M5_SLP_ Powerpoint of my Plan

  

BHS499_SLP_M4_Lott, L.M..docx BHS499_M2_SLP2_healthcare_implications.docx . These 2 documents are for you to use as references not to copy into this assignment.
SLP Assignment Expectations: The slides of the presentation must specifically contain the following:
Title
Introduction: (background and context of the problem)
Importance/relevance and extent of the problem
Causes
Stakeholder issues
Legal, ethical, financial implications.
Possible solutions and current attempts
Specific plan and its likelihood of success
Conclusions
References
Length: This assignment should be at least 10 slides in length.
References: At least 15 references should be included from academic sources (e.g. peer-reviewed journal articles).
Clarity: (e.g. points are concise and understandable)
Spelling: While no points are deducted, assignments are expected to adhere to standards guidelines of spelling.
Your PowerPoint presentation must include an oral narrative. Review the instructions How to Add Audio files in Power Point. It provides guidance so you are sure that the audio file is linked to your slides when you submit your work.
At the bottom of this page, there is a link to an oral communication rubric. This rubric WILL BE USED to assess the quality of your presentation and assign a grade for this assignment. Please review it carefully before you begin this assignment. Your presentation will be graded on the following attributes: organization, content, adaptation to audience, and delivery. The point value for each attribute and what specifically you’ll need to do in order to earn the maximum possible points on this assignment can be found in the oral communication rubric.
The purpose of using this rubric is to assist you in strengthening your presentation/oral communication skills. As you know, this is a skill set that’s essential for establishing a successful career. If you have any questions regarding the expectations as outlined in the rubric, please don’t hesitate to bring them to my attention.”
Oral Communication Rubric
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Running head: ETHICAL DILEMMA IN THE RECRUITMENT OF TALENT
1
Ethical dilemma associated with the recruitment of talent at a reasonable price
Trident University
BHS 499: Senior Capstone Project
Module M4- SLP Assignment
Professor: Dr. Robert Grice
Larenzo M. Lott
23 AUG. 2015
Assignment:
Your task for this module’s SLP is to further discuss the plan identified in the case assignment.
Please include the following: (Critical Thinking Skills Assignment)
1. Identify and clarify an ethical dilemma associated with the chosen topic of your course
project.
2. Identify and discuss several alternatives and select one to address in your plan.
3. Explain the components in your hypothetical plan for resolving the problem by
implementing the solution.
4. Present the plan in an outline and identify the roles of various participants in addressing
the problem.
ETHICAL DILEMMA IN THE RECRUITMENT OF TALENT
2
Ethical dilemma associated with the recruitment of talent at a reasonable price
Recruitment of talent at a reasonable price is the strategic approach to sourcing,
interviewing, screening, assessing, identifying, attracting, hiring, and on boarding top talent to
effectively and efficiently meet the dynamics of the business needs while at the same time
incurring the minimum cost in terms of payment of this talent and the cost of recruiting this
talent (Steckerl, 2013). Ethical dilemma on the other hand is the choice an individual is faced
with between two options, both of the option will bring a negative result based on personal and
societal guidelines that exist (Garber, 2008).
The ethical dilemma
The ethical dilemma that faces most recruitment agents and Human Resource (HR)
personnel is how the position is represented to the candidates. Most of the recruitment agents and
H.R personnel are faced with the ethical dilemma of doing what is morally right for the
candidate and what is morally right for the organization that has hired them to recruit on their
behalf. On the part of the candidate the recruitment agents and the H.R personnel promise the
candidate better working conditions, pay and allowances when they very well know that they
cannot provide all these promises. This misrepresentation of the job position to the candidates is
usually brought about by the organizations which are looking for these talented individual, not
being able or willing to meet the promises made by the recruitment agents all in a bid of reducing
the cost of acquiring the talent. This brings about an ethical dilemma on the part of the recruiters
on whether to reduce the costs of acquiring the talent as per the wants of the organisation or to
get the talent at the current market price which is the right thing to do on the part of the employee
(Garber, 2008).
ETHICAL DILEMMA IN THE RECRUITMENT OF TALENT
3
Remedies for the ethical dilemma
Most of the recruiters are faced with this ethical dilemma and the urge to satisfy both
sides. In most cases the recruiters tend to favour the organizations since they are the ones who
are footing their bills. This leaves the candidate at a loss since he or she is left with a sour deal
that was not what he or she was promised during the recruitment process. There need to be ways
to remedy this dilemma in order to recruit fairly and make sure that no one is adversely impacted
by the practices the recruiters follow (Garber, 2008).
