Category: Human Resource Management homework help

 
Community Service as a Window Into Outreach and Humanitarian Work
Advanced human services professional practitioners often engage in outreach and humanitarian work. Outreach work entails going out into the community and actively engaging with potential service users, referring them to appropriate services, and following up with them to ensure they are getting the help they need. There are several reasons why outreach work is important in the practice of human services. First, service users may be unwilling or unable to visit a human services organization—or they may be unaware that the organization exists. Second, it is often useful to observe the service users in their environment to gain a better understanding of the help they need and the progress they are making.
Humanitarian work is a broad term that encompasses activities designed to improve service users’ lives and better the community. Examples of humanitarian work include providing people with access to clean water and food after a disaster, helping refugees and immigrants access language-specific and culturally appropriate health services, and arranging for young girls to receive formal education in war-torn countries. Keep in mind that outreach and humanitarian work are not mutually exclusive, that is, they can be done at the same time and in the same setting. For instance, an advanced human services professional practitioner who visits a homeless encampment to share information about programs for affordable housing and distributes food and blankets is engaging in both outreach and humanitarian work.
For this Assignment, you complete 1 hour of community service, which will allow you to observe outreach and humanitarian work in action. Then, you compare what you observed in your community service experience to outreach and humanitarian efforts in a Hart City scenario to better understand these important functions of human services practice. 
Resources
Be sure to review the Learning Resources before completing this activity.
Click the weekly resources link to access the resources. 
WEEKLY RESOURCES
To Prepare
Review the Learning Resources on outreach and humanitarian work. Consider the examples and characteristics of this type of work and the importance of understanding group dynamics for this type of work.
Complete your community service. As you do so, make note of specific examples of outreach and humanitarian work you performed or observed. The examples could be from the activities you were asked to complete, the actions of leaders, employees, or other volunteers, and/or the initiatives of the organization. In addition, identify leadership values that you observed or that may be relevant given the organization’s outreach and humanitarian efforts.
Go to the Hart City virtual community using the link that is provided in the Learning Resources. Once you are in the community, visit the Hart City Rescue Mission Homeless Shelter and view the scenario about outreach and humanitarian work. Consider how the advanced human services professional practitioners in the scenario engage in outreach and humanitarian work and how those examples compare to the examples of outreach and humanitarian work from your community service experience. In addition, consider the leadership values that might guide the practitioners in the scenario and how those values compare to those from your community service experience.
Think about how your observations from your community service experience and the Hart City scenario contribute to your understanding of the outreach and humanitarian functions of human services practice and the role of leadership values in carrying out these functions.
By Day 7
Submit a 2- to 3-page journal entry about your community service experience. Be sure to address the following:
Briefly describe your community service experience.
Describe specific examples of outreach and humanitarian work from your community service experience. The examples could be from the activities you were asked to complete, the actions of leaders, employees, or other volunteers, and/or the initiatives of the organization.
Describe specific examples of leadership values from your community service experience that you observed or that may be relevant given the organization’s humanitarian and outreach efforts.
Explain how the examples from your community service experience compare to those in the Hart City scenario. What skills and leadership values are similar?
Explain how your observations from your community service experience and the Hart City scenario contribute to your understanding of the outreach and humanitarian functions of human services practice and role of leadership values in carrying out these functions. 
RESOURCES/REFERENCES
 
Žydžiūnaitė, V. (2018).Leadership values and values based leadership: What is the main focus?Links to an external site. Applied Research in Health and Social Sciences: Interface and Interaction, 15(1), 43-58.  https://doi.org/10.2478/arhss-2018-0005
 
Žydžiūnaitė, V. (2018).Leadership values and values based leadership: What is the main focus?Links to an external site. Applied Research in Health and Social Sciences: Interface and Interaction, 15(1), 43-58.  https://doi.org/10.2478/arhss-2018-0005
 
You may find these websites helpful for identifying face-to-face community service opportunities:

All for Good. (2020). https://www.allforgood.org/Links to an external site.
Give Pulse. (2020). https://www.givepulse.com/Links to an external site.
Just Serve. (2020a). https://www.justserve.org/Links to an external site.
United Way. (n.d.). Get involved. https://www.unitedway.org/get-involved/volunteerLinks to an external site.
Volunteer Match. (2020a). https://www.volunteermatch.orgLinks to an external site.
Walden University Career Planning and Development. (2020). Volunteer opportunities and internships [Multimedia file] https://academicguides.waldenu.edu/careerservices/jobandinternshipsearch/volunteerinternshipLinks to an external site.

