Conducting research projects while ensuring the protection of human subjects is necessary. What are some methods to protect personal rights of someone in one of the groups that is labeled as vulnerable? Justify your rationale.
You must provide a references for entire posting. Please use APA for your reference citation. You will also have citations in the text of your responses as well as references at the end of your responses. References for other readings need to be current, within the last three to five years.
1. Theories seem to be such esoteric notions for a profession that seemed to function well for decades, without highlighting them. Can our practice history guide our practice future with theories? Why/not? 2. Define both rationalism and empiricism. Differentiate between these two scientific approaches.
Please complete the methods section for the next part of the paper
can someone type my paper for me?
methods a nurse can use to gather cultural information from patient
Assignment details:
Approach: This section should clearly explain whether your study will be conducted qualitatively or quantitatively using what type of contact with participants, including the specific criteria that will make a participant eligible and then how you will recruit these eligible participants (e.g. online, in person, at a specific facility, etc.).
Data Collection: This might include the physical location description, the type of instrument (interview, survey questionnaire) you will use to collect relevant data. Be certain to address any obstacles to collecting data, such as patient consent or corporate approvals.
Statistical Analysis: Once you have collected the required statistically significant number of responses, you will need to organize and assess the results to determine the conclusions that can be drawn. Methods of analysis may include frequency analysis or chi square test while tools of analysis may include software programs such as SPSS or Excel.
Interpretation: Once the data collected has been analyzed, this portion of your proposal should indicate how the anticipated outcomes will be interpreted to answer the research question. It is extremely beneficial to anticipate the range of outcomes from your analysis, and to explain their meaning. For example, the term “majority” is not sufficient, you must include the level of majority that will make this determination significant, such as ± 0.05 or >25 or 57%.
Submit your original work on a Microsoft Word document. Estimated length: three-to-five pages.
The DNP must have a basic knowledge of methodology and design. With this knowledge the DNP can identify how methodology and design can be used to evaluate the validity of research studies. This assignment will allow you to describe your understanding of methodology and design while examining external and internal validity of three studies.
General Requirements:
Use the following information to ensure successful completion of the assignment:
Directions:
Using the Grand Canyon University Library, locate three articles, one quantitative, one qualitative, and one mixed-method related to your DPI topic.
Create a comparison table, using correct APA formatting, to describe the methodology and design used within each article. The table will be provided as an Appendix to the paper.
Write a 1,000 to 1,250 word paper discussing the different methodologies and designs used in each study.
Discuss the external and internal validity issues associated with each methodology and design.
method a nurse can use to obtain cultural information
How to Work at Google: How We Hire–
https://www.youtube.com/watch?v=k-baHBzWe4k
Also watch Steve Jobs on how to hire, manage, and lead people://www.youtube.com/watch?v=rQKis2Cfpeo
Last, please read the Lewis (2018) article about how new interviewing techniques need to be employed because we fail to assess prospective new employees for their soft skills with traditional methods. Today’s new technology allows HR professionals to screen a group of candidates with a 20-minute test, job auditions, meeting in low-pressure locations, video interviews, and virtual reality (VR) assessments.
Required reading: Lewis, G. (2018, January 29). 5 new interviewing techniques that you should start using [Blog]. LinkedIn Talent Blog. Retrieved from https://business.linkedin.com/talent-solutions/blog/interview-questions/2018/5-new-interviewing-techniques-that-you-need-to-know-about
First Post:
Please respond to the following:
As an HR professional assigned with the task of changing interview methods at your company (current or past employer), which of the five new techniques in the Lewis (2018) reading fits best with your department? How does it compare with your employer’s current methods? Does a candidate’s potential role in your organization determine the interview method? Discuss what you have learned about employers’ approaches to staffing their organizations (Google, Apple, and your current or past employer).
Provide source citations if you utilize information from other authors/speakers (so that your peers can find the information if they wish).
Subsequent Posts:
Read through the responses by your peers and post responses to at least two classmates’ posts. Introduce ideas/comments and/or research/readings not mentioned yet.
Remember: To receive full credit in this forum, you need to post a minimum of three quality posts (your own initial post, and responses to two classmates). If you borrow from other authors, be sure to give them credit by citing sources.
Your discussion contributions will be assessed on the criteria found in the grading rubric for this assignment:
Additional Resources
Talent Development
Read Employee Training and Development and Tips for Transferring Training to the Workplace, which provide a foundation for understanding the elements associated with talent development (training and development). The goal is to help you more fully understand an organization’s ability to effectively manage human capital.
