Marketing Essay

by admin | Mar 20, 2023 | Uncategorized

Internet Marketing Strategy Essay
Introduction
Our product (mobile phone accessory) is to be marketed to a specific age category (14-18 year olds), therefore the marketing strategy adopted has to appeal to this age group. Therefore, the marketing team will design a plan that targets the specified market segment. The strategy will involve the use of websites frequently visited by children between 14-18 years.

Before developing the marketing strategy for the mobile phone accessories, it is imperative that we analyze the nature and size of the market, then establish our presence in all the target markets through the web. The Strategy is outlined below:

Marketing Strategy
The first stage is the development of the marketing plan. Our products will be sold in the African and Asian continents in bulk to wholesalers and stockists. Since we are a new supplier, we will devise ways of attracting people to our website, however, to turn visitors into buyers, we will to use a website interface that is friendly and easy to use (Laura 2011).

This stems from the fact that the target market is 14-18 year olds, and since these are children who cannot make their own purchases, our website will mainly target parents. Therefore, we will advertise our products in websites frequented by both adults and teenagers.

The second stage is to review the website. Statements such as “This site optimized for Internet Explorer 9” will be omitted since it will ‘scare away’ persons using Firefox or other web browsers, instead, we will use adequate visual representations or people donning our products and will use a Flash player.

An important technical design at this stage will be to use Search Optimization Engine (SEO) tools to help web users find our website (Fiona 2011). The website design will allow additions and updates.

The third stage is to use web analytics to learn about people who visit our site. The analytics will provide the number of visitors, keywords used by the visitors, sources of referrals, the proportion of visitors that actually made purchases and the number of visitors lost at each stage of the checkout process.

This information will assist us in revising the design of the website to ensure that the checkout process is as smooth as possible (Mohammed 2004).

The fourth stage is to promote our website through pay-per-click advertising (PPC) and other effective methods that will increase the flow of visitors to the site. PPC is faster than SEO and is more reliable (Charlesworth 2009). PPC also enables web designers to test numerous keywords at any one time so that they can know the set that has the highest ‘conversion rate’.

Conversion rate is defined as the number of visitors who make actual purchases. Once the most effective keywords are identified, then we can optimize the website by using these words to describe our products (Chaffey et al 2009).

The fifth stage is the rollout of our website with all the modifications that are bound to attract a steady number of visitors. Since the keywords have been optimized to achieve the highest conversion rate and the checkout procedure simplified, the role of the marketing at this stage is receive orders, process, and ship to customers.

Occasionally, the website is modified to inform customers of new products, or to match the website with the current trends. Success will not be achieved overnight, but through a dedicated team with support from the administration.

References
Chaffey, D., Ellis-Chadwick, F, and Mayer, R. (2009). Internet marketing: strategy, implementation and practice. NJ: Prentice Hall.

Charlesworth, A. (2009). Internet marketing: a practical approach. Oxford: Elsevier.

Fiona, M. (2011). Google Places: The Next SED Marketing Tool? Web.

Laura, L. (2011). Five Levels of Internet Marketing and the Sales Process Move your potential clients through a successful sales process. Web.

Mohammed, R., et al. (2004). Internet Marketing: Building Advantage in a Networked Economy. NY: McGraw-Hill, Inc.

HRM Essay

by admin | Mar 20, 2023 | Uncategorized

Role of Human Resources Management: Policies, Programs, and Practices Research Paper
Introduction
Human Resource Management is a functional unit of an organization that deals is concerned with the management of employees and their welfare. It is composed of a set of policies, programs and practices geared towards the realization of an employee’s potential which will in turn result to increased productivity for the entire organization.

Human resource management has become one of the most important activity of an organization in the contemporary organizational environment especially after the realization that human resource productivity is dependent on its surroundings as opposed to other factors of production.

For an organization to utilize its resources and endowments effectively and efficiently the quality of its human resource becomes of paramount importance. Human resource management improves this quality of employees to ensure that they offer their best to the realization of the organizational goals and objectives.

Role of Human Resource Management
Functions of Human Resource Management
The functions of Human resource management are wide and varied. Among these functions includes the role to ensure equal employment opportunities for all groups of people especially the minority. Management of human resource ensures that employers have in place employment policies and procedures which do not discriminate either in terms of race, gender, religion etc.

This may also be done by formulating or adopting Affirmative actions that are in line with this agenda. When a working organization is free from bias and preferential treatment, employees will feel that they all are a part of the organization, each no better than the other and they have a role to play for the betterment of the organization as a whole.

There is also the creation and development of a mutually respectful environment within the organization and employees are able to voice their personal conflicts with confidence that they will be determined fairly. The secret is in incorporating every employee into the organization not as a lesser important member but for each of them to feel as an integral part of the organization and the success or failure of the organization if in his/her hands.

Another major role of the Human resource is in the planning, recruitment and selection of employees. This is the process by which organization picks the talent they require for the organization to perform properly, (Anonymous, 2011).

An organization which has recruited the wrong people into the organization will not only result to increased labour turnover due to the unproductive employees, but will also negatively affect the overall morale of all the employees leading to poor productivity. Subsequently, the employees will be disconnected from each other since they cannot relate well, more supervision will be required and the good employees may end up looking for alternative jobs.

The human resource ensures prior planning is done before recruitment, the right employees are selected and the process is done fairly. This in turn will result into a good combination of talent and experience in the human resource representing the current labor market enabling them to work as a team leading to increased productivity.

After recruitment of an employees has been done, the human resource team does not end their work there. With ever changing labor markets and technological needs, an organization needs to continuously offer training and educational services to its human resource. Through this, an organization can be sure that its human resource structure is composed of the most competent and qualified personnel in the labour market, and retain its comparative advantage of its human resources for effective competitiveness, (Mohanty, 2010).