One of the alternatives to the mentioned ethical dilemma is the establishment of rules and
laws that govern recruitment of talent at a reasonable price. Organizations should establish their
own guidelines that help in the recruitment of candidates. The written guidelines would help
recruiters and HR personnel given the mandate by organizations to recruit for them clear ways of
doing the right thing. Following the written guidelines the recruiter would be able to do the
morally right thing in their recruitment of talent such that none of the both parties involved are
adversely affected by the practice. The organisation can be able to save on cost without totally
taking the candidates rights to a good pay and allowance according to the market, away from
them. (Berberich & Trost, 2012).
Another alternative in which a recruiter and HR personnel can remedy the mentioned
ethical dilemma is by learning and evaluating the situation they are presented with in order to
come up with a solution that benefits all the stakeholders that are involved in the recruitment of
the talent. The recruiters should put themselves in the shoes of all the stakeholders and learn all
they can about the situation they are presented with. The recruiters should not take sides when it
ETHICAL DILEMMA IN THE RECRUITMENT OF TALENT
4
comes to recruiting talent at reasonable price. Both the organisation and the talented candidate all
want the best deal for themselves so it’s the work of the recruiter to find a common ground
where both these individuals can feel satisfied with the offer they are given. The recruiter should
find out what each party has at stake in the process of the recruitment negotiation. With this
information the recruiter can evaluate what his actions will do to each party and came up with a
plan that will not adversely impact both parties (Wheeler & Clegg, 2005).
Explanation of the components in the plan and the implementation of the plan
The second alterative is the best in remedying the ethical dilemma of misrepresenting a
job position to a candidate during recruitment. The second alternative whereby the recruiter puts
himself in the shoes of all the stakeholders by evaluating and learning the situation in order to
arrive at a fair and morally right solution is better of the two since it can apply under recruitment
parameters. The implementation of this remedy starts with the recruiters learning all they can
about the stakeholders involved. They can then use the information they get to list and evaluate
their most likely course of action. This evaluation is done by choosing which action will be best,
is fair, satisfies the recruiter’s duties, is best for the organisation as whole, and will treat every
party with respect dignity and uphold the candidate’s rights. The action that is chosen is tested
and questions on whose interests are satisfied and why are answered by stand up reasoning. If the
decision passes this scrutiny then it is put into action and then follow up on the decision is
conducted. The follow up looks to find out whether the results from the action taken are what the
recruiter expected. It also finds out how the decision and action was accepted by the stakeholders
involved and if they felt the decision was a good choice. At the end of implementation of this
remedy the recruiter will have averted the ethical dilemma of misrepresenting the job position to
the candidate. The recruiter will not have to misrepresent the job position since he will be in a
ETHICAL DILEMMA IN THE RECRUITMENT OF TALENT
5
position to tell the candidate what the organisation can afford in regards to hiring the candidate
(Wheeler & Clegg, 2005).
Outline
Implementation of the solution to the ethical dilemma of how the job is represented to the
candidate during recruitment of talent at a reasonable price
1. The recruiter learns about the recruitment situation he is presented with and puts himself
in the shoes of all the stakeholders.
a. Indentify what your action will do to each stakeholder.
b. Find out what each stakeholder has at stake in the process of recruitment.
2. List your actions and then evaluate your most likely course of action.
a. Which action will be best for all stakeholders,
b. Which action will treat every party with respect dignity and uphold the candidate’s
rights
c. Which action is fair and satisfies the recruiter’s duties.
d. Which action is best for the organization as whole and advances the values of the
organization.
3. Make a decision on the action to take and test the viability of the action.
4. Make the finally decision on your action, act on it and then conduct a follow up on your
decision (Wheeler & Clegg, 2005).
ETHICAL DILEMMA IN THE RECRUITMENT OF TALENT
6
References
Steckerl, Shally. (2013) The Talent Sourcing And Recruitment Handbook. Print.
Garber, P. (2008). The ethical dilemma. Amherst, Mass.: HRD Press.
Berberich, M., & Trost, A. (2012). Employee referral programs. Norderstedt: Books on Demand.
Wheeler, K., & Clegg, E. (2005). The corporate university workbook. San Francisco, CA:
Pfeiffer.
Running head: HEALTHCARE IMPLICATIONS
1
Healthcare Implications
Trident University
BHS 499: Senior Capstone Project
Module 2- SLP Assignment
Professor: Dr. Robert Grice
Larenzo M. Lott
04 AUG. 2015
Task:
Evolution of the problem
For this component of the SLP please explain the implications of this problem for the stakeholders of
the organization (be sure to compare and contrast the implications for the different stakeholders).
Among these, you are asked to give special attention to patients.
