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**files (2)** – ## 628888888888.docx – ## ThePoliciestheoriesJailsCorrectionsIssuesandSocialJusticePresentation.pptx **## 628888888888.docx** In the first few weeks of the course, your goal was to understand terrorism and who the terrorists are. You then explored the various tools used by terrorists…
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– ## ThePoliciestheoriesJailsCorrectionsIssuesandSocialJusticePresentation.pptx
**## 628888888888.docx**
In the first few weeks of the course, your goal was to understand terrorism and who the terrorists are. You then explored the various tools used by terrorists and learned how terrorism is used around the world to achieve the goals of terrorist organizations. In Week 4, you examined the capabilities of a specific terrorist group and proposed an international counterterrorism strategy. Finally, you further examined the U.S. Counterterrorism Strategies in Week 5.
· For the final assignment, you will develop a counterterrorism policy for the department you chose in Week 2, the DOS, the DHS, or the DOD. Your policy will be used to implement the overarching U.S. Counterterrorism Strategy, as published by The White House. It will specifically address the threat of an international terrorist organization. You may use the terrorist organization you chose in Week 4, or you may focus on another organization.
Address the following elements in your department-specific policy that will be used to implement the U.S. Counterterrorism Strategy that specifically addresses an international terrorist organization threat to the United States:
· Evaluate the historical socio-political structures that contributed to the establishment of your chosen international terrorist group and the impact of those socio-political structures on your chosen department policy.
· Analyze the unique tactics, techniques, and capabilities within the historical context of your chosen international terrorist organization to tailor appropriate counterterrorism policies.
· Critique current international and U.S. counterterrorism policies intended to combat terrorist organizations.
· Evaluate the ethical and legal issues from a historical context that helped shape current U.S. Counterterrorism Strategy intended to combat the chosen terrorist organization’s tactics, techniques, and capabilities.
· Defend your chosen department policy by succinctly emphasizing its potential benefits within the context of historical socio-political structure and the tactics, techniques, and capabilities of your chosen terrorist organization.
The Department Counterterrorism Policy
· Must be 10 to 12 double-spaced pages in length (not including title and references pages
· Must use at least ten scholarly sources in addition to the course text
**## ThePoliciestheoriesJailsCorrectionsIssuesandSocialJusticePresentation.pptx**
Presentation: Theory and Terrorism Journal Article Analysis
Author Credentials & Publication
Author Credentials and Publications
Author: Maria Blaya-Burgo
Research Focus: radicalization, Identity based extremism
Published in peer reviewed journal
Field peace terrorism research and psychology
Relevant to modern radicalization models
Speaker Notes: Blaya-Burgo’s work focuses on identity-driven radicalization, making it highly relevant to DHS counterterrorism planning.
Full APA Citation
Blaya-Burgo, M. (2025).
A bibliometric analysis of social identity theory in radicalization research.
Peace and Conflict: Journal of Peace Psychology, 31(1), 98–113.
[https://doi.org/10.1037/pac0000779](https://doi.org/10.1037/pac0000779)
Core Argument
The Process of radicalization is associated closely with social identity theory.
Individuals tend to acknowledge ideologies thorough
Group belonging
Identity reinforcement
Can create Us vs. them thoughts
Radicalization is gradual and psychological
Speaker Notes:
The article emphasizes that radicalization is not spontaneous but develops through identity alignment with extremist groups.
4
Key Findings
Identity crises can make people more vulnerable
Radicalization can increase due to Online communities
Extremist groups take advantage of
Marginalization
Grievance narratives
Social isolation
Social identity drives recruitment more than ideology alone
Underlying Causes of Terrorism
Identity issues can play a role in extremism.
Feeling left put can play a role in radical paths
Community relatability can be more important than beliefs.
Psychological Radicalization can fit into this model
Speaker Notes:
This connects directly to root causes of terrorism, especially homegrown extremism and online radicalization.
Socio-Political Context
Identity can be affected by Polarization
Extreme views can be increased by Online echo chambers
Extremist stories can be spread by Globalization
Recruitment is opened by the social instability
Comparison to Moghaddam (2005)
Moghaddam’s Staircase Model
Radicalization progresses in stages
Psychological escalation model
Increasing moral disengagement
Alignment:
Radicalization will be the focus
The thoughts of the routes of violence
Comparison to Martin (2016)
Terrorism shaped by ideology and context
Multi-causal drivers
Political + psychological factors
Contribution of Blaya-Burgo:
Adds identity-based analytical depth
Enhances modern counterterrorism relevance
DHS Policy Relevance
Supports prevention-focused CT policy
Emphasizes:
Community engagement
Counter-radicalization
Online monitoring
Useful for homeland prevention strategies
Speaker Notes:
This research supports DHS prevention programs like targeted violence prevention and community resilience initiatives.
Article Evaluation
Strengths
Modern research (2025)
Theorical base will increase
Domestic Extremism will be useful
Limitations
theoretical
case data will decrease
Policy Value
Supports prevention-based DHS strategy
References
Blaya-Burgo, M. (2025). A bibliometric analysis of social identity theory in radicalization research. Peace and Conflict: Journal of Peace Psychology, 31(1), 98–113.
Martin, G. (2016). Understanding terrorism (5th ed.). SAGE.
Moghaddam, F. M. (2005). The staircase to terrorism. American Psychologist, 60(2), 161–169.
[https://doi.org/10.1037/0003-066X.60.2.161](https://doi.org/10.1037/0003-066X.60.2.161)
12
**## ThePoliciestheoriesJailsCorrectionsIssuesandSocialJusticePresentation.pptx**
Presentation: Theory and Terrorism Journal Article Analysis
Author Credentials & Publication
Author Credentials and Publications
Author: Maria Blaya-Burgo
Research Focus: radicalization, Identity based extremism
Published in peer reviewed journal
Field peace terrorism research and psychology
Relevant to modern radicalization models
Speaker Notes: Blaya-Burgo’s work focuses on identity-driven radicalization, making it highly relevant to DHS counterterrorism planning.