More so, human resource development increases the morality of employees where they feel that they are realizing their career development thus feeling that they are where they belong and can work to their full potential for the growth of the organization, the future of which is their future too.

Employees in an organization need to be fairly rewarded every so often in recognition of their efforts and to congratulate good performance. This may come in the form of perks and packages in form of benefits over their monthly salaries. This works to retain experienced and competent employees to continue working for the organization.

It also has a major role whereby employees who are rewarded feel good, their efforts having been recognized and are generally much happier and more productive. Further, other employees who did not perform as much feel obligated to work even harder so that their efforts can show too be rewarded. The result is an overall motivated human resource working towards a common objective of the organization.

The working conditions in a work place also play a major role in the performance of the employees. Everyone wants to work in an environment that safe and healthy to work in. it is the role of human resource management to ensure that the environment in which the workers do their work is clean and free from danger whether physical or psychological (Blessinger, 1999).

When the surroundings are hygienic and free from danger, the employee becomes a much happier being and becomes more productive as compared to when he is always afraid that he may get injured or contract a disease. Further, a healthy working population is generally more productive as compared to a sickly population.

The Human Resource Management also has a role in ensuring that employees belong to a Trade Union or other labour relations. Employees need to have a channel through which they can air their grievances at the work place. This way disputes will be solved much more quickly and in a civilized manner.

With such a channel, the employees will not depressed at the work place not knowing who to turn to but instead will always work their differences in time before the operation of the organization is disrupted. Further, having a trade union gives employees a sense of belonging and sense of safety which will increase their motivation leading to increased productivity.

In order for the role of HR manager to be effective, all this roles must be performed optimally. All these roles are equally important and they all facilitate to the proper achievement of organizational goals. There is no role that is better than the other. They are all elements of the same branch. They all work to achieve a common objective, i.e. helping an employee attain his best performance for the good of the whole organization.

Emerging Role of Human Resource Management
In the traditional past, the Human Resource Management team has always worked under the bureaucratic arm of the executive in performing its functions. This in turn saw the HR serve the interests of the executive form the restricting policies and systems instead of focusing on the employee needs as its primary goal.

This normally left the employees on their own without their concerns being considered and worked upon which reduced their morality leading to reduced productivity for the organization.

In the modern business world and with changing needs of organizations, managers have realized that the overall success of the organization is dependent on high quality and satisfying customer-service. This can only achieved through the employees of the organization and this means the human resource has to put more focus on the needs of its human resource. Thus, the role of the HR is also changing.

In the modern organizations, HR managers should see themselves more of strategic partners (Hearthfiel, 2011). They have the primary role of ensuring that the organization attains its business goals and organizational objectives. They should have a clear understanding of the best work systems and designs which contribute to the optimum performance of the employees.

He should know the strategy of human resource planning that has the greatest impact to the organization growth when used. This is in such areas as recruitment, motivation, reward system, human resource development and appraisal measures etc.

As opposed to the situation in the past, the HR should work more as employee advocates instead of following the executive wishes and demands. He should identify and concentrate on the needs of the employees and should have an understanding of how human mind works to ensure that, he delivers to their expectations.

He should come up with ways of treating employees so that they are always motivated, happy and very productive. This may be in the likes of effective communication, involving them in decision making, creating a sense of responsibility in them and generally making them know that they own the organization and that its failure or success is theirs too and that it lies in their able hands.

The HR manager provide employees with an opportunity for self-development and help them in realizing their personal goals as they work towards the organizational objectives. They may also be involved in profit-sharing or in ownership of the organization and are given a chance to show their adaptability through delegation.

With an ever changing world, the role of HR manager includes not just in acquiring the new breed of labour in the market but also in championing for change within their scope. He should come up with strategies through which he pioneers change not just among the employees but also in the entire organization by using his ability to handle people.

He should know how to prevent people from resisting change and how employee can adapt to change within a short while. He also helps in identifying what the organization needs and help to formulate goals, mission, values and a culture that is geared towards those needs of the organization. His also role includes coming up with measures of to determine how the organization is performing against the overall goals and objectives.

Human Resource Management Learning
HR management learning helps you learn a wide range of skills that applicable in handling human resources today. Career services offered equips one with the skills to identify opportunities in the society to which one can apply the diverse skills learnt.

One gets an opportunity to learn the legal and ethical issues that exist in the business world today in virtually all the industries and how to apply such knowledge to practical experiences. The coursework has been designed to strengthen ones management skills and be able to take up corporate responsibility in an organization.

Human Resource Management in the workplace
In the workplace, HR management skills are of paramount importance. an organization will from time to time find itself faced with the need to make a decision on its staffing needs, for example, when and where to use an independent contractor, or to acquire new employees, how to improve the performance of the employees and how to ensure that the organization’s personnel and management practices adhere to the prevailing rules and regulations.

An organization also requires to determine which approach to adopt in compensating employees and which benefits to offer employees as well as keeping employee records and the various personnel policies.

The role of HR management has also undergone various changes. In the past, it was only concerned with hiring and firing of employees. Lately, organizations look up to the HR manager in playing the integral role of staffing, development and generally managing people which is a central point to the growth and overall performance of the entire organization. Without proper management of the human resource, an organization cannot achieve anything regardless of its endowments in terms of capital and other factors of production.

Human beings will most naturally result to dispute day in day out. If these disputes are not minimized and solved in time, they may cause havoc or even downfall to even a multinational organization. Further, the organization needs to come up with methods of attracting and retaining talent through proper rewarding and development of employees.

Future Career in Human Resource Management
The knowledge accumulated on human resource management is a useful tool for my future career. The management skills learnt will help in time management, organization of files for employees and increased personal efficiency. In addition, the ability to multitask is improtatnt in dealing with different and diverse needs of employees at the same time and keeping composure. It will help in formulating priorities on what is important for the well being of the organization and the employees as well.

