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Why do the textbook authors argue that behavioral-based safety management techniques are not congruent with a management systems approach to worker safety and health?

Your response should be a minimum of 200 words in length. You are required to use at least your textbook as source material for your response. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations.

Pardy, W., & Andrews, T. (2010). Integrated management systems: Leading strategies and solutions. Plymouth, United Kingdom: Government Institutes.

Discuss to what extent you think the management systems approach requires a greater level of trust in the front-line worker from management. How do you think workers would respond to this?

Pardy, W., & Andrews, T. (2010). Integrated management systems: Leading strategies and solutions. Plymouth, United Kingdom: Government Institutes.

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Analyze and evaluate a business's activities in order to assess its sustainability as a placement/internship provider

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Unit V Case Study
After reading the Minicase entitled “Integrating Teams at Hernandez & Associates” on pages 436-437 of the textbook, write a minimum one-page response that addresses the following:
· Similar to many leaders, Marco has a team in place and does not have the luxury of building a new team to adapt to the changing business environment his firm now faces. Use the Team Leadership Model (TLM) to help Marco diagnose the problems faced by the firm and identify leverage points for change.
o Consider the major functions of the TLM—input, process, and output. Where do most of the firm’s challenges
fall?
o What are the team’s goals for outputs?
· Identify potential resources for Marco and his team in implementing a strategy to change the way they do business at Hernandez & Associates.
Be sure to utilize APA style writing and include in-text and reference citations from the textbook to support your assertions. Other scholarly sources can be used if needed.
Information about accessing the Blackboard Grading Rubric for this assignment is provided below.

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The Nike ecosystem as a foundation for the company’s social strategy

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You will answer to this questions in 5 distinct paragraphs single spaced typed. I will not accept the work if it is double spaced. No need for an introduction, conclusion nor source. I just need a critical thinking and 5 paragraphs.

1. FOCUS. What is the foremost thing that occupies the attention of you and your fellow associates? Is there a passion for managing one's career as a primary objective, being highly efficient and reducing costs of operation, or is it a focus on the customer?    

2. NEEDLESS THINGS WE DO. If you walk into a UPS store and ship a box, you will not fill out a paper form. The associate will type the name and address into the UPS register. If you walk into a FedEx store to ship a similar box, you will complete a form.  Operationally, do you see the difference and do you see the costs?  What does FedEx do with that form? I am not asking that you answer that specific question, but how many layers of cost does YOUR organization impose? Or, do you see other companies that impose costs on you as their customer?  Discuss your observations. I want you to be able to open your mind and your eyes and see these things.

3. CHRONIC WASTE. Most companies have some degree of waste, however that which is AVOIDABLE but allowed to continue unabated is chronic waste. Unfortunately, many organizations have chronic waste which becomes a burden to delivery of customer value. Waste has a cost and chronic waste implies increased costs to the customer and/or a reduced financial return for the stakeholders. 

4.IT TAKES AN EXPERT. In a sense, organizations take the batteries out of the smoke detector.  This means you have become so accepting of the waste that we do not see it even though it is in front of you. 

Clear your thoughts....look around your organization....and comment on what you see.  

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EXAMPLES: unwanted turnover....unnecessary and bureaucratic delays that add time....preventable accidents....product recalls....inventory overages....it is a long list.

Do you have process that no one really understands unless you ask someone how to do it?  For example, how hard is it for you to log onto a computer and see your performance measures?  Does your organization have data that you need in order to make a decision, but you have no idea how to get the data? 

If I ask you to tell me your organization's key strategies for the next five years, do you know them....or even know where to look for them.  
If I ask you for your daily revenues (sales), do you know how to get them or do you have to call someone in accounting. 

Do you know if your customers like you?  How hard is it for you to find out, and why do you have to ask someone? 

If you had difficulty with any of the above--plus many other possible questions---how can your organization be focused on value creation when internal processes are problematic?

5. KEY PERFORMANCE INDICATOR(KPI). Please read and understand the discussion of Key Performance Indicators (KPIs). I seek your comments about how you might construct and use results for your company or a company you are familiar with.

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Use the article Why We Hate HR
•    http://www.fastcompany.com/53319/why-we-hate-hr

•    Based on your experiences and the information presented in the Learning Resources (particularly the article “Why We Hate HR”), how would you assess the HR function in most health care organizations? Is it closer to the negative or the positive view of HR? Why does HR often have a negative reputation?
•    
•    What have you learned in previous courses or through your professional experiences that informs your understanding of strategic human resources management? What do you see as your current or future responsibility for ensuring that an organization’s human resources practices align with its mission and objectives?
•    
•    How do you think the efficiency, productivity, and/or value added by HR services should be assessed? What types of metrics would you suggest be used? Why?

•    Share key insights you have gained about the impression (positive, negative, or mixed) that you and others have of human resources management. Also, explain what factors might be contributing to this perception.
•    
•    Describe how you view your current or future responsibilities for promoting strategic human resources management within health care.
•    
•    Analyze two metrics and indicate how each could be used as an indicator of HR efficiency, productivity, and/or value added.