Full APA Citation
Blaya-Burgo, M. (2025).
A bibliometric analysis of social identity theory in radicalization research.
Peace and Conflict: Journal of Peace Psychology, 31(1), 98–113.
[https://doi.org/10.1037/pac0000779](https://doi.org/10.1037/pac0000779)
Core Argument
The Process of radicalization is associated closely with social identity theory.
Individuals tend to acknowledge ideologies thorough
Group belonging
Identity reinforcement
Can create Us vs. them thoughts
Radicalization is gradual and psychological
Speaker Notes:
The article emphasizes that radicalization is not spontaneous but develops through identity alignment with extremist groups.
4
Key Findings
Identity crises can make people more vulnerable
Radicalization can increase due to Online communities
Extremist groups take advantage of
Marginalization
Grievance narratives
Social isolation
Social identity drives recruitment more than ideology alone
Underlying Causes of Terrorism
Identity issues can play a role in extremism.
Feeling left put can play a role in radical paths
Community relatability can be more important than beliefs.
Psychological Radicalization can fit into this model
Speaker Notes:
This connects directly to root causes of terrorism, especially homegrown extremism and online radicalization.
Socio-Political Context
Identity can be affected by Polarization
Extreme views can be increased by Online echo chambers
Extremist stories can be spread by Globalization
Recruitment is opened by the social instability
Comparison to Moghaddam (2005)
Moghaddam’s Staircase Model
Radicalization progresses in stages
Psychological escalation model
Increasing moral disengagement
Alignment:
Radicalization will be the focus
The thoughts of the routes of violence
Comparison to Martin (2016)
Terrorism shaped by ideology and context
Multi-causal drivers
Political + psychological factors
Contribution of Blaya-Burgo:
Adds identity-based analytical depth
Enhances modern counterterrorism relevance
DHS Policy Relevance
Supports prevention-focused CT policy
Emphasizes:
Community engagement
Counter-radicalization
Online monitoring
Useful for homeland prevention strategies
Speaker Notes:
This research supports DHS prevention programs like targeted violence prevention and community resilience initiatives.
Article Evaluation
Strengths
Modern research (2025)
Theorical base will increase
Domestic Extremism will be useful
Limitations
theoretical
case data will decrease
Policy Value
Supports prevention-based DHS strategy
References
Blaya-Burgo, M. (2025). A bibliometric analysis of social identity theory in radicalization research. Peace and Conflict: Journal of Peace Psychology, 31(1), 98–113.
Martin, G. (2016). Understanding terrorism (5th ed.). SAGE.
Moghaddam, F. M. (2005). The staircase to terrorism. American Psychologist, 60(2), 161–169.
[https://doi.org/10.1037/0003-066X.60.2.161](https://doi.org/10.1037/0003-066X.60.2.161)
12
**## 628888888888.docx**
In the first few weeks of the course, your goal was to understand terrorism and who the terrorists are. You then explored the various tools used by terrorists and learned how terrorism is used around the world to achieve the goals of terrorist organizations. In Week 4, you examined the capabilities of a specific terrorist group and proposed an international counterterrorism strategy. Finally, you further examined the U.S. Counterterrorism Strategies in Week 5.
· For the final assignment, you will develop a counterterrorism policy for the department you chose in Week 2, the DOS, the DHS, or the DOD. Your policy will be used to implement the overarching U.S. Counterterrorism Strategy, as published by The White House. It will specifically address the threat of an international terrorist organization. You may use the terrorist organization you chose in Week 4, or you may focus on another organization.
Address the following elements in your department-specific policy that will be used to implement the U.S. Counterterrorism Strategy that specifically addresses an international terrorist organization threat to the United States:
· Evaluate the historical socio-political structures that contributed to the establishment of your chosen international terrorist group and the impact of those socio-political structures on your chosen department policy.
· Analyze the unique tactics, techniques, and capabilities within the historical context of your chosen international terrorist organization to tailor appropriate counterterrorism policies.
· Critique current international and U.S. counterterrorism policies intended to combat terrorist organizations.
· Evaluate the ethical and legal issues from a historical context that helped shape current U.S. Counterterrorism Strategy intended to combat the chosen terrorist organization’s tactics, techniques, and capabilities.
· Defend your chosen department policy by succinctly emphasizing its potential benefits within the context of historical socio-political structure and the tactics, techniques, and capabilities of your chosen terrorist organization.
The Department Counterterrorism Policy
· Must be 10 to 12 double-spaced pages in length (not including title and references pages
· Must use at least ten scholarly sources in addition to the course text
**## ThePoliciestheoriesJailsCorrectionsIssuesandSocialJusticePresentation.pptx**
Presentation: Theory and Terrorism Journal Article Analysis
Author Credentials & Publication
Author Credentials and Publications
Author: Maria Blaya-Burgo
Research Focus: radicalization, Identity based extremism
Published in peer reviewed journal
Field peace terrorism research and psychology
Relevant to modern radicalization models
Speaker Notes: Blaya-Burgo’s work focuses on identity-driven radicalization, making it highly relevant to DHS counterterrorism planning.
Full APA Citation
Blaya-Burgo, M. (2025).
A bibliometric analysis of social identity theory in radicalization research.
Peace and Conflict: Journal of Peace Psychology, 31(1), 98–113.
[https://doi.org/10.1037/pac0000779](https://doi.org/10.1037/pac0000779)
Core Argument
The Process of radicalization is associated closely with social identity theory.
Individuals tend to acknowledge ideologies thorough
Group belonging
Identity reinforcement
Can create Us vs. them thoughts
Radicalization is gradual and psychological
Speaker Notes:
The article emphasizes that radicalization is not spontaneous but develops through identity alignment with extremist groups.
