Create a 10 pages page paper that discusses critically evaluate the relevance of cultural theories to the study of international hrm.

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Create a 10 pages page paper that discusses critically evaluate the relevance of cultural theories to the study of international hrm. There are several theories that relate to culture including globe theory, Hofstede theory and Trompenaar theory. The Hofstede theory is retrieved from the research of a Dutch researcher Geert Hofstede, who derived his model from studying employee’s behavior at the work place. Some cultures value equality among people, while others value power. However, Geert focuses on five cultural dimensions that include power distance index, individualism, masculinity, uncertain avoidance index, and long-term orientation. In power distance index, the junior staff expectations are for the power to be distributed appropriately and equally, since they do not have authority in the organization or in the society. According to Hillebrand (2008 pp 3), in Low power distance model, people tend to see the members of the society as equal such as the western cultures. They believe that power should be equal and that managers or leaders should not have a lot of power compared to the subordinates. this applies to countries like Israel. However, the high power distance reveals that those in authority should have more power than the subordinates. this is applicable in Malaysia. Nevertheless, societies cannot be equal. there is always an element of un-equality among them (Jais, 2007, pp 34). Individualism dimension interests are divided into two – individual and group interests. In the society, every individual has a duty of looking after himself and his nuclear family. Collectivism come in where the extended family is involved, in which, one has the duty of taking care of them due to the strong ties in the family. This dimension only focuses on family interests. The third dimension is the masculinity verses femininity dimension, which focuses on the femininity concentrating on the distribution of duties between the two genders, male and female. The study shows that women and men values differ. For instance, male are believed to value material wealth and money, they also work hard to pursue their expected goals in life. it could be buying a Mercedes. In fact, most men in different countries are competitive when it comes to the way of living. However, in comparison, women have a strong value for the quality of life, social interactions and they have concern about the welfare of others. for instance, most women contribute to charity concerning children. The fourth dimension is the long-term versus short-term orientation, in which long-term orientation mainly concentrates on relationships, Work, and life and it involves the perseverance value. If a culture is willing to work for the long-term goals, then the culture has long-term orientation (Torun, 2007 pp 10). This orientation involves hard work and dedication. Short-term orientation is mainly concerned with the past and the present, whereas its values involve fulfilling of social obligation and respecting the values of tradition, in addition to protecting one’s image. This orientation is common in the Philippines (Bhagat and Steers, N.d). The fifth and final dimension is the uncertain avoidance index, this index deals with the level of uncertainty and to which level can it be tolerated and its impact on decision making in a society (Hofstede G, 1983 pp 83).

write an article on employment relations Paper must be at least 2000 words.

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Hi, I am looking for someone to write an article on employment relations Paper must be at least 2000 words. Please, no plagiarized work! In IBM Australia task characteristics are affected by broader managerial philosophies. The adoption of new managerial policies of human resource management is important in this respect. At one level, a concern for human resources implies investment in training and in the skills of employees. For instance, in 2005 26,4% of the budget ($ 48, 706M) was spent on training and development of employees and 48% was spent on outsourcing (FYI. IBM Global Services, n.d.). Further, given the costs of training for employees using new and complex equipment, there is a strong incentive to provide conditions of employment which reduced turnover. The use of advanced technologies tends to be accompanied by greater job security and generally more favorable terms of employment. IMB Australia seeks to bind employee commitment over the longer term by providing extensive fringe benefits and developing internal labor markets that give good opportunities for advancement up a highly stratified promotion ladder (Arrowsmith & Sisson 2001).

Equally important, to the extent that it involves the decentralization of decision-making to employees, whether as individuals or through forms of team decision-making, it is expected to encourage the growth of task discretion and autonomy which has been shown to be so important in employee satisfaction and&nbsp.motivation. However, as has been seen, there are still substantial doubts about how far human resource management policies have spread within the industry and there are also doubts about how far the emphasis on decentralization of decision-making is rhetoric or reality.&nbsp.

Other tensions within the employment relationship impinge upon the rules of employment and power relationships. IBM Australia management is about the achievement of organizational goals through people so managers are successful to the extent that these goals coincide with the aims and aspirations of those people, be they, workers, or customers.