Business ethics knowledge will enable keep the secrets and confidential information of the employees as a professional. It will also help in ensuring that employees are treated ethically by the executive and the employees themselves act in accordance with ethical principles laid down.

The strategic orientation acquired will help to e able to influence management’s decision in acquiring new talent for the organization and which strategy the organization is to adopt. It will also help in determining and filling human resource needs for the organization as well as how to manage the staff through compensation, development, motivation etc.

The human relation skills will also help in relating well with employees. Employees can look at you as someone they can talk freely to and as a way to channel their concerns. It will also help in solving disputes among the employees and also between the employees and executive.

Conclusion
In this highly computerized and advanced technology being widely used, we cannot doubt that a machine will remain useless without proper knowledge to run it. Therefore, management of human resource becomes an important part of any organization. Human resource managers help in bringing change and have the ability to acquire knowledge on the basis of experimentation more than in any other career. Human resource helps to coordinate and integrate the performance within the organization with the expected results.

References
Anonymous. (2011). Recruitment and selection: The importance of good recruitment and selection. ACAS.

Blessinger, K. (1999). Human Resource Management. Retrieved from https://sc.edu/study/colleges_schools/cic/

Hearthfiel, S. M. (2011). The New Roles of the Human Resources Professional, The New York Times Company: About.com

Mohanty, I. (2010). Human Resource Management seeks to achieve: Individual, Organizational and Social Goals. Orissa: Kanak Manjari Institute of Pharmaceutical Sciences.

HRM Essay

by admin | Mar 20, 2023 | Uncategorized

Human Resource Management’s Successful Strategies Report
Introduction
In any successful organization, the human resource department plays a big role in the realization of organizational goals. Successful Human resource Management (HRM) strategies are therefore imperative for any organizational to scale up heights of success.

The importance of HRM has especially been exemplified by the need for organizations to thrive in today’s chaotic and turbulent business environment, since organizations have to be constantly innovative in coming up with new strategies to stay ahead of the curve. From this increased need by organizations to stay at the top, HRM has been adopted by many managers as one of the most crucial tools to enable organizations achieves high levels of success.

From previous HRM studies, we have come up with specific HRM facets that propel HRM management as one of the most basic in organizational operations.

These facets are: equal employment opportunity (EEO) and affirmative Action, human resources planning, recruitment, and selection, human resources development, compensation and benefits, safety and health, and employee and labor relations. These facets have so far been identified as some of the basic tools in increasing the level of effectiveness of employee input in the organization.

This study provides a reflective analysis of these elements with a special reference to how they work in synchrony to attain the goal of increasing the effectiveness of human workforce in the organization. This study will also shed light on the most important facets in this category of HRM tools in addition to identifying factors that cause some elements to be more important than others.

Finally, with all the information gathered at this point, I will be able to demonstrate how the role of HRM can be used to shape both the organizational and employee behavior.

Recruitment, Selection, EEO and Affirmative Action
Recruitment and selection is one of the most basic HRM practices to date. It is usually closely followed by management because it determines the type of employees the organization is to have. This process however encompasses EEO and affirmative action as one of its major complimentary process.

The two work together to ensure new and existing employees are the best fit for the organization’s needs. Its importance cannot be overemphasized because it is at the core of human resource management. Recruitment and selection process also stands as one of the core processes in HRM because it predetermines the outcome of all other HRM practices.

EEO and Affirmative action however determines the outcome of the recruitment and selection process, in that, it improves the process to be of high integrity and of high quality (EEOC, 2010, p. 1).

EEO and affirmative action is able to achieve these goals by increasing the profile of an organization so that it can attract high potential staff. This is achievable because EEO ensures all applicants or prospective employees get equal opportunity for available positions, thereby increasing the level of competition for competitive spots in the organization.

Competition here is key to the attraction of competent employees because as the competition for vacant positions in the organization increases, more competent employees are bound to apply for the said position. This principle actually works in the context that incompetent employees will be discouraged from applying for competitive positions because they are likely to be weaned off by strong competitors.

When EEO and affirmative action is absent, the likelihood of weak employees streaming into the organization is high because they are bound to be favored from vices such as nepotism, racism and discrimination on the basis of religion, gender, creed and the likes (Witlin, 2003, p. 14). EEO and affirmative action therefore increases the profile of the organization in attracting the best human capital in the market and this improves the success and goals of the recruitment and selection process.

In fact, the most successful organizations have a very critical and fair recruitment and selection process which is very fair to all individuals because through this process, the organization is able to attract the best human capital in the market, which will ultimately drive organizational success to new levels (EEOC, 2010, p. 1).

However, in as much as affirmative action and EEO compliments the recruitment and selection process, new areas of research have pointed out many other factors that are essential for the recruitment and selection process to be a success. This is new area of learning is important because researchers have realized that it is not enough for organizations to adopt a sound recruitment and selection process, as its core strategy for attracting competent staff, they have to make sure the process is also efficient (Ivancevich, 2007, p. 23).

Efficiency is hereby emphasized because new studies point out that the process needs to be done in the shortest time possible, and in the words of Ivancevich (2010), the process ought to be “robust enough to operate excellently in the moment of the insufficient number of candidates on the job market, but most importantly, the process must be able to process a large number of candidates within the given time limit” (p. 6).

Considering EEO and affirmative action compliment the outcome of the recruitment and selection process, it is important to note that these process works best if it is in alignment with the human resource planning process. In other words, the human resource planning process will provide the blue print through which the recruitment and selection process will operate.

For instance, when the HRM seeks to attract new employees, it ought to establish that the new employees will complement the overall human resource planning objectives in the organization. For example, if the organization seeks to be more technologically sound, as its core focus in the human resource planning process, then the recruitment and selection process will be undertaken with a special emphasis of seeking new employees who are technologically savvy.