4
Key Findings
Identity crises can make people more vulnerable
Radicalization can increase due to Online communities
Extremist groups take advantage of
Marginalization
Grievance narratives
Social isolation
Social identity drives recruitment more than ideology alone
Underlying Causes of Terrorism
Identity issues can play a role in extremism.
Feeling left put can play a role in radical paths
Community relatability can be more important than beliefs.
Psychological Radicalization can fit into this model
Speaker Notes:
This connects directly to root causes of terrorism, especially homegrown extremism and online radicalization.
Socio-Political Context
Identity can be affected by Polarization
Extreme views can be increased by Online echo chambers
Extremist stories can be spread by Globalization
Recruitment is opened by the social instability
Comparison to Moghaddam (2005)
Moghaddam’s Staircase Model
Radicalization progresses in stages
Psychological escalation model
Increasing moral disengagement
Alignment:
Radicalization will be the focus
The thoughts of the routes of violence
Comparison to Martin (2016)
Terrorism shaped by ideology and context
Multi-causal drivers
Political + psychological factors
Contribution of Blaya-Burgo:
Adds identity-based analytical depth
Enhances modern counterterrorism relevance
DHS Policy Relevance
Supports prevention-focused CT policy
Emphasizes:
Community engagement
Counter-radicalization
Online monitoring
Useful for homeland prevention strategies
Speaker Notes:
This research supports DHS prevention programs like targeted violence prevention and community resilience initiatives.
Article Evaluation
Strengths
Modern research (2025)
Theorical base will increase
Domestic Extremism will be useful
Limitations
theoretical
case data will decrease
Policy Value
Supports prevention-based DHS strategy
References
Blaya-Burgo, M. (2025). A bibliometric analysis of social identity theory in radicalization research. Peace and Conflict: Journal of Peace Psychology, 31(1), 98–113.
Martin, G. (2016). Understanding terrorism (5th ed.). SAGE.
Moghaddam, F. M. (2005). The staircase to terrorism. American Psychologist, 60(2), 161–169.
[https://doi.org/10.1037/0003-066X.60.2.161](https://doi.org/10.1037/0003-066X.60.2.161)
12
**## 628888888888.docx**
In the first few weeks of the course, your goal was to understand terrorism and who the terrorists are. You then explored the various tools used by terrorists and learned how terrorism is used around the world to achieve the goals of terrorist organizations. In Week 4, you examined the capabilities of a specific terrorist group and proposed an international counterterrorism strategy. Finally, you further examined the U.S. Counterterrorism Strategies in Week 5.
· For the final assignment, you will develop a counterterrorism policy for the department you chose in Week 2, the DOS, the DHS, or the DOD. Your policy will be used to implement the overarching U.S. Counterterrorism Strategy, as published by The White House. It will specifically address the threat of an international terrorist organization. You may use the terrorist organization you chose in Week 4, or you may focus on another organization.
Address the following elements in your department-specific policy that will be used to implement the U.S. Counterterrorism Strategy that specifically addresses an international terrorist organization threat to the United States:
· Evaluate the historical socio-political structures that contributed to the establishment of your chosen international terrorist group and the impact of those socio-political structures on your chosen department policy.
· Analyze the unique tactics, techniques, and capabilities within the historical context of your chosen international terrorist organization to tailor appropriate counterterrorism policies.
· Critique current international and U.S. counterterrorism policies intended to combat terrorist organizations.
· Evaluate the ethical and legal issues from a historical context that helped shape current U.S. Counterterrorism Strategy intended to combat the chosen terrorist organization’s tactics, techniques, and capabilities.
· Defend your chosen department policy by succinctly emphasizing its potential benefits within the context of historical socio-political structure and the tactics, techniques, and capabilities of your chosen terrorist organization.
The Department Counterterrorism Policy
· Must be 10 to 12 double-spaced pages in length (not including title and references pages
· Must use at least ten scholarly sources in addition to the course text
**## ThePoliciestheoriesJailsCorrectionsIssuesandSocialJusticePresentation.pptx**
Presentation: Theory and Terrorism Journal Article Analysis
Author Credentials & Publication
Author Credentials and Publications
Author: Maria Blaya-Burgo
Research Focus: radicalization, Identity based extremism
Published in peer reviewed journal
Field peace terrorism research and psychology
Relevant to modern radicalization models
Speaker Notes: Blaya-Burgo’s work focuses on identity-driven radicalization, making it highly relevant to DHS counterterrorism planning.
Full APA Citation
Blaya-Burgo, M. (2025).
A bibliometric analysis of social identity theory in radicalization research.
Peace and Conflict: Journal of Peace Psychology, 31(1), 98–113.
[https://doi.org/10.1037/pac0000779](https://doi.org/10.1037/pac0000779)
Core Argument
The Process of radicalization is associated closely with social identity theory.
Individuals tend to acknowledge ideologies thorough
Group belonging
Identity reinforcement
Can create Us vs. them thoughts
Radicalization is gradual and psychological
Speaker Notes:
The article emphasizes that radicalization is not spontaneous but develops through identity alignment with extremist groups.
4
Key Findings
Identity crises can make people more vulnerable
Radicalization can increase due to Online communities
Extremist groups take advantage of
Marginalization
Grievance narratives
Social isolation
Social identity drives recruitment more than ideology alone
Underlying Causes of Terrorism
Identity issues can play a role in extremism.
Feeling left put can play a role in radical paths
Community relatability can be more important than beliefs.
Psychological Radicalization can fit into this model
Speaker Notes:
This connects directly to root causes of terrorism, especially homegrown extremism and online radicalization.