Note: Click Volunteer Opportunities.

You may find these websites helpful for identifying virtual community service opportunities:

Catchafire. (2020). https://www.catchafire.org/Links to an external site.
Just Serve. (2020b). Discover volunteer opportunities. https://www.justserve.org/projects?advanced=full&keywords=&volunteerRemotelyLinks to an external site.
UN Volunteers. (n.d.). Retrieved June 15, 2020, from https://www.onlinevolunteering.orgLinks to an external site.
Volunteer Match. (2020b). Virtual volunteer opportunities: Volunteer from anywhere. https://www.volunteermatch.org/virtual-volunteering

 
Community Service as a Window Into Outreach and Humanitarian Work
Advanced human services professional practitioners often engage in outreach and humanitarian work. Outreach work entails going out into the community and actively engaging with potential service users, referring them to appropriate services, and following up with them to ensure they are getting the help they need. There are several reasons why outreach work is important in the practice of human services. First, service users may be unwilling or unable to visit a human services organization—or they may be unaware that the organization exists. Second, it is often useful to observe the service users in their environment to gain a better understanding of the help they need and the progress they are making.
Humanitarian work is a broad term that encompasses activities designed to improve service users’ lives and better the community. Examples of humanitarian work include providing people with access to clean water and food after a disaster, helping refugees and immigrants access language-specific and culturally appropriate health services, and arranging for young girls to receive formal education in war-torn countries. Keep in mind that outreach and humanitarian work are not mutually exclusive, that is, they can be done at the same time and in the same setting. For instance, an advanced human services professional practitioner who visits a homeless encampment to share information about programs for affordable housing and distributes food and blankets is engaging in both outreach and humanitarian work.
For this Assignment, you complete 1 hour of community service, which will allow you to observe outreach and humanitarian work in action. Then, you compare what you observed in your community service experience to outreach and humanitarian efforts in a Hart City scenario to better understand these important functions of human services practice. 
Resources
Be sure to review the Learning Resources before completing this activity.
Click the weekly resources link to access the resources. 
WEEKLY RESOURCES
To Prepare
Review the Learning Resources on outreach and humanitarian work. Consider the examples and characteristics of this type of work and the importance of understanding group dynamics for this type of work.
Complete your community service. As you do so, make note of specific examples of outreach and humanitarian work you performed or observed. The examples could be from the activities you were asked to complete, the actions of leaders, employees, or other volunteers, and/or the initiatives of the organization. In addition, identify leadership values that you observed or that may be relevant given the organization’s outreach and humanitarian efforts.
Go to the Hart City virtual community using the link that is provided in the Learning Resources. Once you are in the community, visit the Hart City Rescue Mission Homeless Shelter and view the scenario about outreach and humanitarian work. Consider how the advanced human services professional practitioners in the scenario engage in outreach and humanitarian work and how those examples compare to the examples of outreach and humanitarian work from your community service experience. In addition, consider the leadership values that might guide the practitioners in the scenario and how those values compare to those from your community service experience.
Think about how your observations from your community service experience and the Hart City scenario contribute to your understanding of the outreach and humanitarian functions of human services practice and the role of leadership values in carrying out these functions.
By Day 7
Submit a 2- to 3-page journal entry about your community service experience. Be sure to address the following:
Briefly describe your community service experience.
Describe specific examples of outreach and humanitarian work from your community service experience. The examples could be from the activities you were asked to complete, the actions of leaders, employees, or other volunteers, and/or the initiatives of the organization.
Describe specific examples of leadership values from your community service experience that you observed or that may be relevant given the organization’s humanitarian and outreach efforts.
Explain how the examples from your community service experience compare to those in the Hart City scenario. What skills and leadership values are similar?
Explain how your observations from your community service experience and the Hart City scenario contribute to your understanding of the outreach and humanitarian functions of human services practice and role of leadership values in carrying out these functions. 
RESOURCES/REFERENCES
 