HEALTHCARE IMPLICATIONS
2
Globally, there has been a marked scarcity of trained health care professionals to cater for
the increased number of patients deserving specialized health care. The idea of a workplace as
the ideal place for the promotion of health and general well-being of individuals cannot be
gainsaid as a large number of individuals are can be reached. The problem of qualified health
care professionals is further compounded by the fact that most people who are venerable to ill
health are hard to reach as they are composed of males and lower socio-economic groups (Fisher,
2008).
The extent to which health care for patients in the country is timely, efficient, as well as
appropriate for patients is largely determined by the characteristics of the delivery system. This
therefore calls for an identification of particular areas where the complexities of the system are
slow or seem to inhibit progress. This calls for the development of solutions, which are aimed at
overcoming impediments and failures towards the provision of quality health care to patients.
The identified problem is further compounded by the inefficiencies that exist in the
processes, structural barriers, as well as system failures, which have a significant impact on the
quality of evidence-based provision of effective health care. The issue of underperformance on
the side of available health care professionals has also been identified as a major issue. The
problem requires the examination of the inherent obstacles that act as impediments in the
provision of multiple health care system components as well as the flawed processes, which
specifically affect the patients, and the application of the evidence. This therefore calls for the
framing of ideas that are geared towards engineering the systems, which may address some of
the health care’s most troublesome inefficiencies.
HEALTHCARE IMPLICATIONS
3
The current health care culture is largely characterized by competition, misaligned
incentives, as well as inherent distrust among the stakeholders, competing cultures seems to be at
loggerheads as seen in the tensions existing among the consumers out for high services but are
themselves low on out-of-pocket-costs. These payers want to risk and limit cost on one side with
the purchasers on the other side who are always looking for more value but at the lowest cost.
To militate against the patient therefore, there is need to seek for the full realization of
tomorrow’s opportunities by way of fundamentally changing the health care culture. One way of
doing this is through is providing health professionals with the prerequisite reformed education
as well as moving from the business of managing episodes of care to the business of taking care
of the patients and the general populace.
Similarly, the problem can further be mitigated by engineering business models of nearly
every healthcare stakeholder in such ways like payment mechanisms, especially in the role of
individual patients towards managing their own care. The cost of health care to patients has also
of late been marked by a precipitous increase due to a proliferation of new diagnostic and
treatment technologies. The rapid integration of health information technology (HIT) and such
other technologies like imaging systems has seen a rapid rise in the misuse and overuse,
therefore impeding on the available ability of improving health care quality (IOM, 2009).
The general landscape of diagnostic and treatment technologies that is available for such
ailments like heart problems requires a systematic evaluation and use of available technologies
towards the improvement of care and a reduction of costs to the patients. A more systematic data
collection and development of prospective registries would see to a much more informed
decisions making in health care.
HEALTHCARE IMPLICATIONS
4
This therefore calls for a more robust collection of data and mining capabilities as the
U.S. health care system has not fully benefited from clinical data towards the improvement of
health outcomes. The use of available data has been impeded by its limited access, a problem
that has further been exacerbated by inadequate adoption of electronic health records (EHRs) and
an absence of data standards. The complexity of health care coupled with the lag in
sophistication of data applications in evidence applications has also been a problem (IOM,
2009).
Available research has also shown how the health professionals’ culture has largely been
shaped by an exponential increase in biomedical knowledge and technology. This has seen the
overload being handled through specialization and sub-specialization with the resultant workflow
requiring a lot of multitasking. The existing compensation models are known for rewarding
piecework, procedures, and technology while the health professionals strive in doing their best in
delivering exceptional care despite the inadequacies of the “system” (IOM, 2009).
Therefore, the combination of these internal roots and external pressures has largely led
to the culture of the health professions becoming one in which circumstances conflicting with
quality health care and variability are readily accepted. Comparatively, the stakeholders and
notably patients should be involved in the promotion of their health and well-being in general.
However, this has been problematic owing to a number of factors militating against. It is
altruistic for patients to believe that it is the right thing to do despite the health cost implications.
Furthermore, patients tend to do it, as they perceive that there will be a return on their
investment in terms of reduced health costs in future. Patients also have a compulsion to pursue
HEALTHCARE IMPLICATIONS
5
it, as they believe they have to do it as well as for the potential of the accruing health benefits as
individuals do.
6
HEALTHCARE IMPLICATIONS
References
Fisher E.S. (2008). Learning to deliver better health care: Rigorous study of the most effective
ways to deliver care as well as what care works best can result in not only better
treatment but also significant cost savings. Issues in Science and Technology.
Spring;24(3):58–62.
IOM (Institute of Medicine), (2009). Evidence-based medicine and the changing nature of health
care,
Leadership commitments to improve value in health care: Finding common ground.
Washington, DC: The National Academies Press.
Steckerl, Shally. (2013) The Talent Sourcing And Recruitment Handbook. Print.

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