Write a 2 pages paper on employment testing and human resource management. ARTICLE EVALUATION: Employment Testing and Human Resource Management.

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Write a 2 pages paper on employment testing and human resource management. ARTICLE EVALUATION: Employment Testing and Human Resource Management.

Abstract.

In their article, Employment Testing and Human Resource Management, C.O. Ajila and Linus Okafor give a detailed and informative account of employment testing. However, the relevance of such testing in Human Resource Management is given only superficial treatment.

ARTICLE EVALUATION: Employment Testing and Human Resource Management.

In their article, Employment Testing and Human Resource Management, C.O. Ajila and Linus Okafor explore the historical antecedents of psychological testing, basic testing concepts, the types of tests used in industry, and the relevance of these tests in the field of Human Resource Management. While Ajila and Okafor give a detailed and informative account of employment testing, the relevance of such testing in Human Resource Management is given only superficial treatment.

Ajila and Okafor define Human Resources Management, its objective in matching organizational goals with employee skills, and the use of employment testing as a step in any “comprehensive screening program” (Ajila and Okafor, 2012, 91). The authors present an in-depth account of the origin and nature of employment testing, beginning with its roots in the tests of Francis Galton in 1883, and its evolution over the decades: from Alfred Binet’s scales, the Stanford-Binet test, and the Army Tests used in World War I. Ajila and Okafor go on to define psychological tests, and analyze employment testing in terms of validity and reliability. As personnel selection is one of the most significant features of Human Resource Management, the authors explore validity (accuracy, legitimacy) and reliability (dependability or consistency) in terms of measures used to assess the “attributes related to success on the job” (Ajila and Okafor, 2012, 91). The authors give a comprehensive report of the various types of tests used in personnel screening and selection, based on cognitive ability, mechanical ability, motor and sensory ability, aptitude, personality and knowledge. By providing examples of each kind of test, the authors further elucidate the nature of employment testing and the purpose and use of the different tests. Ajila and Okofor conclude with the unequivocal assertion that employment testing should definitely be a part of the process of personnel selection.

While the authors give a commendably detailed analysis of the history of psychological testing, and a comprehensive list of the types of tests, the article does not make a strong enough case for the inclusion of such testing in the personnel selection process. Ajila and Okofor do not quote any studies or research to back their stand that employment testing is a reliable and valid method of personnel selection. The authors state that “The goal of personnel selection is to predict how individuals will do on the job” (Ajila and Okafor, 2012, 94). However, they fail to provide any evidence that the use of employment testing accurately predicts future job performance, and increases the profitability of a company. They list the different psychological tests, with examples, and the qualities and characteristics they measure, but do not quote any studies linking such traits to successful job performance. The author’s rather ambiguous assertion that “Certain tests in each of these areas may show definite relation with job success” (Ajila and Okafor, 2012, 94), leaves the reader with the lingering doubt that these employment tests ‘may, or may not’ be accurate predictors of successful job performance. Ajila and Okofor fail to conclusively link psychological employment testing with accurate prediction of job performance. By ignoring this aspect, their case for the inclusion of employment testing in the personnel selection process is considerably weakened.

Employment Testing and Human Resource Management is a fairly exhaustive article on the origins of psychological testing, basic testing concepts, characteristics of a test, and the various tests and the traits they measure. However, the failure of the authors, C.O. Ajila and Linus Okafor, to provide concrete evidence to bolster their stand that employment testing should be an essential part of the personnel selection process, detracts from the value of the article. In an aside, it must also be noted that the article could have benefited from a stricter editing of typographical and grammatical errors. At the end, the reader is left with a sense of incomplete treatment of the subject.

References.

Ajila, C.O. and Okafor, Linus. (2012). Employment Testing and Human Resource Management.

Expert Notes: ABC of Psychology, 2012. 91-98.

Write 3 pages with APA style on Leadership and the Role of Managers.