Socio-Political Context
Identity can be affected by Polarization
Extreme views can be increased by Online echo chambers
Extremist stories can be spread by Globalization
Recruitment is opened by the social instability
Comparison to Moghaddam (2005)
Moghaddam’s Staircase Model
Radicalization progresses in stages
Psychological escalation model
Increasing moral disengagement
Alignment:
Radicalization will be the focus
The thoughts of the routes of violence
Comparison to Martin (2016)
Terrorism shaped by ideology and context
Multi-causal drivers
Political + psychological factors
Contribution of Blaya-Burgo:
Adds identity-based analytical depth
Enhances modern counterterrorism relevance
DHS Policy Relevance
Supports prevention-focused CT policy
Emphasizes:
Community engagement
Counter-radicalization
Online monitoring
Useful for homeland prevention strategies
Speaker Notes:
This research supports DHS prevention programs like targeted violence prevention and community resilience initiatives.
Article Evaluation
Strengths
Modern research (2025)
Theorical base will increase
Domestic Extremism will be useful
Limitations
theoretical
case data will decrease
Policy Value
Supports prevention-based DHS strategy
References
Blaya-Burgo, M. (2025). A bibliometric analysis of social identity theory in radicalization research. Peace and Conflict: Journal of Peace Psychology, 31(1), 98–113.
Martin, G. (2016). Understanding terrorism (5th ed.). SAGE.
Moghaddam, F. M. (2005). The staircase to terrorism. American Psychologist, 60(2), 161–169.
[https://doi.org/10.1037/0003-066X.60.2.161](https://doi.org/10.1037/0003-066X.60.2.161)
12
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**files (1)** – ## 623333333.docx **## 623333333.docx** You can also review the recommended resources for this week. For your final paper, you have been asked to provide your insights, in a hypothetical scenario, as a consultant to the United States Department of Homeland Security. There are specifi…
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Have this question answered from scratch according to your specific instructions and deadline.
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– ## 623333333.docx
**## 623333333.docx**
You can also review the recommended resources for this week.
For your final paper, you have been asked to provide your insights, in a hypothetical scenario, as a consultant to the United States Department of Homeland Security. There are specific points in the request that you have received for your work as a hypothetical consultant, and the first involves your assessment of policies.
**Policies.** Your evaluation of policies in homeland security will need to address both homeland security interests and society interests. You will need to focus on contexts for natural disasters, threats, and hazards.
**Agencies and Organizations.** It will also be necessary to bring your analysis of agencies and organizations regarding their responsibilities and functions in homeland security. Your analysis will need to consider these factors in natural disasters, threats, and hazards.
**Technology, Intelligence, and Skills.** As a consultant, you are also being asked to bring your examination of technology in homeland security and of how intelligence is utilized in homeland security. You will also need to examine skills in homeland security actions.
**Response Systems.** It will also be important for you to bring your insights on response systems in homeland security and to focus on their effectiveness.
**Social Justice.** You have also been asked to consult on issues in diversity and equity for policy and on issues in social justice, ethics, and law for homeland security actions.
In your paper, please address each of the following prompts:
· Evaluate policy issues for homeland security and society, one for each of the following: natural disasters, threats, hazards, and a critical infrastructure sector.
· Analyze responsibilities and functions of agencies and/or organizations for federal, state, tribal, and local jurisdictions for natural disasters, threats, and hazards.
· Examine technology, intelligence, and skills for practical homeland security actions for natural disasters, threats, hazards, and protection of critical infrastructure sectors.
· Explain at least two methods in homeland security response systems and their effectiveness for a natural disaster.
· Assess a policy issue in the DHS Equity Action Plan, a DHS diversity policy issue, and social justice, ethical, and legal issues for actions in homeland security.
The Homeland Security Issues, Response and Policies for Disasters, Threats, and Hazards final paper
· must be eight to ten double-spaced pages in length (not including title and references pages)
must utilize academic voice.
must include an introduction and conclusion paragraph.
· Your introduction paragraph needs to end with a clear thesis statement that indicates the purpose of your paper.
**## 623333333.docx**
You can also review the recommended resources for this week.
For your final paper, you have been asked to provide your insights, in a hypothetical scenario, as a consultant to the United States Department of Homeland Security. There are specific points in the request that you have received for your work as a hypothetical consultant, and the first involves your assessment of policies.
**Policies.** Your evaluation of policies in homeland security will need to address both homeland security interests and society interests. You will need to focus on contexts for natural disasters, threats, and hazards.
**Agencies and Organizations.** It will also be necessary to bring your analysis of agencies and organizations regarding their responsibilities and functions in homeland security. Your analysis will need to consider these factors in natural disasters, threats, and hazards.
**Technology, Intelligence, and Skills.** As a consultant, you are also being asked to bring your examination of technology in homeland security and of how intelligence is utilized in homeland security. You will also need to examine skills in homeland security actions.
**Response Systems.** It will also be important for you to bring your insights on response systems in homeland security and to focus on their effectiveness.
**Social Justice.** You have also been asked to consult on issues in diversity and equity for policy and on issues in social justice, ethics, and law for homeland security actions.
In your paper, please address each of the following prompts:
· Evaluate policy issues for homeland security and society, one for each of the following: natural disasters, threats, hazards, and a critical infrastructure sector.
· Analyze responsibilities and functions of agencies and/or organizations for federal, state, tribal, and local jurisdictions for natural disasters, threats, and hazards.
· Examine technology, intelligence, and skills for practical homeland security actions for natural disasters, threats, hazards, and protection of critical infrastructure sectors.
· Explain at least two methods in homeland security response systems and their effectiveness for a natural disaster.
· Assess a policy issue in the DHS Equity Action Plan, a DHS diversity policy issue, and social justice, ethical, and legal issues for actions in homeland security.
The Homeland Security Issues, Response and Policies for Disasters, Threats, and Hazards final paper
· must be eight to ten double-spaced pages in length (not including title and references pages)
must utilize academic voice.
must include an introduction and conclusion paragraph.
· Your introduction paragraph needs to end with a clear thesis statement that indicates the purpose of your paper.