Human resource planning therefore remains a fundamental administrative function for any organization because it steers the organization towards a growth path, and in the same sense, ensures all other HRM functions are in alignment with this goal. Some researchers however note that for the process to be successful, it requires a critical assessment of the availability of qualified resources which will be required to make the entire process a success (McGraw-hill, 2010, p. 2).

Human Resource Development, Compensation, Benefits and Labor Relations
Human resource development outlines HRM’s growth plan in the organization where the organization sits down and creates a framework of how the organization will grow with regard to its human resource. This may involve elements like mentorship, coaching succession planning and the likes.

Nonetheless, the biggest goal of human resource planning lies in the fact that it is majorly aimed at helping employees grow in the organization (McGraw-hill, 2010, p. 5). HRM managers therefore aim at developing one of the strongest workforces through human resource development so that they are able to improve organizational success.

With the aim of improving employees along their career growth paths and enabling the organization achieve high levels of success; other important HRM facets come into play to improve the human work force. Compensation and benefits are some of the most important tools used by most managers today to increase employee performance by boosting their morale in the workplace.

This is an integral part of human resource development because through establishing a rewards and compensation program, employees are able to determine their limits in performance and set higher, but achievable goals to surpass their previous accomplishments.

A rewards and compensation program is therefore likely to increase an organization’s scoreboard because indirectly, it sets a benchmark to employee performance and encourages employees to always emulate the best, and the best to challenge their goals.

Also if management is able to recognize outstanding employee performance, employees are likely to reciprocate the same show of goodwill through increased performance. This can create some form of new culture where employees feel more appreciated thereby increasing the level of motivation in the organization.

The contrary can be observed in organizations where there are no reward or compensation programs because employees are usually demoralized, such that, there is no drive to increase organizational performance since employees feel drained, because management fails to recognize the input of the few employees who give it their best to improve organizational performance and therefore they fall back into the same group of demoralized employees.

Quite frankly, it is quite difficult for this group of employees to compliment the goals of human resource development because in this type of environment, no growth can take place. Growth can therefore only take place in organizations where the employees are full of life, and properly motivated to positively resonate with management’s quest to improve human resource practices in the organization. This also defines how employee behavior is affected through management’s relation with employees.

From an understanding of how employee compensation and rewards program compliments the human resource development plan, we can also easily understand how a safety and health scheme for employees also compliments the compensation and rewards program.

The two are more or less related because they have the same effect on employee development programs since they align employees to positively resonate with management’s human resource development plan. This is true because even if employees were well compensated or rewarded for their outstanding performance, unhealthy and unsafe employees cannot positively respond to managements’ human resource development plan.

Safety and health are therefore very important components to the realization of a sound human resource development program. Safety should especially be emphasized in organizations which engage in dangerous operations, maybe involving industrial processes or machinery and the likes. Health however remains universal for all types of organizations. The most basic effect healthy and safe employees have according to conventional research studies is the increase in employee morale and retention (Ivancevich, 2007, p. 5).

New studies show that organizations which have a sound health insurance program and an efficient employee safety program, attract and retain some of the most competent employees in the job market (Ivancevich, 2007, p. 5). To a significant degree, health and safety programs also outline employee labor relations with the organization because an establishment of the above programs defines a good labor relations program as well.

Application
The above HRM analogy can be applied in most institutional settings, family life and even in personal life. Compensation, rewards, safety and health programs can be applied in personal life because of their positive effect on personal motivation. I believe that it is prudent for people to invest in a good health scheme, at a personal level so that they can have peace of mind when going about their daily duties.

In the absence of a good health scheme, many people may live in fear and fail to operate at their optimum potential because they dread the day they will fall sick or suffer some form of bodily harm. This also exposes the need to always take important safety measures when carrying out day to day operations, especially involving risky careers which may cause bodily harm to individuals.

Ultimately, a good reward and compensation scheme stands out as a good practice for individuals to compensate and reward themselves at a personal level, as opposed to waiting for someone to recognize their good performance. I believe this is a good way to which someone can motivate himself to break personal limits and challenge oneself to take up more demanding challenges. In this manner, one is able to grow.

There are however, many ways I can think of, for someone to compensate or reward himself. For instance, if one sets a new sales target, one can go out of the way and take a vacation, or on a smaller scale, eat out in some fancy restaurant as a way of recognizing ones own potential in doing something commendable.

The most important reason why people should take this initiative is because people may sometimes fall short of acknowledging good performance, both at a personal and institutional level. It is therefore, important for one to take the initiative and reward or compensate himself or herself.

Conclusion
From the above analysis, we understand the fact that human resource management is a multifaceted experience. More importantly, we need to realize the fact that the core facets of human resource management are related and work interdependently.

In detail, we can deduce the fact that equal employment opportunity and affirmative action, primarily compliments the recruitment and selection process and when analyzed much deeper, the recruitment and selection process stands out as the most important human resource management function because it predetermines the outcome of the other human resource functions.

This is true because from the recruitment and selection process, an organization is bound to attract the most competent human workforce, which is also likely to respond positively to its future human resource programs.

These programs outline human resource development and from the study, we note that a proper compensation and benefits program, coupled with a prudent emphasis on the health and safety of employees, motivates the workers and prepares them to positively resonate with the human resource development program. Also, an observance of prudent health and safety programs which looks into the welfare of employees, influences employee and labor relations between the organization and employees.

However, this latter analysis is not as important as the impact affirmative action and recruitment and selection processes have on the improvement of organizational productivity. Comprehensively, these integral HRM components can be potentially applied in personal life and even in an institutional setting because they can improve one’s morale to take up new challenges.

References
EEOC. (2010). U.S. Employment Opportunity Commission Questions and Answers. Retrieved from: https://www.eeoc.gov/facts/qanda.html

Ivancevich, J. (2007). Human Resource Management (10th ed.). Boston: McGraw-Hill.