View the following video to understand the importance of reward, retention, and recognition:
You may also find the following sources helpful:
101 Ways to Reward Employees (Without Giving Them Cash)
22 Surefire Ways to Boost Employee Engagement
Source: Eisenhauer, T. (2016). 22 surefire ways to boost employee engagement. Retrieved from http://tinyurl.com/gtqo98n
HOMEWORK ASSIGNMENT
Please Attachment For Reference
DEVELOPING AND REWARDING EMPLOYEES
Assignment Overview
Hallowell (2011) explains, “What I mean by peak performance—and what most of us seek in our lives and what managers wish to help their people achieve—is consistent excellence with improvement over time at a specific task or set of tasks.” He further asserts, “Those three factors—excellence, consistency, and ongoing improvement—define peak performance for my purposes.” Managers should always be on the lookout for employees who just don’t “fit in” with the organization’s culture. “You can tell a person is not in the right role if he feels no enthusiasm for what he’s doing, if his mind never lights up, if he never gets excited about his job, if he chronically complains.” And, the author continues, “This doesn’t mean he’s a dull person or that the line of work he has chosen is intrinsically dull, just that he’s not assigned to the right task.”
Being assigned the right tasks and then being responsible for those tasks relates to the “division of labor” concept coined by Adam Smith (1776). “The goal is for employees to spend as much time as possible at the intersection of three spheres: what they like to do, what they are most skilled at doing, and what adds value to the project or organization.” For peak performance or enhancing productivity levels, many would argue that specific tasks should be assigned to specific individuals with specific skills. Strategic leaders are known for being able to quickly match skills to tasks.
HR managers need to understand the importance of employees having fun while at work. Many organizations are highly task oriented and forget the importance of being relationship oriented. “One way you can tell if your employees are in alignment with the Cycle of Excellence is to see if they are having fun.” For example, some modern managers see the value of having fun at work or even taking time off from work to just relax and reflect. For example, Bill Gates is famous “for taking seven days off, twice a year, in a secluded cabin where he reads, drinks diet Orange Crush, and thinks.”
The author provides the following recommendation for managers, “Consider having a goofy day of some sort now and then. It must conform to the basic rules and values of your organization’s culture, of course. But make it fun.” By having a goofy day at work or dressing up for certain holidays, employees are able to have some fun, which also relieves stress.
“Effective management limits bad stress as much as possible, while promoting good stress in the form of surmountable challenges.” Effective managers also understand the importance of recognizing employees for their daily contributions. The author continues, “Recognition is so powerful because it answers a fundamental human need, the need to feel valued for what we do. Managers are in a unique position to offer—or withhold—such recognition, and with it, the feeling of being valued.”
According to Hallowell (2011), there are five steps to igniting peak performance in an organization. He calls the steps the Cycle of Excellence:
Step 1—Select: Putting people into the right jobs so that their brains light up.
Step 2—Connect: Overcoming the potent forces that disconnect people in the workplace both from each other and from the mission of the organization, and restoring the force of positive connection, which is the most powerful fuel for peak performance.
Step 3—Play: Play, or imaginative engagement, catalyzes advanced work, and managers can help people tap into this phenomenally productive yet undervalued activity of the mind.
Step 4—Grapple and grow: Managers can create conditions where people want to work hard, and employees making progress at a task that is challenging and important turns ordinary performers into superstars and increases commitment.
Step 5—Shine: Doing well—shining—feels good, so giving recognition and noticing when a person shines is critical, and a culture that helps people shine inevitably becomes a culture of self-perpetuating excellence.
The five steps of the Cycle of Excellence provide a novel approach to maximizing peak performance.
Reference: Hallowell, E.M. (2011). Shine: Using Brain Science to Get the Best from Your People. Boston, MA: Harvard Business Review.
Homework Case Assignment
Draw on the material in the background readings and do additional research to prepare a magazine article in which you do the following:
· Analyze the five steps of the Cycle of Excellence and discuss the added value of using the Cycle of Excellence.
· Critique Hallowell’s Cycle of Excellence and use it as a starting point to create your own cycle of excellence. Share real-world employer examples (by employer name).
· Discuss how the cycle of excellence you have developed is the optimum approach for managing human capital.
· The magazine article you are writing should be similar to an article you might find in TD: Talent Development (magazine of the Association for Talent Development) or in HR Magazine (magazine for the Society for Human Resource Management, SHRM).
· Utilize at least three other reference sources to build your article. Cite sources within your paragraphs and include them in a References list at the end of your article. (Note: Even though practitioner magazine articles at times do not cite sources or have a reference section, they are needed for our academic purposes. See the Student Guide to Writing a High-Quality Academic Paper for additional information.
· Include a cover page and a reference page. Note that the deliverable for this assignment is not an essay paper, but rather a journal article formatted like other published journal articles. (Most articles are written in columnar form.)
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