Žydžiūnaitė, V. (2018).Leadership values and values based leadership: What is the main focus?Links to an external site. Applied Research in Health and Social Sciences: Interface and Interaction, 15(1), 43-58.  https://doi.org/10.2478/arhss-2018-0005
 
Žydžiūnaitė, V. (2018).Leadership values and values based leadership: What is the main focus?Links to an external site. Applied Research in Health and Social Sciences: Interface and Interaction, 15(1), 43-58.  https://doi.org/10.2478/arhss-2018-0005
 
You may find these websites helpful for identifying face-to-face community service opportunities:

All for Good. (2020). https://www.allforgood.org/Links to an external site.
Give Pulse. (2020). https://www.givepulse.com/Links to an external site.
Just Serve. (2020a). https://www.justserve.org/Links to an external site.
United Way. (n.d.). Get involved. https://www.unitedway.org/get-involved/volunteerLinks to an external site.
Volunteer Match. (2020a). https://www.volunteermatch.orgLinks to an external site.
Walden University Career Planning and Development. (2020). Volunteer opportunities and internships [Multimedia file] https://academicguides.waldenu.edu/careerservices/jobandinternshipsearch/volunteerinternshipLinks to an external site.

Note: Click Volunteer Opportunities.

You may find these websites helpful for identifying virtual community service opportunities:

Catchafire. (2020). https://www.catchafire.org/Links to an external site.
Just Serve. (2020b). Discover volunteer opportunities. https://www.justserve.org/projects?advanced=full&keywords=&volunteerRemotelyLinks to an external site.
UN Volunteers. (n.d.). Retrieved June 15, 2020, from https://www.onlinevolunteering.orgLinks to an external site.
Volunteer Match. (2020b). Virtual volunteer opportunities: Volunteer from anywhere. https://www.volunteermatch.org/virtual-volunteering

 
Community Service and Leadership Values
In pursuing an advanced degree in human services, it is important to consider how your leadership values align to the organization in which you work. Leadership values, such as respect, integrity, and humility, will ultimately guide your decision-making and help the organization achieve its goals.
In this Discussion, you imagine yourself as a leader of the organization where you will complete your community service this week. As you do so, you identify leadership values that you would emphasize given the organization’s outreach and humanitarian efforts. 
Resources
RESOURCES/ REFERENCES
 
Žydžiūnaitė, V. (2018).Leadership values and values based leadership: What is the main focus?Links to an external site. Applied Research in Health and Social Sciences: Interface and Interaction, 15(1), 43-58.  https://doi.org/10.2478/arhss-2018-0005Be sure to review the Learning Resources before completing this activity.
Click the weekly resources link to access the resources. 
 
Schram, B., Mandell, B.R., Dann, P.L., & Peterson, L. (2020). An introduction to human services: Policy and practice (9th ed.). Pearson.

Chapter 10, “Working with Groups” (pp. 255–276)

Slesnick, N., Feng, X., Guo, X., Brakenhoff, B., Carmona, J., Murnan, A., Cash, S., & McRee, A.-L. (2016). A test of outreach and drop-in linkage versus shelter linkage for connecting homeless youth to servicesLinks to an external site.. Prevention Science, 17(4), 450–460. https://doi.org/10.1007/s11121-015-0630-3Links to an external site.
Visser, M., Mills, M., Heyse, L., Wittek, R., & Bollettino, V. (2016). Work-life balance among humanitarian aid workersLinks to an external site.. Nonprofit and Voluntary Sector Quarterly, 45(6), 1191–1213. https://doi.org/10.1177/0899764016634890Links to an external site.
Walden University, LLC. (2020b). Hart CityLinks to an external site. [Interactive media]. Walden University Canvas. https://waldenu.instructure.com
Note: Visit the Hart City Rescue Mission Homeless Shelter and view the scenario about outreach and humanitarian work. 
 