**files (1)** – ## WritingAssignmentWeek4anisley.docx **## WritingAssignmentWeek4anisley.docx** Writing Assignment Week 4: Telehealth Access and Remote Monitoring in Your Community **Telehealth Access and Remote Monitoring in Your Community** _(Examine how healthcare services in_ _**your specific ZI…
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Have this question answered from scratch according to your specific instructions and deadline.
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– ## WritingAssignmentWeek4anisley.docx
**## WritingAssignmentWeek4anisley.docx**
Writing Assignment Week 4: Telehealth Access and Remote Monitoring in Your Community
**Telehealth Access and Remote Monitoring in Your Community** _(Examine how healthcare services in_
_**your specific ZIP code** are providing telehealth and remote monitoring options and whether these services benefit the patient population.) 33030 Homestead_
**Assignment Overview**
**In this essay, you will evaluate the extent to which healthcare services in your specific geographic area (use your ZIP code for specificity- NAME YOUR actual CITY where you live) are offering telehealth and remote monitoring options. You will analyze the impact of these services on patient care and outcomes. Your submission must include at least three examples that you uncovered through research in your neighborhood.**
**Requirements**
**Essay Format and Length:**
· The assignment must be written as a formal essay.
· It must include an introduction, graduate-level discussion questions and responses, and a conclusion that synthesizes your key points.
·
**The paper should be a minimum of 3 pages in length, excluding the cover page and reference list.**
**Content Specifics:**
·
**Introduction:**
· Introduce the topic with background information on telehealth and remote monitoring.
· Clearly state the purpose of your essay.
· Provide your ZIP code to contextualize the geographic focus of your study.
·
**Graduate-Level Questions & Analysis:**
· Develop and answer at least two or three in-depth, graduate-level questions related to:
· How telehealth and remote monitoring options are integrated into local healthcare services.
· The benefits (or perceived benefits) these options offer to the patient population.
· Potential challenges or limitations associated with these technological advances.
· Make sure to substantiate your analysis with evidence-based practice (EBP). This should include referencing scholarly articles, government or institutional reports, and credible online sources.
· Include at least three concrete examples from your research in your local neighborhood that illustrate how these services are implemented. Explain how each example supports your discussion.
·
**Conclusion:**
· Summarize your findings.
· Synthesize the key points discussed in your paper.
· Reflect on the overall impact of telehealth and remote monitoring services on patient care in your area.
**APA Format:**
· Your essay must strictly adhere to APA 7th Edition guidelines.
· Ensure correct use of APA formatting for the title page, headings/levels, in-text citations, and the reference list.
· Double-check that all references are accurately cited within your text and that your reference list is complete.
**Evidence-Based Practice (EBP):**
· Develop your answers and support your analysis with evidence-based research.
· Incorporate data, statistics, and findings from peer-reviewed literature and reputable sources to lend credibility to your discussion.
· 4 current sources must be used and are peer-review journal articles or scholarly books. Sources include both general background sources and specialized sources. All REFERENCES must have DOI Numbers for me to look them up
**Rubric Review:**
· Before submission, review the assignment rubric provided by your instructor. Make sure your essay addresses all the required components and meets the expected quality criteria.
**Submission Guidelines**
·
**File Format:** Submit your assignment as a Word document or PDF via the designated course submission portal.
·
**Cover Page and References:** A cover page and a separate references page are required. These pages are not included in the minimum page count.
·
**Deadline:** Submit the final version of your essay by the due date specified in your course calendar.
·
**Proofreading:** Check for clarity, coherence, grammar, and APA formatting before submission. A well-organized and carefully proofread paper will reflect your understanding and attention to detail.
By following these instructions, you will create a comprehensive, well-structured, and evidence-based analysis of how telehealth and remote monitoring options are utilized within your local healthcare services. This assignment not only highlights your ability to connect academic research with real-world healthcare practices but also demonstrates your capacity for critical thinking and graduate-level writing.
Feel free to reach out if you have any questions or need further clarification. Good luck with your research and writing!
Remember, your analysis should be both reflective and analytical, providing a robust discussion on how telehealth solutions are impacting patient care in your own neighborhood. Use your findings to contribute meaningful insights into the ongoing evolution of healthcare services.
**REFERENCES Must have DOI Numbers for me to look them up- If I am unable to verify the references points will be deducted.**
**Great resource to assist you:** [Reference List: Author/Authors – Purdue OWL® – Purdue University](https://owl.purdue.edu/owl/research_and_citation/apa_style/apa_formatting_and_style_guide/reference_list_author_authors.html)
**Submission**
Text Editor
_Word count: 0_
**Details & Information**
**## WritingAssignmentWeek4anisley.docx**
Writing Assignment Week 4: Telehealth Access and Remote Monitoring in Your Community
**Telehealth Access and Remote Monitoring in Your Community** _(Examine how healthcare services in_
_**your specific ZIP code** are providing telehealth and remote monitoring options and whether these services benefit the patient population.) 33030 Homestead_
**Assignment Overview**
**In this essay, you will evaluate the extent to which healthcare services in your specific geographic area (use your ZIP code for specificity- NAME YOUR actual CITY where you live) are offering telehealth and remote monitoring options. You will analyze the impact of these services on patient care and outcomes. Your submission must include at least three examples that you uncovered through research in your neighborhood.**
**Requirements**
**Essay Format and Length:**
· The assignment must be written as a formal essay.
· It must include an introduction, graduate-level discussion questions and responses, and a conclusion that synthesizes your key points.
·
**The paper should be a minimum of 3 pages in length, excluding the cover page and reference list.**
**Content Specifics:**
·
**Introduction:**
· Introduce the topic with background information on telehealth and remote monitoring.
· Clearly state the purpose of your essay.
· Provide your ZIP code to contextualize the geographic focus of your study.
·
**Graduate-Level Questions & Analysis:**
· Develop and answer at least two or three in-depth, graduate-level questions related to:
· How telehealth and remote monitoring options are integrated into local healthcare services.
· The benefits (or perceived benefits) these options offer to the patient population.
· Potential challenges or limitations associated with these technological advances.