RESPOND TO THIS PERSONS POST BY

ASKING A PROBING QUESTION AND EXPANDING ON THEIR POST

•    Share key insights you have gained about the impression (positive, negative, or mixed) that you and others have of human resources management. Also, explain what factors might be contributing to this perception.
Human Resource Management (HRM) should be instrumental in developing and overseeing activities that will provide an organization a qualified workforce. HRM should provide support for employees at all levels and be viewed as experts in their field (Fried & Fottler, Strategic human resources management, 2008).  My impression is that this ideology has not proven to be true and HRM has often been viewed in a negative light. As a direct care-giver, I too have had familiarity with feeling unsupported and estranged from my Human Resources Department. In a managerial role, I also sensed that they lacked understanding of my divisions needs and were unavailable and absent at times of struggle (Hammonds, 2005). Having this perception, I would have to agree with Garold L. Markle, in his comment, "HR doesn't tend to hire a lot of independent thinkers or people who stand up as moral compasses," (Hammonds, 2005).
•    Describe how you view your current or future responsibilities for promoting strategic human resources management within health care.

            My role in human resources management is to act as a role model for the mission, vision and values my healthcare organization promotes. I must demonstrate and instill into my employees, the culture that is to be rewarded and attributes that are held high. My employees should be given the tools and training they need to serve their customer and the highest level of service to this customer should be their main goal (Fried & Fottler, Creating customer focused healthcare organizations, 2008).
•    Analyze two metrics and indicate how each could be used as an indicator of HR efficiency, productivity, and/or value added.
Measuring outcomes and performance allows one to measure the effectiveness of organizations human resources activities. Two metrics that can be used are patient satisfaction and staff turnover (Fried & Fottler, Strategic human resources management, 2008).
Having employees who are fulfilled with their establishment and do not leave due to dissatisfaction, will lead to a more satisfied patient and a high rating for service. The emotional commitment an employee has to their organization and its mission will serve to drive higher levels energy towards insuring that a patient and family unit receive the quality care they deserve. If either is lacking, human resource proficiency may be in question (Kruse, 2014).
High staff turnover can be a result of less than adequate workforce planning.  High-performance organizations need to develop and sustain high-quality HRM teams that serve to break down the customary barriers to effective workforce planning. Using turnover as a metric is a good indicator for HRM proficiency (Vemo, 2014).

Works Cited
Fried, B. J., & Fottler, M. D. (2008). Creating customer focused healthcare organizations. In Human resources in healthcare: Managing for success (pp. 460-473). Chicago: Health administration press.
Fried, B. J., & Fottler, M. D. (2008). Strategic human resources management. In Human resources in healthcare:Managing for success (pp. 1-18). Chicago: Health administration press.
Hammonds, K. H. (2005, August). Why we hate hr. Fast company. Boston, United States: Mansueto ventures llc.
Kruse, K. (2014, January 7). Employee engagement: The Wonder drug for customer satisfaction. Retrieved May 3, 2015, from Forbes: http://www.forbes.com/sites/kevinkruse/2014/01/07/employee-engagement-the-wonder-drug-for-customer-satisfaction/
Vemo, P. (2014, December 3). Workforce planning is essential to high-performing organizations. Retrieved May 5, 2015, from Society for health resource management: http://www.shrm.org/hrdisciplines/technology/articles/pages/louch-workforce-plannin

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Paper Instructions:

What would you look for in a company software system to support your ESH endeavors and why?

Your response should be a minimum of 200 words in length. You are required to use at least your textbook as source material for your response. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations.


Ref:
Pardy, W., & Andrews, T. (2010). Integrated management systems: Leading strategies and solutions. Plymouth, United Kingdom: Government Institutes.

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Paper Instructions:

Evaluate at least two of the software systems identified in your book that are used by companies that practice a management systems approach to ESH. You may want to do some additional research on this. Discuss some of the pros and cons of each. Which would you recommend for your course project organization and why?

Your response should be a minimum of 350 words in length, not counting references listed at the end or repeating of the question, and cited per APA guidelines. You are required to use at least your textbook as source material for your response. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations.

Ref:
Pardy, W., & Andrews, T. (2010). Integrated management systems: Leading strategies and solutions. Plymouth, United Kingdom: Government Institutes.

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Write a summary of any current event that relates to four key attributes of a corporation. Legal Personality, limited liability for investors, free transferability on investors’ interest, centralize management. The event may be related to any area of corporate governance including corporate responsibility, ethics, or compliance. Provide a brief summary of the event, your analysis of how this event relates and any thoughts, idea, opinions you want to share about the event. Cite sources.

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United Nations Convention on Contacts for the International Sales of Goods

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Market-based sourcing—lessons learned, Entrepreneurial government, Ending monopoly service provisions, Designing competitive bidding