Ivancevich, J. (2010). Human Resource Management (11th ed.). Boston: McGraw-Hill. ISBN

McGraw-hill. (2010). Human Resource Management Online Learning Center. Web.

Witlin, S.J. (2003). The Supreme Court’s recent affirmative action decisions may provide some guidance for the workplace. Employment Relations Today, 30(3), 85.

HRM Essay

by admin | Mar 20, 2023 | Uncategorized

The Concept of Human Resource Management and Its Issues Essay
Introduction
The objective of every business enterprise or organization is to achieve success, which is usually measured in terms of earnings and profits. In order to achieve this feat, companies invest heavily in various resources. The human resource is one of the most significant resources on which a company depends to achieve its objectives.

It is, arguably, the most vital in any business establishment (Armstrong 3). The skills, expertise, experience and energy of individuals, among other factors determine the success of businesses. For this reason, proper management of this resource is vital.

Attempts to attach a definition to the concept of human resource management are riddled with difficulties (Bratton 1). These difficulties stem from the fact that human resource management as a management concept is understood differently in various organizations and even countries/regions.

It is generally agreed that it involves the acquisition, development and the rewarding of human resource in order to achieve the organization’s objectives (Armstrong 10). Issues such as career progression, equal opportunities at the workplace, trade union relationships and environmental issues are sometimes included or excluded when focusing on human resource management (Armstrong 10).

The Role of Human Resource Management
The human resource departments of business establishments are continually recruiting, acquiring and developing talent through human resource management practices (Bratton 15). Continuous training and skill development is crucial, to ensure that the company or organization has at its disposal, a well trained and motivated team. Investment in such a workforce is vital for the continuous growth and survival of firms in today’s competitive market environment.

Management of the human resource in an organization is aimed at achieving certain objectives which are crucial for the survival of the firm (Armstrong 2). In order to contribute to the success of business, management of people at the workplace inevitably involves fulfilling certain obligations. One of these is the role of supporting the learning process of employees (Bratton 4).

Continuous development of the skills which are relevant to the needs of the firm is important, in order to keep and maintain a relevant work force. Good human resource management practices involve providing employees with opportunities and resources to acquire additional and relevant qualifications with the aim of improving their performance.

Motivation of the workforce is crucial for a better performance. A crucial role played by human resource management is putting in place policies and measures to ensure that employees are motivated to perform better and remain committed to their work (Armstrong 12). When an employee achieves another level of competence, acquires new skills or posts good performance, it is important to make him/her feel appreciated and valued. This can be done through reward systems put in place by a good human resource management regime (Bratton 13).

A work environment that is conducive for the harmonious co-existence of employees and other stakeholders at the work place is vital. The productivity of employees is significantly influenced by their work environment. The ability to work in harmony, without undue pressure and stress can be a great boost to their performance.

Fostering partnerships, cooperation and good relationships between employees and management are the roles of human resource management in an organization (Bratton 4). In achieving the aim of providing a good working environment, the management should also put into consideration, the differences existing among employees, and their individual needs.

The workplace in most organizations today has undergone a total transformation. There are more women in senior management positions, and they are increasingly taking up roles that were hitherto ‘reserved’ for men (Bratton 32). Managing the human resource of any organization currently requires attaching importance to the need to offer equal opportunities for all, irrespective of race or gender.

There are arguments that good human resource management policies such as ensuring equal representation of minority or disadvantaged groups in positions of leadership, earn the company a good reputation (Armstrong 21). The effect may translate into favorable public opinion and improvement in share prices.

The role of human resource management in organizations cannot be conclusively defined. The reason for this is that different organizations and business entities view the concept differently from others.

However, there are many functions of HRM that are agreed on. These include; developing policies, systems and procedures that are in alignment with the strategies and policies of the organization, developing and utilizing the human resource to achieve competitive advantage of the firm, encouraging employees to develop their capabilities, embrace teamwork and remain committed to their work (Thomas 27).

Problems Facing Human Resource Management
Good HRM practices emphasize leadership, communication and motivation when dealing with employees. These principles have for a long time been core to the management of people at the workplace, and were employed to ensure that the employees performed their duties with commitment.

However, changes in the business environment have led to a different attitude towards HRM practices (Thomson 337). Increased competition among firms, pressure from shareholders to post good performance and maintain a good share price among others, have led to the capitalization of human resources (Thomson 341).

Employees are treated as any other resource that should be exploited for maximum gain (Thomas 21). This is contrary to the traditional approach to HRM which stressed the need to appeal to the minds and hearts of employees in order to get their commitment.

Good HRM practices involve treating employees as valued assets, whose skills and high competence aid in achieving the goals of the organization (Thomas 39). This should be achieved through the creation of trust and commitment to the organization. This is not the case at present, since the trust in employment relationships is often disregarded.

Changing trends in capital accumulation have meant that the needs of the firm take precedence over those of the individual employee (Thomson 339). HRM policies have changed from managerial and people oriented to financial and capitalism oriented policies. Companies are increasingly breaking settlements, contracts and arrangements with employees regarding various aspects of their employment. This trend has seen the ‘human face’ removed from human resource management.

Many organizations have adopted an international outlook towards business. Many have opened offices across the world but are still controlled and managed from their home countries (Beaver and Plessis 21). The globalization of business has imported an international aspect to human resource management, since managers now have to deal with the management of employees who are away on special assignments or working in offices overseas.

The problems in human resource management that come about as a result of globalization are numerous (Beaver and Plessis 41). For example, dealing with the local employment laws of other countries where the human resources of the firm are present may be a problem. Issues surrounding remuneration, trade union relationships, employee benefits among others may cause immense problems in HRM.

