Category: Human Resource Management homework help

Read the presentation entitled, “Why Lead like Jesus (attached)?” In no less than 500 words and using at least 2 scholarly articles and class text (attached) discuss and answer all of the following questions:
What are some of the challenges of leading like Jesus in an organization?
What are some of the cultural characteristics that can diminish servant leadership, and how can they be overcome?
Provide a list of “best practices” for an organization dedicated to practicing servant leadership in the area of HR policies, training and leadership development, customer service, and decision-making.

 
Biostatistics focuses on the treatment and analysis of data from biological, biomedical, and health-related studies. As you begin your journey into biostatistics, this discussion focuses on its real-world use. As part of federal regulations, states must conduct an external quality review of its contracted Medicaid managed care organizations and prepaid inpatient health plans. For your state or a neighboring state, find the External Quality Review Organization (EQRO) report available on the .gov website.
Review the Advanced Internet Search TechniquesLinks to an external site. resource for more information on how to conduct a web search. (You may wish to include these search terms as you locate the EQRO report for your selected state: external quality review organization, quality improvement, improvement plan, or performance improvement.)
For your initial post, after reviewing the report’s table of contents,
Locate a section of the report that used statistical methods and summarize the methods and results.
Include the target subjects or participants and possible cultural factors (e.g., customs, preferences, communication styles, or heritage).
Include data analysis tools used and how this report can make an impact on health care.
After reviewing the information, determine why it would be of interest to managed care organizations and the state health organization.
If you were representing the managed care organization, explain how you would use this information to improve your enrollees’ health status.

 Each thread must be 500 -750 words, include the textbook, 2 scholarly sources (published within the last 5 years), and biblical integration.  You are required to create a thread in response to 1 of the 4-5 provided prompts (choose only 1) for each forum  
2. Do you believe that managers should be given more autonomy to make personnel decisions such as hiring, appraising, and compensating subordinates, or do you believe that managers should be given less autonomy to make such decisions? Explain and substantiate your reasoning.
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Read the presentation entitled, “Personal Application.” transcript attached.   In 400-500 words, APA format and using at least 3 scholarly references, transcript, and textbook (attached) to answer the following questions:
What are the ways that the need for recognition can stifle servant leadership?
How can personal career advancement stifle a desire to truly be a servant leader?
In the midst of a busy life and daily schedule, what are some of the practical steps that you can take to become a better servant leader?
Grading rubrics is attached. 

 Assume you are employed by a local human services agency as an intake interviewer. How do you answer the following questions that your client has during the initial meeting? For this forum, your initial response can be formatted in bullet points to address each question. Be sure to also provide justification for your response.
How often will I come to see you?
Can I reach you after the center closes?
What happens if I forget an appointment?
Is what I tell you confidential?
What if I have an emergency?
How will I know when our work is finished?
What will I be charged for services?
Will my insurance company reimburse me?

 Assume you are employed by a local human services agency as an intake interviewer. How do you answer the following questions that your client has during the initial meeting? For this forum, your initial response can be formatted in bullet points to address each question. Be sure to also provide justification for your response.
How often will I come to see you?
Can I reach you after the center closes?
What happens if I forget an appointment?
Is what I tell you confidential?
What if I have an emergency?
How will I know when our work is finished?
What will I be charged for services?
Will my insurance company reimburse me?

1.  There are many different cultures in Dallas TX. We have all different races and ethnicity and we have a large LGBTQ community as well. There  is a big recovery community that I am a part of that often gets stigmatized. I feel I can stay connected with all different cultures and sub cultures by attending local functions in the community as well as being educated on different cultures Being open minded and treating people as individuals and respecting their values and beliefs will help me connect with clients and help me assess them for the future. Always having a non judgmental perspective is necessary in this field. 
Why is culture so important when working with a client? How might this change the way you engage with them?
2   In my personal experience when it comes to diverse populations in my local community, I would say that it doesn’t stop at race. This also includes people sexual orientations as well as cultural differences. For example, when I was working at the DCF shelter, there was a lot of different sexual orientations, in in one home . These people that consider themselves as they, transgender, bisexual, and gay. While others had cultural differences by being Muslim, Jewish, or born in a different country and used to a different lifestyle. When it comes to having all these different cultural differences as well as sexual orientations. It is easy to see a lot of stereotypes, bias, and bullying. As a case manager, you can approach the situations by, “using a structured interview, ask the client to talk about his or her life (Brammer, 2012).” SAMHSA. (2014). Chapter 3: Culturally responsive evaluation and treatment planning. In TIP 59: Improving cultural competence. U.S. Department of Health and Human Services. As well as connecting to concrete services that help the client see progress and control over the environment.  It is found in my research that you as a case manager can help develop cultural sensitivity by having your client Learn about themselves, Learn about different cultures, Interact with diverse groups, and Attend diversity-focused conferences. An example on how I would promote cultural diversity is by asking questions to show you are interested and care to about other, as well as educating your client that its okay for people to be different that just means their special. Also,  “ways to promote diversity, equity, and inclusion in the workplace as well as school. These clients will have to do the following; be aware of unconscious bias, Communicate the importance of managing bias, Develop a strategic training program, Acknowledge holidays of all cultures, Make it easy for your people to participate in employee resource groups, and Mix up your teams.” SAMHSA. (2014). Chapter 3: Culturally responsive evaluation and treatment planning. In TIP 59: Improving cultural competence. U.S. Department of Health and Human Services. In conclusion, this is diversity parties and how to be sensitive, but still work with clients in a diverse population. 