You may find these websites helpful for identifying face-to-face community service opportunities:

All for Good. (2020). https://www.allforgood.org/Links to an external site.
Give Pulse. (2020). https://www.givepulse.com/Links to an external site.
Just Serve. (2020a). https://www.justserve.org/Links to an external site.
United Way. (n.d.). Get involved. https://www.unitedway.org/get-involved/volunteerLinks to an external site.
Volunteer Match. (2020a). https://www.volunteermatch.orgLinks to an external site.
Walden University Career Planning and Development. (2020). Volunteer opportunities and internships [Multimedia file] https://academicguides.waldenu.edu/careerservices/jobandinternshipsearch/volunteerinternshipLinks to an external site.

Note: Click Volunteer Opportunities.

You may find these websites helpful for identifying virtual community service opportunities:

Catchafire. (2020). https://www.catchafire.org/Links to an external site.
Just Serve. (2020b). Discover volunteer opportunities. https://www.justserve.org/projects?advanced=full&keywords=&volunteerRemotelyLinks to an external site.
UN Volunteers. (n.d.). Retrieved June 15, 2020, from https://www.onlinevolunteering.orgLinks to an external site.
Volunteer Match. (2020b). Virtual volunteer opportunities: Volunteer from anywhere. https://www.volunteermatch.org/virtual-volunteering

To Prepare
Review your Course Announcements for possible information related to this week’s Discussion and Assignment.
Review the Learning Resources on outreach and humanitarian work.
Reflect on the organization where you will complete community service this week and how the organization’s outreach and humanitarian efforts serve the target population.
Read the article on leadership values. Imagine you are a leader at the organization where you will perform community service. Identify at least three leadership values you would emphasize given the organization’s outreach and humanitarian efforts.
By Day 4
Post a brief description of the organization for which you will complete community service this week. Then, explain how the organization’s outreach and humanitarian efforts serve the target population. Finally, imagine you are a leader in the organization. Given the organization’s outreach and humanitarian efforts, describe at least three leadership values you would emphasize and explain why. 
By Day 6

SEIIC’s compensation and benefits programs are based on traditional design principles typical of a company of its age and history. For example, almost all employees receive annual pay increases of two to five percent. This is frustrating to both managers and high performing employees. Managers would like to give better pay raises to high performers. However, budgets are only enough to cover the “required” raises to all employees; this leaves too little for more significant raises to high performers. Naturally, as a result, high performers who feel underpaid often seek other employment. The company’s policies have tended to reward seniority rather than performance, and because of the job evaluation system, compensation is tightly compressed. Benefits are thought to be generous in that the company pays for most of the cost. However, the structure of the benefits is rigid and only includes such traditional benefits as health insurance, life insurance, and a 401(k) plan.
The company recognizes that things are changing in its business environment, the needs of its people are changing, and business is more global than in the past. As part of the ongoing analysis of trends that should influence the redesign of HRM in the company, what are the relevant trends in compensation and benefits to which the company should pay the most attention to develop the kind of employees it needs and retain its most valuable performers? To answer this question, address the prompts:
Evaluate at least three trends or recent approaches in compensation that SEIIC should consider in its redesign effort, including the pros and cons of each.
Evaluate at least three trends or recent approaches in benefits that SEIIC should consider in its redesign effort, including the pros and cons of each.

 
Assess other intrinsic and extrinsic motivators that SEIIC should consider in its redesign effort, including pros and cons of those motivators.

Using your evaluation in the previous three sections (compensation, benefits, and intrinsic/extrinsic motivators), justify an action plan to develop and retain valuable performers in the organization.
 
Submission Details:
Submit your four-to five-pages in APA style.

Due by 12/16/24 at 8:30pm CST 
Requirements:
1. Make certain to include in text citations from your course text in addition to your outside leadership resources within your main post. This adds credibility to your argument. [Textbook]: Cascio, W. F. (2021). Managing human resources: Productivity, quality of work life, profits (12th ed.). McGraw-Hill. ISBN: 978-1260681352
2. No plagiarism will be tolerated. Must be in 7th Edition APA format with cited sources within the last 5 years.
3. No AI support, score must be 0% and less than < 10% score on Turnitin

Determining appropriate compensation and benefits represents one of the many challenges in HRM.
Select any one of the following starter bullet point sections. Review the important themes within the sub questions of each bullet point. The sub questions are designed to get you thinking about some of the important issues. Your response should provide a succinct synthesis of the key themes in a way that articulates a clear point, position, or conclusion supported by research. 
Two important factors in determining pay for any given position are the position’s pay in relation to the marketplace (external equity) and the position’s pay relative to others within the organization (internal equity). 