Employees are not similar all over the world, and it would be naïve for a company to assume that its employees, wherever they are, will accept similar treatment. Cultural, religious and other forms of diversifications affect the perspectives of employees and developing a HRM policy that will be acceptable to most of the stakeholders is a huge problem facing human resource management in present times.

Conclusion
The human resource remains an important asset to business enterprises, despite being subjected to changes over time. The roles played by human resource management as a concept of management within an organization have shifted towards capital accumulation, and management practices have almost lost the ‘human’ face associated with human resource management.

Works Cited
Armstrong, M. 2006, Human Resource Management. Web.

Beaver, B. and Andris P. 2008, The Changing Role of Human Resource Managers for International Assignments. Web.

Bratton, J. 2007, Strategic Human Resource Management. Web.

Thomas, D. 2008, Managing Human Capital: Global Trends and Challenges. Web.

Thompson, P. “The Trouble With HRM.” Human Resource Management Journal 21.4 (2011): 335-367. Wileyonlinelibrary. Web.

Health and Social Care

by admin | Mar 20, 2023 | Uncategorized

Data Privacy Considerations for Telehealth Consumers Amid COVID-19 Essay
Introduction
Statement of The Problem
The main problem of the study is ambiguous and is hard to identify in the text. Such a situation results from mixing the persuasive argument and the issue of the study. Thus, even though the authors highlight the significance of the problem for nursing and a convincing supporting statement correctly, the problem itself is indistinct (Deatrick et al., 2010). The methods suit the research problem and contribute to gaining qualitative research results.

Research Questions
The questions of the study are stated explicitly, undermining various aspects of the experiment. They are easy to identify and coincide with the psychological theory of the research, addressing the conceptual framework.

Literature Review
The literature review is relevant to the topic and allows the reader to learn practical information and quantitative data concerning obstructive sleep apnea (OSA) and adherers and non-adherers to the Continuous Positive Airway Pressure Therapy (CPAP) (Deatrick et al., 2010). Moreover, the authors provide the literature review highlighting the absence of the issue problem under discussion, thereby providing the basis for their study.

Conceptual Underpinnings
The study is based on the psychological and social-conditioned factors of using the CPAP. The concepts are derived from the social cognitive theory and stated clearly. Moreover, the figure helps the reader to comprehend the conceptual framework more easily. The conceptual framework is relevant for the research questions, methods, and procedure.

Method
Rights Protection
The participants’ rights were protected through the informed consent documentation, which means that they were aware of the procedures they were going to undertake and had no objections. The protocol for the experiment was approved by the research site and institutional review boards. The patients were prescribed CPAP and had no potential dangers and risks for their health. Moreover, through the discussion and the experiment results, participants increased their awareness about their diagnosis what is beneficial indeed.

Research Design
The researchers spent much time interviewing 15 participants before and after CPAP treatment discussing the OSA and participants’ experience. The data collection method was designed before the beginning of the procedure. A funnel approach to interviewing allowed the researchers to collect necessary information after the last step of the experiment was over.

Sample and Setting
The variables were appropriately chosen to base on the Veterans Affairs medical center’s recommendations. The study provided explicit sampling factors such as purposive sampling, an excellent method to select the participant based on the required criteria. The physiological characteristics of the participants were also appropriately described. Considering the sample size and the experimental character of the experiment, fifteen participants were an average amount.

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Data Collection
The interview method was appropriate due to the purpose of the study to find out the patients’ beliefs regarding CPAP usage. The nested case-control method of design was relevant to the research because it allowed analyzing only the cases under the interest. The procedure of the interview including questions was thoroughly planned. Considering the number of participants, the amount of collected data reflected the patients’ attitudes to the CPAP and their clinical experience. The interview approach was adequately stated, while the in-laboratory studies lack the information.

Procedures
The description of the procedure, results, and participants was extensive. The researchers even considered the marital status of investigated participants. The research would be more reliable if more laboratory data were provided. The lack of quantitative data lowers the transferability and trustworthiness of the work. However, considering that this research is originally qualitative, this should not be regarded as a sufficient drawback.

Enhancement of Trustworthiness
Bias was minimized due to the appropriate training of the interviewer and the reflexivity notations, which excluded the possibility of behavioral distortions. There is no data on who was responsible for the laboratory examination. According to the text, trained professionals should have been computing the data (Deatrick et al., 2010). However, it would be rational to provide additional information about the laboratory experiment to avoid ambiguity. The researchers used well-presented reflexive notes and audio recording methods to enhance the integrity of the study.

Results
Data Analysis
The sequential and qualitative directed content analyses were conducted on the coded material and suited the collected data type. The researchers designed the data analysis strategy in order to ensure compliance with the tradition of the other empirical studies of CPAP adherence. The procedure and specialists who developed the analysis methodology were adequately described. Even though the results were coded, the possibility of the bias cannot be entirely excluded because the researchers investigated the implicit connotations in the patients’ experience.

Findings
The findings representation was expanding and informative, providing a comprehensive picture of CPAP adherence and influencing social and personal factors. There was a significant number of excerpts from the interviews provided to support the conceptualized themes. The analysis of the findings was profound and presented the results respecting the previous research and participants’ rights.

Theoretical Integration
The conceptual framework was used during the analysis of the collected data. The psychological themes and behaviors were described with regard to the empirical data (Deatrick et al., 2010). Tables and figures supported the research procedure and findings conceptualization amply. The results representation was structured and logically presented with regards to the theoretical basis.

Discussion
Interpretation of The Findings
On the one hand, the researchers touched upon the sociocultural factors, which could possibly influence the subjects’ adherence or non-adherence. On the other hand, the social influences of the particular communities were not addressed. The researchers mainly discussed the results in terms of family considerations. Social and cultural factors correlated with the working unities and other occupational activities were not explored. The authors addressed the elements of prior studies, such as the self-efficacy concepts, when interpreting the research results. The study’s authors discussed the possible limitation and emphasized the necessity to continue research.