· Make sure to substantiate your analysis with evidence-based practice (EBP). This should include referencing scholarly articles, government or institutional reports, and credible online sources.
· Include at least three concrete examples from your research in your local neighborhood that illustrate how these services are implemented. Explain how each example supports your discussion.
·
**Conclusion:**
· Summarize your findings.
· Synthesize the key points discussed in your paper.
· Reflect on the overall impact of telehealth and remote monitoring services on patient care in your area.
**APA Format:**
· Your essay must strictly adhere to APA 7th Edition guidelines.
· Ensure correct use of APA formatting for the title page, headings/levels, in-text citations, and the reference list.
· Double-check that all references are accurately cited within your text and that your reference list is complete.
**Evidence-Based Practice (EBP):**
· Develop your answers and support your analysis with evidence-based research.
· Incorporate data, statistics, and findings from peer-reviewed literature and reputable sources to lend credibility to your discussion.
· 4 current sources must be used and are peer-review journal articles or scholarly books. Sources include both general background sources and specialized sources. All REFERENCES must have DOI Numbers for me to look them up
**Rubric Review:**
· Before submission, review the assignment rubric provided by your instructor. Make sure your essay addresses all the required components and meets the expected quality criteria.
**Submission Guidelines**
·
**File Format:** Submit your assignment as a Word document or PDF via the designated course submission portal.
·
**Cover Page and References:** A cover page and a separate references page are required. These pages are not included in the minimum page count.
·
**Deadline:** Submit the final version of your essay by the due date specified in your course calendar.
·
**Proofreading:** Check for clarity, coherence, grammar, and APA formatting before submission. A well-organized and carefully proofread paper will reflect your understanding and attention to detail.
By following these instructions, you will create a comprehensive, well-structured, and evidence-based analysis of how telehealth and remote monitoring options are utilized within your local healthcare services. This assignment not only highlights your ability to connect academic research with real-world healthcare practices but also demonstrates your capacity for critical thinking and graduate-level writing.
Feel free to reach out if you have any questions or need further clarification. Good luck with your research and writing!
Remember, your analysis should be both reflective and analytical, providing a robust discussion on how telehealth solutions are impacting patient care in your own neighborhood. Use your findings to contribute meaningful insights into the ongoing evolution of healthcare services.
**REFERENCES Must have DOI Numbers for me to look them up- If I am unable to verify the references points will be deducted.**
**Great resource to assist you:** [Reference List: Author/Authors – Purdue OWL® – Purdue University](https://owl.purdue.edu/owl/research_and_citation/apa_style/apa_formatting_and_style_guide/reference_list_author_authors.html)
**Submission**
Text Editor
_Word count: 0_
**Details & Information**
Follow these guidelines when completing each component of the Collaboration Café. Contact your course faculty if you have questions. **Include the following sections:** **Step 1**: Identify your assigned client from the Week 6 Explore lesson. Your assignment is based on the first letter of your last…
Immediate access to the full model answer, formatted citations, and rubric breakdown.
Have this question answered from scratch according to your specific instructions and deadline.
Order on TutorsGallery →Follow these guidelines when completing each component of the Collaboration Café. Contact your course faculty if you have questions.
**Include the following sections:**
**Step 1**: Identify your assigned client from the Week 6 Explore lesson. Your assignment is based on the first letter of your last name in the chart below. Review your assigned clinical application activity from the lesson. The client case link will take you to the page in the lesson where the respective case is located. Scroll to the bottom of the page to locate the client case.
[Nia Omari](https://chamberlain.instructure.com/courses/195312/pages/week-6-drugs-used-to-manage-anxiety-disorders "Week 6: Drugs Used to Manage Anxiety Disorders")
**Step 2**: Assess the client’s case and the prescription writing activity for that client within the lesson.
**Step 3**: Answer the discussion prompts below with explanation and detail, providing complete references for all citations. Refer to the lesson for client information.
1. **Application of Course Knowledge:**Answer all questions/criteria with explanations and detail.
1. Describe your assigned client’s situation. Why are they presenting to the clinic? What medications are they currently taking?
2. Discuss your personal professional assessment of the client’s situation provided in the scenario. What pharmacological treatment is necessary and why?
3. Reflect on additional questions you have about your assigned client that may influence treatment. What else do you want to know? What follow-up assessments, labs, or conversations are required to ensure optimal health outcomes?
please provide AI and Similarity report
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NiaOmari.docx](https://www.sweetstudy.com/files/niaomari-docx "NiaOmari.docx")
[>Management homework help](https://www.sweetstudy.com/fields/business-finance-management) **files (2)** – ## CompensationManagmentHRM6305UnitIDB.docx – ## UnitIStudyGuide.pdf **## CompensationManagmentHRM6305UnitIDB.docx** 2 Compensation Management HRM 6305 Unit I Discussion Board Top of Form When …
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**files (2)**
– ## CompensationManagmentHRM6305UnitIDB.docx
– ## UnitIStudyGuide.pdf
**## CompensationManagmentHRM6305UnitIDB.docx**
2
Compensation Management HRM 6305 Unit I Discussion Board
Top of Form
When looking at job options, what are the top three compensation factors that influence your decision? How are those factors different from what they may have been five years ago? As you change, your compensation interests change as well. What do you think some of the changes are that have impacted your top three compensation factors?
**## UnitIStudyGuide.pdf**
HRM 6305, Compensation Management 1
Course Learning Outcomes for Unit I
Upon completion of this unit, students should be able to:
1. Discuss the role of employees, employers, unions, and the government in the development of
compensation programs.
1.1 Describe issues that influence an individual’s decision to apply for or accept a specific job.
1.2 Explain how compensation plans can influence the success of an organization.
1.3 Explore how influences outside an organization can affect its compensation plan.
2. Assess the impact of the Civil Rights Act of 1964, the Bennett Amendment, and Executive Order
11246 on compensation practices.
