

§   Compare and contrast the benefits of 3 different selection methods.


Sample paper

Organizational benefits of attracting and retaining a diverse workforce. 

            Attracting and retaining a diverse workforce may have a number of benefits to an organization. To start with, a diverse workforce enables the organization to hire the best talent available in the market. Hiring people from diverse backgrounds enables the organization to bring in different talents and skills leading to an increase in productivity. Organizations cannot improve productivity if everyone is the same or basically behaves in the same way. By bringing people from different ethnic, social or educational backgrounds, the organization creates an environment that fosters creativity and innovation. Secondly, a diverse workforce can enable the organization to easily increase its market share. As the workforce becomes more diverse, the market also becomes diversified. This is because the organization can gain useful insights from the diverse workforce about their cultures and hence draw customized marketing plans based on the different cultures.

Thirdly, hiring employees from diverse backgrounds leads to better problem solving. Diverse groups of employees mean availability of expertise and experience which can be used to solve any challenges that arise in the organization. Lastly, diversity helps in creating synergies among employees (Nelson & Quick, 2011).

Factors that affect an organization’s approach to attracting senior managers, specialists and high potential graduates

            One of the factors that affect an organization’s approach to attracting senior managers is external influences. There are certain elements which may exert pressure on the organization to hire local people. This affects the approach the organization uses to attract the senior managers. Legal factors highly impact the organization’s approach to attracting specialists. The law provides guidelines on the conduct of various professionals and in doing so also influences the approaches the organization will use in attracting them. In attracting high potential graduates, the organization may be affected by factors such as the availability of the graduates. If they are few in the market, the organization may opt to use the national labor market in order to improve its chances of attracting the right and qualified candidates. The organization’s image may also affect the approach used in attracting senior managers, specialists and high potential graduates. The organizational image is determined by facilities, working conditions, compensation to employees, and among other factors.


Factors that affect an organization’s approach to recruitment and selection

            The level of skills needed in the organization greatly determine the approach to recruitment and selection. When critical skills which are in short supply are required, the organization may choose to utilize the national labor market. For instance if the organization is recruiting highly specialized engineers, it may choose to utilize a variety of methods such as attending engineering conventions, use of consulting firms and utilizing specialized websites among others (O’Meara, 2013). Legal factors also determine an organization’s approach to recruitment and selection. An organization must follow the legal provisions outlined under the employment provision. For instance, the legal provisions may encourage the employment of underprivileged individuals or minority groups, which may change the approach used in recruitment and selection. Lastly, the unemployment rates in the market also determine an organization’s approach to recruitment and selection. When unemployment rates are high, the recruitment and selection approaches used are simple since there is a large pool of candidates available to choose from. However, when unemployment rates are low, the organization may choose a variety of selection and recruitment approaches in order to attract a larger pool of potential candidates (O’Meara, 2013).

Compare and contrast the benefits of three different recruitment methods

            There are different types of recruitment methods which organizations can use to fill vacant positions. The three common types of recruitment methods include placing of want ads, use of the internet and use of executive search firms. Want ads are commonly used by organizations and may either be internal or placed in public places where prospective employees can easily access them (Taylor, 2005). Want ads are advantageous in that they allow the organization to reach a large number of applicants within a short time. This enables the organization to select employees from a large pool of qualified candidates, ensuring they get the best. On the flip side, want ads are time consuming. In addition, they require careful screening since they may also attract less qualified employees. Use of the internet has gained popularity over the years. The use of internet for recruitment is fast, cheap and has a wide coverage. On the flip side, use of the internet requires careful screening of the large pool of prospective employees who respond. In addition, it may be time consuming to write the job announcements on the internet. Organizations at times contact executive search firms for potential employees. The benefits are that the organization is able to recruit highly qualified candidates since the recruitment process is handled by professionals. This enables the management to concentrate on other important issues. On the flip side, it may be costly to the organization (Taylor, 2005).


Compare and contrast the benefits of three different selection methods

            Common selection methods used by organizations include interviews, psychometric tests and use of references. Interviews are the most common selection methods. Interviews enable the interviewers to know whether the candidate has the required oral or social skills. Secondly, interviews enable the interview to obtain additional information. This is not possible while using psychometric tests. Thirdly, the interview can be modified to suit current needs as per the interviewer. On the flip side, interviewers may make subjective evaluations. Also in some cases, interviewers make judgment prematurely. Use of references enables the interviewers to predict the job performance of the prospective candidates. It is gives the interviewer a quick snapshot of the behavior or character of the prospective candidate. Use of references is cheap since it often takes the form of a telephone conversation which takes approximately 15 minutes. On the downside, use of reference checks in selection may not give the interviewer all the information he seeks. This is because the previous employer may fail to provide all details since they may fear legal liability for making for any misinformation provided. Psychometric tests enable the interviewers to test a range of attributes which is impossible with use of references and in interviews. For instance, the interviewer is able to learn about the personality, aptitude and abilities of the employees (Taylor, 2005)


Nelson, D. L., & Quick, J. C. (2011). Organizational behavior: Science, the real world, and you. Mason, OH, USA: South-Western Cengage Learning.

O’Meara, B. (2013). Handbook of Strategic Recruitment and Selection: A Systems Approach.        Emerald Group Publishing Limited.

Taylor, S. (2005). People resourcing. London: Chartered Inst. of Personnel and Development.


Purposes and Benefits of induction both individuals and organisation