Evaluate potential pros and cons of using either external or internal equity but not the other.
Assess how the Equal Pay Act (EPA) of 1963 and the Lilly Ledbetter Fair Pay Act of 2009 might impact the use of external and internal equity to determine pay.
What action steps should HRM consider?

Multiple publications regularly report on CEO compensation. The themes in those reports are usually similar including (a) CEO pay rates tended to grow more rapidly than other executives during the last three decades, (b) CEOs are often paid 250 times (or more!) than their average employee, and (c) CEO pay may not be dependent upon company performance. 

Evaluate executive compensation. Is it too much? Is it justified? Is it equitable?
What are the potential factors that contribute to how executives are compensated?

Although the health benefit landscape for organizations has changed as a result of the Affordable Care Act (ACA), assessing the potential strategic value of health benefits remains an important leadership question. 

For example, are health benefits primarily a cost issue to manage or eliminate?
Are health benefits primarily an attraction and retention tool? Or, do they affect productivity and can be considered a potential business advantage?
Evaluate the role of health care benefits in organizations.

Lawler (2008) proposed that organizations shift their compensation policies to focus on the person rather than the job. In other words, pay should be based on the quality of performance as tied to strategic objectives rather than job categories or industry pay rates. 

Evaluate the pros and cons of Lawler’s position.
Assess the leadership issues that are embedded in Lawler’s view.

Consider the following reflection questions: 

Why do people choose their jobs or careers?
What causes people to be satisfied with their jobs or careers?
What causes them to leave their jobs or careers?
Assess the critical factors pertaining to job selection, satisfaction, retention, and performance. In other words, what can HRM do to attract, satisfy, retain, and stimulate high performance in workers?

Additional Text Reference:
Lawler, E. E., III. (2008). Rewarding excellence: Pay strategies for the new economy. San Francisco, CA: Jossey-Bass.
The final paragraph (three or four sentences) of your initial post should summarize the one or two key points that you are making in your initial response.
Your posting should be the equivalent of 1 to 2 single-spaced pages (500–1000 words) in length.
 
Submission Details:
Due by 12/19/24 at 6:00pm CST 
Requirements:
1. Make certain to include in text citations from your course text in addition to your outside leadership resources within your main  post. This adds credibility to your argument. [Textbook]: Cascio, W. F. (2021). Managing human resources: Productivity, quality of work life, profits (12th ed.). McGraw-Hill. ISBN: 978-1260681352
2. No plagiarism will be tolerated. Must be in 7th Edition APA format with cited sources within the last 5 years.
3. No AI support, score must be 0% and less than < 10% score on Turnitin

SEIIC’s compensation and benefits programs are based on traditional design principles typical of a company of its age and history. For example, almost all employees receive annual pay increases of two to five percent. This is frustrating to both managers and high performing employees. Managers would like to give better pay raises to high performers. However, budgets are only enough to cover the “required” raises to all employees; this leaves too little for more significant raises to high performers. Naturally, as a result, high performers who feel underpaid often seek other employment. The company’s policies have tended to reward seniority rather than performance, and because of the job evaluation system, compensation is tightly compressed. Benefits are thought to be generous in that the company pays for most of the cost. However, the structure of the benefits is rigid and only includes such traditional benefits as health insurance, life insurance, and a 401(k) plan.
The company recognizes that things are changing in its business environment, the needs of its people are changing, and business is more global than in the past. As part of the ongoing analysis of trends that should influence the redesign of HRM in the company, what are the relevant trends in compensation and benefits to which the company should pay the most attention to develop the kind of employees it needs and retain its most valuable performers? To answer this question, address the prompts:
Evaluate at least three trends or recent approaches in compensation that SEIIC should consider in its redesign effort, including the pros and cons of each.
Evaluate at least three trends or recent approaches in benefits that SEIIC should consider in its redesign effort, including the pros and cons of each.