2.1 Outline the provisions of the Civil Rights Act of 1964, the Bennett Amendment, and
Executive Order 11246.
2.2 Establish the reasons why the Civil Rights Act of 1964, the Bennett Amendment, and
Executive Order 11246 were implemented.
Required Unit Resources
Chapter 1: Strategic Compensation: A Component of Human Resource Systems
Chapter 2: Contextual Influences on Compensation Practice
Unit Lesson
Hello, and welcome to this course. This course is an introduction to the area of compensation management.
This course looks at how compensation is developed, evaluated, and managed within an organization. You
will examine different theories of compensation management, why employees and non-employees are paid,
the manner in which they are paid, and different types of pay programs.
This course will be broken down into six different parts, which include strategic compensation, bases for
pay, designing compensation systems, employee benefits, compensation challenges, and compensation
issues around the world. When studying bases for pay, you will look at the traditional bases of pay, which
include merit pay, seniority pay, incentive pay, and person-focused pay. You will review pay systems that
recognize employee contributions, are internally consistent, and are competitive within the market. When
reviewing employee benefits, you will review both discretionary benefits and legally required benefits.
Compensation challenges will include the controversy surrounding executive compensation in the United
States and paying contingent or flexible employees. Finally, you will address compensation systems around
the word and compensating expatriates. As you can see, a wide array of compensation issues are present
in today’s workforce.
In this unit, we will concentrate on strategic compensation and some influences on compensation. So, what
do you think of when you hear the words compensation and strategic compensation? Most people think of
compensation as their pay and benefits, which is basically correct. The jobs we accept are often decided on
issues related to compensation. Does the pay meet your needs? Is it enough to support your basic financial
needs, and does the job have benefits that you are interested in? Everyone has a basic financial threshold
they feel must be met in order to accept a job. For example, when you start your first job at 16 to 18 years of
age, you might be happy with minimum wage. For teenagers starting out about 20 years ago, that rate was
closer to $5 an hour. For someone at age 16 and still in school, that was a lot of money back then. However,
after you obtain a degree and/or some experience, you might decide that your basic financial threshold is
higher. Maybe $15 an hour is not enough, and you need $20-$25 an hour to support your needs and your
UNIT I STUDY GUIDE
Strategic Compensation
HRM 6305, Compensation Management 2
UNIT x STUDY GUIDE
Title
family. Compensation and benefits are then large deciding factors when choosing employment. Organizations
recognize this and develop strategies to attract and retain employees based on what potential employees
need and want as well as what compensation and benefit packages the competition is offering.
Compensation is viewed as more than money earned but also as a total package or total reward. The benefits
that make up your compensation are also considered. Many people also look at the options that are beneficial
to their families, such as health care. For example, a newly married couple may find health insurance
important because they want to start a family. As people mature, benefits such as health insurance and
retirement plans become more important deciding factors in employment options. For example, to a person
who is 40 years old, retirement options may become an important deciding factor in his or her employment
decision. Who offers the best retirement plan may become a more important deciding factor than health
insurance or basic pay rate. Compensation decisions are different for everyone, and competitive
organizations understand this.
In addition to traditional benefits, such as health insurance and dental and vison care, many organizations
are now looking into voluntary benefits in order to attract and retain highly qualified employees. Voluntary
benefits are benefits that that are either paid by the employee or partially paid by the employer to improve
the employee’s well-being. Voluntary benefits include benefits such as financial well-being programs, pet
insurance, legal assistance, life-coaching services, or identification theft protection. Voluntary benefits are
typically derived from employee satisfaction survey results and comparative research by the compensation
specialists within the organization. You will learn more about different types of benefits as we go through
the course.
Compensation in the workplace often influences the type of employees in the workplace and the
competitiveness of the organization. For example, a compensation plan is tailored to attract the right
employees for the organization’s goals and objectives. Once the employees are obtained, an organization
needs to develop a compensation plan that retains those employees. Failure to offer compensation and
benefits that retain employees can result in expensive turnover costs. This is where strategic compensation
comes into play. Strategic compensation plans align with the organization’s overall strategic plan.
As you may recall from previous courses, a strategic plan is an organization’s strategy for the future. The
strategic plan outlines an organization’s priorities for the future and the organization’s plan on how to reach
those priorities to create a competitive advantage. Each department within an organization also has a
strategic plan relative to that department. Each departmental strategic plan is aligned with the organization’s
overall strategic plan. Since compensation is a function within the human resources (HR) department or HR
function, strategic compensation is then the compensation strategy used to support the priorities of HR while
creating a competitive advantage within an organization. The organization works strategically, department-by-
department, to be the best organization in its industry.
When it comes to compensation, the strategic plan establishes the compensation system needed to ensure
the right people are hired and retained to support the needs of the organization. Compensation specialists are
responsible for the development, implementation, and evaluation of compensation systems (pay and benefits)
that meet the current and future needs of the organization. As you will learn in this course, there are various
methods or compensation systems that can be used to properly compensate employees or non-employees
(contractors) within an organization. Both employees and non-employees are essential to meeting the overall
goals and objectives of the organization, and they are paid differently.
Many of the decisions related to compensation concern the business strategies within the organization.
Compensation specialists need to match the compensation systems or strategies with the overall business
strategies if the business wants to develop a competitive advantage. As we will see throughout this course,
it is the alignment of compensation strategies with the organization’s business strategies that distinguishes
the successful organizations from the unsuccessful organizations. An organization that is an innovator and
leader in the field will tend to offer higher wages and more comprehensive benefit packages than a more
traditional organization that has an established workforce. For example, Microsoft offers higher wages and
a more comprehensive benefit package than Ford Motor Company. Business strategies influence
compensation strategies.
Compensation and compensation strategies are complicated. Whether we are talking about the minimum
wage increases or CEO pay, each decision must be considered with caution and data to support the decision.