1.   As a case manager when it comes your confidentiality with information from a client it is quite important in your course of work with this individual. When you have a client,  it is important to build trust and maintaining confidentiality at all times makes ur client aware that you are someone they can trust with any situation they would like to discuss. After reading the material given it is found that sometime client confidentiality needs to be broken when an individual discussing “harming themselves or others or if the client has been neglected or abused or reports neglect or abuse of others.” Confidentiality and privileged information. (2015). In Reamer, F. G. (2015). Risk Management insocial work: Preventing professional malpractice, liability, and disciplinary action (Vol. [Updated edition], pp. 23-85). Columbia University Press. However, it is found too that in certain cases it is okay for case managers to maintain confidentiality as well. A case manager in settings like doing documentation, staffing/ consultations, and or working under supervision if they wanted to disclose information about their client it is said they have to make their client aware as well. Additionally did you know, “Sometimes the case manager needs information about the client from other agencies or institutions. It is important for the case manager to obtain written consent from the client to receive this information. The client may also have to provide a written consent to release the information to the agency or institution holding the information.” Confidentiality and privileged information. (2015). In Reamer, F. G. (2015). Risk Management insocial work: Preventing professional malpractice, liability, and disciplinary action (Vol. [Updated edition], pp. 23-85). Columbia University Press. An example I would like to include of when is a good time to break confidentiality is a real life scenario, it was when my client had made me aware that she was going to run away and she was a victim of DMST. For those that don’t know what DMST is this is basically a short term for children being involved with sex trafficking. Instantly the minute she told me she was gonna run away. I went to my program manager and made her aware that she was planning to leave the house before dinner and that a grown man was going to pick her up. At this time, my client was mad at me because she ended up finding out that I had told my program manager. But I was thinking more about for her safety because she already Had been involved with being raped and having other sexual traumas happen to her. to me, this invades the confidentiality that we had due to the fact that she only trust me to make me aware that she was planning on leaving, but that didn’t matter to me because I was thinking about her safety and at the end of the day, client safety is more important than keeping a friendship. And this field of work you have to set boundaries and make the client aware that you’re not telling them to get them in trouble but more so to protect them from intimate danger that can happen upon them. my manager, Manager had a immediately applaud me for making her aware that she was planning on leaving and set protocols were monitored the doors outside of the house, as well as the window in her room every 15 minutes to make sure that she was still in the home. Around 8 o’clock, I was made aware that the man that planned on picking her up arrives in the front of the house I immediately called 911. I made them aware of what was going on and let them know that he was planning on taking her somewhere to do. God knows what. I was on the phone with the cops. She began to scream. She hated me and she wished that she never told me because now I’m being extra in her words. I Let her know it wasn’t that I was being extra, I just cared about her too much to see her get hurt or not be able to see her at all. I praised her all the work that she did the program and made her aware that I didn’t want anyone to set her back. You should honor your client’s wishes as much as possible, unless there is a legal or ethical reason to do otherwise. Lastly, I wanted to discuss documentation that helps support keeping a clients confidentiality. When we first took in a patient as an intake in our shelter, we had them fill out numerous amounts of documents, and these documents a HIPAA form was included their information was confidential, as well as a release form in order to obtain information on them from other facilities. This documentation now only helps keep the privacy of the patient as well as we get to learn more about the patient from obtaining their information from previous facilities and knowing how to go forth with treatment. In conclusion, this is why it’s important to keep confidentiality with your client as well as breaking confidentiality when need be. 
2.  Granting clients confidentiality may be appropriate is these type of situations:
Clients have a right to privacy and confidentiality (e.g., HIPPA, atoorney-client priveledge).
Disclosure would cause harm or stigma (e.g., revealing sensitive personal information).
Clients have explicitly consented to confidentiality.
Information is sensitive or personal (e.g., sexual orientation, religious beliefs).
Confidentiality is essential for building trust and effective working relationships (e.g., therapy, counseling).
Some situations where confidentiality may not be appropriate would be:
Legal or ethical obligations require disclosure (e.g., mandatory reporting of child or elder abuse, court orders).
Serious harm or threat to self or others exists ( e.g., suicidal intentions, violent behavior).
Confidentiality would compromise public safety or national security.
Client consent is not informed or voluntary.
Disclosure is necessary for treatment or service ( e.g., sharing information with healthcare providers)

Context
“For performance management (PM) to be effective, it needs to be a process, which means we need to think about PM, not just performance appraisals. The process of PM is a way to provide feedback, accountability, and documentation for performance outcomes”,.
Post a Response 
Please respond to the following:
Analyze three PM key success elements and apply them to a brief plan you could offer upper management in order to change existing performance management practices. 
Recommend several realistic ROI (return on investment) expectations upper management could use as a rationale to support your selections. 

Provide recommendations that will promote upper management’s understanding of PM initiatives. 

Context
Employee upskilling, reskilling, and reassignment tasks each have different purposes and goals; realistically employees will need guidance when they either upskill, reskill, or become reassigned due to organizational or technological changes within their work environment(s). Constant technological and operational changes, competitive pressures, and the natural evolution of processes in the workplace often lead to a need to upskill, reskill, or reassign employees. Talent managers need to play an active role in all of these employee reinvestment and retention efforts. 
Based on the article “Korn Ferry Management: 5 Ways to Manage a Job Reassignment”Links to an external site., respond to the following.
Demonstrate your understanding of situations specifically applicable to each of the following: employee upskilling, reskilling, and reassignment. 

Provide brief example scenarios for each. 

As an HR Talent Management professional, you will need to consider the mindset, including emotions, of employees who need to be upskilled, reskilled, or reassigned.

Discuss at least three methods or points of view, employees can practice to ease the burden of their job change.