Implications/Recommendations
Even though the research’s implications for clinical practice were provided, the collected data was primarily theoretical. The results cannot be used in clinical practice per se. For the data’s practical implementation, it requires suitable approach formation. However, gained knowledge will be helpful in additional theoretical research. The findings are reasonable and, considering the given research conditions, complete.

General Issues
Presentation
The study is presented laconically without unnecessary data or figures implications. The theory coincides with practice in all the sections of the work. The subsequent explanation of the concepts and results presentation using the tables, graphics, and examples is a positive aspect of this work. The description of the applied method, participants, and the research procedure is sufficient. The findings and interpretations are presented vividly, considering the study’s theoretical and practical implications and limitations.

Researcher Credibility
All the procedures were conducted according to the American Academy of Sleep Medicine Task Force criteria, which is a reliable research factor. Also, the independent expert coder participation contributed to the confidence in the findings. However, the qualifications and clinical experience of the researcher are unknown. The influence of their experience on the research results can be estimated only in the current research limitations.

Summary Assessment
The study is trustworthy due to such factors as information coding and the presentation of the participants’ answers’ excerpts. However, it would be rational to add the whole list with the participants’ responses and provide the interview questions. By doing so, the research will improve the trustworthiness of the work. Thus, the study’s findings contribute to the nursing discipline development.

Reference
Deatrick, J., Kuna, S., Sawyer, A., & Weaver, T. (2010). Differences in perceptions of the diagnosis and treatment of obstructive sleep apnea and continuous positive airway pressure therapy among adherers and nonadherers. Qualitative Health Research, 20(7), 837–892.

Health and Social Care

by admin | Mar 20, 2023 | Uncategorized

Why Meditation Is a Useful Practice, and It Is Worth Trying It Research Paper
Introduction
Meditation is highly associated with producing a state of body relaxation and a tranquil mind. The form of self-care is used for treatment purposes, as it relieves stress and symptoms in some diseases. According to Clarke et al., approximately 200 to 500 million people from all over the world have meditated at least once in their lives (1). Meditation improves the level of anxiety by 60%, and at least 14% of Americans are enjoying the benefit (Clarke et al. 1). The history of meditation links the performance to religious practices. The roots of Hinduism and Buddhism are partly associated with this form of self-care. The purpose of this paper is to investigate the importance and benefits of meditations as well as their liabilities.

Meditation is an ancient practice believed to originate in India as early as 1500 BCE. During the discovery, the exercise involved Vedantism, an Indian Hindu tradition. In further relation to religion, meditation is a central component of Buddhism. According to Repetti, the founder of Buddhism attained enlightenment via the use of meditation (18). Through the technique of concentration, the Buddha achieved a spiritual connection that linked body and mind. A fun fact about meditation is that during the exercise, monks can raise their fingers and toes’ temperatures to up to 17 degrees (Repetti 20). Other experts however argue that meditation barely provides positive effects because it is associated with psychopathic behaviors. Today, meditation is widely practiced as a reflective method that helps relievestress, among other benefits. Meditation has physical and psychological health benefits that outweigh its limitations.

Types of Meditations
Mindfulness Meditation
Mindfulnessmeditation is one of the types of meditation that involves an increased level of awareness, acceptance, and being mindful. During the exercise, individuals open their minds to realize what they experience in the care process. Meditators can focus on their flow of breath, emotions, and thoughts without judging them (Rose et al. 512). The meditation process requires total concentration by avoiding all sorts of distractions, such as thinking about the past or future. This form of practice has proven difficult, especially for beginners, but meditators improve with time. However, it is an open practice that can be performed while walking, washing, brushing teeth, and doing other things.

Guided and Mantra Meditation
Guided and mantra meditations are other types of concentration practice. In guided meditation, individuals choose a place or situation in which to focus. Also known as imagery meditation, this form of meditation requires the use of different senses including smell, sound, or textures (Repetti 12). The meditating people are guided by professional meditators or therapists. Mantra meditation entails silently repeating the same words for some time. The act of repetition is to ensure reduced sources of distractions.

Qi Gong and Tai Chi Meditation
Qi gong combines meditation with breathing exercises, relaxation, and body movement to gain and maintain balance. The Chinese community uses this method of meditation, named CHEE-gung as a form of traditional medicine (Repetti 14). Tai chi meditation, being a gentle form of Chinese martial art, involves the performance of self-paced series of postures and movements in a slow and graceful manner accompanied with deep breaths. These two types of meditation are different from all other forms and improve the meditators’ level of concentration, among other things.

Transcendental Meditation
The transcendental form of meditation requires meditators to focus on one mantra and repeat it during the session. Mantras in transcendental meditation perform the same function as breathing in mindfulness does. The therapist or mediator decides which mantra to use in various situations. In this practice, the meditator is expected to repeat the word or phrase in a specific manner (Repetti 13). The performance helps the body relax and achieve an inner state of calmness and tranquility. This type of meditation, however, is not very suitable for people meditating for the first time.

Yoga
Yoga is another type of meditation which involves practicing a series of controlled postures and breaths that help increase body’s flexibility and tranquil the mind. As people move from pose to pose, they are encouraged to concentrate and balance by focusing on one-stop (Repetti 16). Yoga is one of the most practiced forms of meditation in the United States. Other than body balance and flexibility, yoga is also a form of exercise that helps people to stay fit and healthy.

Loving Kindness Meditation
The loving-kindness form of meditation is intended to develop compassion for self and others. During this practice, people are encouraged to direct phrases of positive ideas and goodwill towards themselves, their loved ones, strangers, and people posing stress in their lives (Repetti 18). That way, meditators learn how to extend compassion not only to their loved ones but to their oppositions. Referring to a study about meditation, experts found that exercising loving-kindness meditation for seven minutes every day helped to reduce racial bias (Repetti 18). Thus, this type of meditation is beneficial not only for people’s personal well-being, but also for society’s development in terms of tolerance and acceptance.