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Write 3 pages with APA style on Leadership and the Role of Managers. Leadership and Role of Managers: Interview Report This interview was conducted with the Medicaid service coordinator, Mr. Bills at XYZ Hospital on 5 September 2012 at 9:00 am. Mr. Bills is 46 years old and has been rendering the services of the Medicaid service coordinator at the hospital for 14 years. I selected Mr. Bills for this interview not just because he is the coordinator of a healthcare program that was supposedly a criterion of selection for this assignment, but also because he is known to me since my childhood as he is my father’s best friend. Mr. Bills has always been very affectionate with me, so he kindly accepted my interview proposal. Appointment with Mr. Bills was formerly taken via email and confirmed over the phone. The interview took about an hour and a half to reach the end. Medicaid is the healthcare program selected for this assignment. It is one of the prime programs of public health coverage in the USA and is particularly implemented to ensure the healthcare of the low-income Americans. Currently, Medicaid offers the healthcare services to more than 55 million Americans that include the elderly and the disabled (Kaiser Family Foundation, 2007). Mr. Bills’s responsibilities as a Medicaid service coordinator include but are not limited to the coordination and administration of service plans and benefits for the recipients of Medicaid in a medical setting (Friend, 2011). Mr. Bills works with the recipients of Medicaid, and makes sure that they are provided with all the federal, charitable, and local services which they are entitled to. It was a structured but open-ended interview consisting of a total of 15 questions. Some of the questions are as follows: Have you ever been in a situation where you faced problems in developing consensus among your peers for a strategic initiative? How do you deal with the patients who are totally unaware of the benefits they are entitled to? America is a culturally diverse country. have you ever experienced linguistic barriers communicating with the patients? How do you overcome them? What are the present challenges in effective implementation of the Medicaid program? The key leadership characteristics that I noticed in Mr. Bills include informed decision-making skills, change management skills, knowledge, and eloquence in speech. Mr. Bills’s informed decision-making and change management skills reflect in his response to the question about challenges in the strategic initiatives. He said that during the global financial crisis, the hospital faced problems of high labor costs, which did not leave much money to invest in the development of new programs. On one hand, the chief executive officer directed him to reduce the staff by 30 per cent but make sure that the quality of care is not affected. On the other hand, the physicians showed resistance saying that this would result into a compromise upon the patient care. To resolve the matter, Mr. Bills conducted meetings with different departments and individually conversed with the department chairs. After a lengthy session of meetings and discussions, he finally managed to demonstrate the medical staff that he would make the reductions in the non-patient care areas and any voids thus created would be filled in by the introduction of improved technology and latest procedures. Mr. Bills’s knowledge reflects in his response to the question about the contemporary challenges in the effective implementation of the Medicaid program. Answering the question about the current challenges, Mr. Bills said that enrollee turnover is a major problem that complicates the development of enrollees and participation of the providers. This can be partly attributed to the rules of eligibility and dissatisfaction of the healthcare providers resulting from low compensation rates. These problems hinder the success of initiatives taken for the disease management. “Without consistent eligibility and stable relationships with physicians, chronically ill enrollees cannot hope to benefit from states’ chronic disease efforts” (Williams, 2004, p. 3). Mr. Bills’s eloquence of speech is evident both in his ability to convince his peers in such sensitive matters as staff reduction and his ability to communicate effectively with the ESL recipients of Medicaid. Mr. Bills’s said that although he frequently deals with the non-English patients, yet he manages to get his point conveyed and understand theirs with expressions and careful judgment. Occasionally, he takes the services of an interpreter/translator when he is doubtful about his understanding of the patient’s words. In addition to that, I judged Mr. Bills’s eloquence from his expressive responses to my questions. On thing that Mr. Bills needs to work upon to deliver better healthcare management services is improve his computer skills. References: Friend, L. (2011, Oct. 2). The Medicaid Service Coordinator Job Description. Retrieved from http://www.ehow.com/facts_6869098_medicaid-service-coordinator-job-description.html. Kaiser Family Foundation. (2007, Mar.). The Medicaid Program at a Glance. Retrieved from http://www.kff.org/medicaid/upload/7235-02.pdf. Williams, C. (2004, Sep.). Medicaid Disease Management: Issues and Promises. Kaiser Family Foundation. Retrieved from http://www.kff.org/medicaid/upload/Medicaid-Disease-Management-Issues-and-Promises-Issue-Paper.pdf.