 
Assess other intrinsic and extrinsic motivators that SEIIC should consider in its redesign effort, including pros and cons of those motivators.

Using your evaluation in the previous three sections (compensation, benefits, and intrinsic/extrinsic motivators), justify an action plan to develop and retain valuable performers in the organization.
 
Submission Details:
Submit your four-to five-pages in APA style.

Due by 12/16/24 at 8:30pm CST 
Requirements:
1. Make certain to include in text citations from your course text in addition to your outside leadership resources within your main post. This adds credibility to your argument. [Textbook]: Cascio, W. F. (2021). Managing human resources: Productivity, quality of work life, profits (12th ed.). McGraw-Hill. ISBN: 978-1260681352
2. No plagiarism will be tolerated. Must be in 7th Edition APA format with cited sources within the last 5 years.
3. No AI support, score must be 0% and less than < 10% score on Turnitin

Determining appropriate compensation and benefits represents one of the many challenges in HRM.
Select any one of the following starter bullet point sections. Review the important themes within the sub questions of each bullet point. The sub questions are designed to get you thinking about some of the important issues. Your response should provide a succinct synthesis of the key themes in a way that articulates a clear point, position, or conclusion supported by research. 
Two important factors in determining pay for any given position are the position’s pay in relation to the marketplace (external equity) and the position’s pay relative to others within the organization (internal equity). 

Evaluate potential pros and cons of using either external or internal equity but not the other.
Assess how the Equal Pay Act (EPA) of 1963 and the Lilly Ledbetter Fair Pay Act of 2009 might impact the use of external and internal equity to determine pay.
What action steps should HRM consider?

Multiple publications regularly report on CEO compensation. The themes in those reports are usually similar including (a) CEO pay rates tended to grow more rapidly than other executives during the last three decades, (b) CEOs are often paid 250 times (or more!) than their average employee, and (c) CEO pay may not be dependent upon company performance. 

Evaluate executive compensation. Is it too much? Is it justified? Is it equitable?
What are the potential factors that contribute to how executives are compensated?

Although the health benefit landscape for organizations has changed as a result of the Affordable Care Act (ACA), assessing the potential strategic value of health benefits remains an important leadership question. 

For example, are health benefits primarily a cost issue to manage or eliminate?
Are health benefits primarily an attraction and retention tool? Or, do they affect productivity and can be considered a potential business advantage?
Evaluate the role of health care benefits in organizations.

Lawler (2008) proposed that organizations shift their compensation policies to focus on the person rather than the job. In other words, pay should be based on the quality of performance as tied to strategic objectives rather than job categories or industry pay rates. 

Evaluate the pros and cons of Lawler’s position.
Assess the leadership issues that are embedded in Lawler’s view.

Consider the following reflection questions: 

Why do people choose their jobs or careers?
What causes people to be satisfied with their jobs or careers?
What causes them to leave their jobs or careers?
Assess the critical factors pertaining to job selection, satisfaction, retention, and performance. In other words, what can HRM do to attract, satisfy, retain, and stimulate high performance in workers?

Additional Text Reference:
Lawler, E. E., III. (2008). Rewarding excellence: Pay strategies for the new economy. San Francisco, CA: Jossey-Bass.
The final paragraph (three or four sentences) of your initial post should summarize the one or two key points that you are making in your initial response.
Your posting should be the equivalent of 1 to 2 single-spaced pages (500–1000 words) in length.
 