Meditations and Money
Many people think that meditation will help them improve their financial state. However, the majority of those who think this way are not aware of the fact that it is impossible to make money without working. At the same time, meditating, especially mindfulness practices, help reduce stress and anxiety, which decreases the probability of impulsive spending. Apart from that, mindfulness meditations help in improving work ethics, productivity, sleep, and attention skills, which contribute to better work performance and growth of personal finance (Chatzky). That is why it is logical to suppose that mindfulness practices help people concentrate, which positively affects their work, life, and money situation.

It is worth mentioning at this point that meditations do not give people the understanding of secret knowledge on how to earn more money. Those who get involved in meditating with the purpose of getting their financial state improved usually get disappointed when they do not get what they want. It is necessary to understand that financial situation improvement becomes possible when people feel less stressed and anxious and become more productive and attentive at work, which contributes to better performance and higher salaries.

Practicing Meditation, Its Importance, and Benefits
Meditating
Most forms of meditation require similar practices such as focusing on one place or thing and taking deep breaths. However, other types such as yoga and Tai chi that require movement may adopt different actions. Some of the most common features in all meditations are as follows. Meditation requires focused attention as the most important factor of the practice. It is through concentrating that the mind becomes free of various distractions that cause worry and stress.

Relaxed breathing and a quiet setting are other factors of the meditation process. The relaxed breathing technique entails deep and even breaths in which meditators use their diaphragm muscles to expand the lungs. These breaths aim to slow heart rate, increase the flow of oxygen in the body, and reduce the stiffness of upper muscles, neck, and shoulders thus relieving body tension (Pascoe et al. 471). A quiet setting helps meditators, especially beginners to concentrate. Once people get used to the practice, they can meditate at any place.

Comfortable Position and Open Attitude
Some types of meditation such as mantra and transcendental require taking a comfortable position as all forms demand an open attitude. Whether standing, walking, or even sitting, meditators are required to assume a comfortable position to gain most of the benefits. A good posture is also counted as a way of achieving comfort in the process(Pascoe et al. 472). An open attitude helps meditators to let thoughts pass through the mind without judgment. Such attitudes also help the performers to acquire new skills, learn more about themselves, and enjoy the moment.

Importance and Benefits of Meditation
Meditation is important in achieving a sense of peace, calmness, and body balance. The practice is critical based on the benefits gained by the performers. According to Rose et al.,meditation improves human emotional well-being and general health (508). The advantages of meditation do not end immediately after the session. They help people to spend a calmer day and manage certain health conditions. Meditation practice has many benefits related to psychological well-being. Physically, meditation improves flexibility, body balance, and calmness which also contribute to a high level of confidence in humans.

Emotional Advantages
Meditating aids in clearingbulk information built inmind, thus thinking clearly. Through a relaxed mind, people can easily gain a new perspective on stressful situations. Psychological therapists often recommend meditation to build stress-managing skills and reduce negative emotions. Through the body scanningprocess of meditation, people can increase a sense of self-awareness. A study by Repetti shows that young people who, during the identity searching age, practiced yoga realized themselves faster (23). The process helps performers to focus on the past, present, and future, thus defining their purpose in life. Clear minds attained during the meditation exercise are quite imaginative and creative (Repetti 18). Meditators, especially those doing the loving-kindness type of meditation, increase their tolerance and patience. By gaining reduced tension and learning how to extend compassion to self and others, individuals grow more patient and can tolerate more unstable conditions.

Health and Illness Benefits
Meditation may stabilize health conditions that might be worsened by stress. While researching the use of meditation, researchers found the practice to improve several illnesses. Some conditions include anxiety, cancer, asthma, sleep problems, irritable bowel syndrome, high blood pressure, depression, and tension headaches (Repetti 42). The controlled breaths slow down the rate of the heartbeat thus relaxing the whole body and its health conditions. Pascoe et al. sought to investigate the role of endocrine in mental health conditions improvement (470). The findings of the study indicate that the endocrine experienced significant changes in terms of its level of performance. These changes that occurred particularly after meditation corresponded with improved mental health outcomes.

Conclusion
Various forms of meditation help people relieve the levels of stress and anxiety they experience.Although meditation is widely known to give a calming effect to meditators, it also balances human emotions and improves health conditions. Religious practices such as Buddhism takes advantage of the benefits gained from the practice by applying it to their functions. Different types of meditations give varied benefits, including calmness, self-awareness, and general body relaxation. The changes experienced in endocrine after meditations are crucial to improving mental health outcomes. Apart from that, meditations help increase productivity, attention, and work performance, which positively affects people’s general and personal well-being both emotionally and financially. Many people and healthcare professionals consider meditation a practice that is worth trying because it is capable of guiding stressed, anxious, and tired people towards a healthier, calmer, and safer future.

Works Cited
Chatzky, Jean. “How to Use Mindfulness to Manage your Money Better” NBC News, Web.

Clarke, Tainya C., et al. “Use of Yoga, Meditation, and Chiropractors among US Adults Aged 18 and Over.”National Center for Health Statistics, no. 25, 2018, pp. 1-8. Web.

Pascoe, Michaela C., et al. “Meditation and Endocrine Health and Wellbeing.” Trends in Endocrinology & Metabolism vol. 31, no. 7, 2020, pp. 469-477. Web.

Repetti, Rick. Buddhism, Meditation, and Free Will: A Theory of Mental Freedom. Routledge, 2018.

Rose, Sabrina, et al. “The Effect of Meditation on Health: A Metasynthesis of Randomized Controlled Trials.” Mindfulness vol. 11, no. 2, 2020, pp. 507-516. Web.