Submission Details:
Due by 12/19/24 at 6:00pm CST 
Requirements:
1. Make certain to include in text citations from your course text in addition to your outside leadership resources within your main  post. This adds credibility to your argument. [Textbook]: Cascio, W. F. (2021). Managing human resources: Productivity, quality of work life, profits (12th ed.). McGraw-Hill. ISBN: 978-1260681352
2. No plagiarism will be tolerated. Must be in 7th Edition APA format with cited sources within the last 5 years.
3. No AI support, score must be 0% and less than < 10% score on Turnitin

SEIIC’s compensation and benefits programs are based on traditional design principles typical of a company of its age and history. For example, almost all employees receive annual pay increases of two to five percent. This is frustrating to both managers and high performing employees. Managers would like to give better pay raises to high performers. However, budgets are only enough to cover the “required” raises to all employees; this leaves too little for more significant raises to high performers. Naturally, as a result, high performers who feel underpaid often seek other employment. The company’s policies have tended to reward seniority rather than performance, and because of the job evaluation system, compensation is tightly compressed. Benefits are thought to be generous in that the company pays for most of the cost. However, the structure of the benefits is rigid and only includes such traditional benefits as health insurance, life insurance, and a 401(k) plan.
The company recognizes that things are changing in its business environment, the needs of its people are changing, and business is more global than in the past. As part of the ongoing analysis of trends that should influence the redesign of HRM in the company, what are the relevant trends in compensation and benefits to which the company should pay the most attention to develop the kind of employees it needs and retain its most valuable performers? To answer this question, address the prompts:
Evaluate at least three trends or recent approaches in compensation that SEIIC should consider in its redesign effort, including the pros and cons of each.
Evaluate at least three trends or recent approaches in benefits that SEIIC should consider in its redesign effort, including the pros and cons of each.

 
Assess other intrinsic and extrinsic motivators that SEIIC should consider in its redesign effort, including pros and cons of those motivators.

Using your evaluation in the previous three sections (compensation, benefits, and intrinsic/extrinsic motivators), justify an action plan to develop and retain valuable performers in the organization.
 
Submission Details:
Submit your four-to five-pages in APA style.

Due by 12/16/24 at 8:30pm CST 
Requirements:
1. Make certain to include in text citations from your course text in addition to your outside leadership resources within your main post. This adds credibility to your argument. [Textbook]: Cascio, W. F. (2021). Managing human resources: Productivity, quality of work life, profits (12th ed.). McGraw-Hill. ISBN: 978-1260681352
2. No plagiarism will be tolerated. Must be in 7th Edition APA format with cited sources within the last 5 years.
3. No AI support, score must be 0% and less than < 10% score on Turnitin

Determining appropriate compensation and benefits represents one of the many challenges in HRM.
Select any one of the following starter bullet point sections. Review the important themes within the sub questions of each bullet point. The sub questions are designed to get you thinking about some of the important issues. Your response should provide a succinct synthesis of the key themes in a way that articulates a clear point, position, or conclusion supported by research. 
Two important factors in determining pay for any given position are the position’s pay in relation to the marketplace (external equity) and the position’s pay relative to others within the organization (internal equity). 

Evaluate potential pros and cons of using either external or internal equity but not the other.
Assess how the Equal Pay Act (EPA) of 1963 and the Lilly Ledbetter Fair Pay Act of 2009 might impact the use of external and internal equity to determine pay.
What action steps should HRM consider?

Multiple publications regularly report on CEO compensation. The themes in those reports are usually similar including (a) CEO pay rates tended to grow more rapidly than other executives during the last three decades, (b) CEOs are often paid 250 times (or more!) than their average employee, and (c) CEO pay may not be dependent upon company performance. 

Evaluate executive compensation. Is it too much? Is it justified? Is it equitable?
What are the potential factors that contribute to how executives are compensated?

Although the health benefit landscape for organizations has changed as a result of the Affordable Care Act (ACA), assessing the potential strategic value of health benefits remains an important leadership question. 

For example, are health benefits primarily a cost issue to manage or eliminate?
Are health benefits primarily an attraction and retention tool? Or, do they affect productivity and can be considered a potential business advantage?
Evaluate the role of health care benefits in organizations.

Lawler (2008) proposed that organizations shift their compensation policies to focus on the person rather than the job. In other words, pay should be based on the quality of performance as tied to strategic objectives rather than job categories or industry pay rates. 

Evaluate the pros and cons of Lawler’s position.
Assess the leadership issues that are embedded in Lawler’s view.

Consider the following reflection questions: 

Why do people choose their jobs or careers?
What causes people to be satisfied with their jobs or careers?
What causes them to leave their jobs or careers?
Assess the critical factors pertaining to job selection, satisfaction, retention, and performance. In other words, what can HRM do to attract, satisfy, retain, and stimulate high performance in workers?

Additional Text Reference:
Lawler, E. E., III. (2008). Rewarding excellence: Pay strategies for the new economy. San Francisco, CA: Jossey-Bass.
The final paragraph (three or four sentences) of your initial post should summarize the one or two key points that you are making in your initial response.
Your posting should be the equivalent of 1 to 2 single-spaced pages (500–1000 words) in length.
 
Submission Details:
Due by 12/19/24 at 6:00pm CST 
Requirements:
1. Make certain to include in text citations from your course text in addition to your outside leadership resources within your main  post. This adds credibility to your argument. [Textbook]: Cascio, W. F. (2021). Managing human resources: Productivity, quality of work life, profits (12th ed.). McGraw-Hill. ISBN: 978-1260681352
2. No plagiarism will be tolerated. Must be in 7th Edition APA format with cited sources within the last 5 years.
3. No AI support, score must be 0% and less than < 10% score on Turnitin

APPLYING MOTIVATIONAL INTERVIEWING TO ORGANIZATIONS AND SOCIAL CHANGE
Motivational interviewing is a versatile tool that can be used in many different helping professions and organizational contexts where change is desired. Before integrating motivational interviewing in an organization, it is useful to consider what conditions must be in place to be successful. For instance, practitioners working for the organization must willing to set aside their role as an expert in order to use motivational interviewing effectively. Furthermore, the service users with whom they regularly work must be grappling with some sort of change.
In this Discussion, you will examine how to integrate motivational interviewing in a human services organization with which you are familiar. You also will consider how you would use the skills you learned in this course to promote positive personal and social change with your service users and within your community.
Review your Course Announcements for possible information related to this week’s Discussion and Assignment.
Review the Learning Resources on integrating motivational interviewing into human services organizations. Think about the conditions, considerations, and strategies for integrating motivational interviewing into different types of human services organizations.
Review the Learning Resources on motivational interviewing and social change. Pay particular attention to the definition of social change. In addition, consider how motivational interviewing has been used to effect positive social change (e.g., improve services for needy families and survivors of intimate partner violence).
Reflect on your current human services organization or one that you would like to work for in the future. Think about how you could integrate motivational interviewing into the organization.
Consider how you could use motivational interviewing to promote positive personal and social change with service users and within your community as a whole.
BY DAY 4
Now that you have practiced the OARS skills in motivational interviewing, explain how you could integrate motivational interviewing into your current human services organization. If you do not currently work in a human services organization, explain how you could integrate motivational interviewing into an organization where you would like to work. Then, explain how you will apply the skills learned in this course to promote positive personal and social change with your service users and within your community. Be specific and use examples to illustrate your explanation. 
References
Miller, W. R., & Rollnick, S. (2023). Motivational interviewing: Helping people change (4th ed.). The Guilford Press.

Chapter 16, “Learning Motivational Interviewing” (pp. 267–284)
Chapter 17, “Learning from Conversations about Change” (pp. 285–297)

U.S. Department of Justice. (2012). Motivational interviewing in corrections: A comprehensive guide to implementing MI in correctionsLinks to an external site.. National Institute of Corrections. 

U.S. Department of Justice. (2012). Motivational interviewing in corrections: A comprehensive guide to implementing MI in correctionsLinks to an external site.. National Institute of Correcti
Miller, W. R., & Rollnick, S. (2023). Motivational interviewing: Helping people change (4th ed.). The Guilford Press.

Chapter 18, “Studying Motivational Interviewing” (pp. 298–322)

Administration for Children and Families Office of Family Assistance. (2017). Establishing coaching and motivational interviewing practices in TANF programs.Links to an external site.https://peerta.acf.hhs.gov/sites/default/files/public/uploaded_files/TANFCoach%26Motivat_508C_0.pdfLinks to an external site.
Simmons, C. A., Howell, K. H., Duke, M. R., & Beck, J. G. (2016). Enhancing the impact of family justice cente