HRM 6305, Compensation Management 3
UNIT x STUDY GUIDE
Title
For example, while it is good to increase minimum wage to create an acceptable standard of living in the
United States, the decision to increase entry-level wages has the potential to create pay compression
concerns within the rest of the workforce. Additionally, the more experienced workforce is likely to suffer from
morale and productivity issues if their pay is not also increased proportionally. Internal and external factors
should be reviewed to determine the best compensation strategy for the organization.
As the world changes, organizations and strategies within those organizations change as well. Influences
outside the organization (e.g., the government, the economy, unions, labor laws) also affect an organization’s
strategy. Compensation is one part of the organization’s overall strategy that we will focus our attention on
during this course.
In the next unit, you will start to look at various bases of pay, different types of pay, and various labor laws
that affect compensation and benefits within an organization.
Learning Activities (Nongraded)
Nongraded Learning Activities are provided to aid students in their course of study. You do not have to submit
them. If you have questions, contact your instructor for further guidance and information.
Each chapter of your textbook contains a case study related to the main theory or concept within the chapter.
Review the case studies to gain a better understanding of the course materials as they relate to
compensation considerations. Feel free to discuss the chapter case studies with your classmates in the
Student Break Room forum.
**## UnitIStudyGuide.pdf**
HRM 6305, Compensation Management 1
Course Learning Outcomes for Unit I
Upon completion of this unit, students should be able to:
1. Discuss the role of employees, employers, unions, and the government in the development of
compensation programs.
1.1 Describe issues that influence an individual’s decision to apply for or accept a specific job.
1.2 Explain how compensation plans can influence the success of an organization.
1.3 Explore how influences outside an organization can affect its compensation plan.
2. Assess the impact of the Civil Rights Act of 1964, the Bennett Amendment, and Executive Order
11246 on compensation practices.
2.1 Outline the provisions of the Civil Rights Act of 1964, the Bennett Amendment, and
Executive Order 11246.
2.2 Establish the reasons why the Civil Rights Act of 1964, the Bennett Amendment, and
Executive Order 11246 were implemented.
Required Unit Resources
Chapter 1: Strategic Compensation: A Component of Human Resource Systems
Chapter 2: Contextual Influences on Compensation Practice
Unit Lesson
Hello, and welcome to this course. This course is an introduction to the area of compensation management.
This course looks at how compensation is developed, evaluated, and managed within an organization. You
will examine different theories of compensation management, why employees and non-employees are paid,
the manner in which they are paid, and different types of pay programs.
This course will be broken down into six different parts, which include strategic compensation, bases for
pay, designing compensation systems, employee benefits, compensation challenges, and compensation
issues around the world. When studying bases for pay, you will look at the traditional bases of pay, which
include merit pay, seniority pay, incentive pay, and person-focused pay. You will review pay systems that
recognize employee contributions, are internally consistent, and are competitive within the market. When
reviewing employee benefits, you will review both discretionary benefits and legally required benefits.
Compensation challenges will include the controversy surrounding executive compensation in the United
States and paying contingent or flexible employees. Finally, you will address compensation systems around
the word and compensating expatriates. As you can see, a wide array of compensation issues are present
in today’s workforce.
In this unit, we will concentrate on strategic compensation and some influences on compensation. So, what
do you think of when you hear the words compensation and strategic compensation? Most people think of
compensation as their pay and benefits, which is basically correct. The jobs we accept are often decided on
issues related to compensation. Does the pay meet your needs? Is it enough to support your basic financial
needs, and does the job have benefits that you are interested in? Everyone has a basic financial threshold
they feel must be met in order to accept a job. For example, when you start your first job at 16 to 18 years of
age, you might be happy with minimum wage. For teenagers starting out about 20 years ago, that rate was
closer to $5 an hour. For someone at age 16 and still in school, that was a lot of money back then. However,
after you obtain a degree and/or some experience, you might decide that your basic financial threshold is
higher. Maybe $15 an hour is not enough, and you need $20-$25 an hour to support your needs and your
UNIT I STUDY GUIDE
Strategic Compensation
HRM 6305, Compensation Management 2
UNIT x STUDY GUIDE
Title
family. Compensation and benefits are then large deciding factors when choosing employment. Organizations
recognize this and develop strategies to attract and retain employees based on what potential employees
need and want as well as what compensation and benefit packages the competition is offering.
Compensation is viewed as more than money earned but also as a total package or total reward. The benefits
that make up your compensation are also considered. Many people also look at the options that are beneficial
to their families, such as health care. For example, a newly married couple may find health insurance
important because they want to start a family. As people mature, benefits such as health insurance and
retirement plans become more important deciding factors in employment options. For example, to a person
who is 40 years old, retirement options may become an important deciding factor in his or her employment
decision. Who offers the best retirement plan may become a more important deciding factor than health
insurance or basic pay rate. Compensation decisions are different for everyone, and competitive
organizations understand this.
In addition to traditional benefits, such as health insurance and dental and vison care, many organizations
are now looking into voluntary benefits in order to attract and retain highly qualified employees. Voluntary
benefits are benefits that that are either paid by the employee or partially paid by the employer to improve
the employee’s well-being. Voluntary benefits include benefits such as financial well-being programs, pet
insurance, legal assistance, life-coaching services, or identification theft protection. Voluntary benefits are
typically derived from employee satisfaction survey results and comparative research by the compensation
specialists within the organization. You will learn more about different types of benefits as we go through
the course.
Compensation in the workplace often influences the type of employees in the workplace and the
competitiveness of the organization. For example, a compensation plan is tailored to attract the right
employees for the organization’s goals and objectives. Once the employees are obtained, an organization
needs to develop a compensation plan that retains those employees. Failure to offer compensation and
benefits that retain employees can result in expensive turnover costs. This is where strategic compensation
comes into play. Strategic compensation plans align with the organization’s overall strategic plan.
As you may recall from previous courses, a strategic plan is an organization’s strategy for the future. The
strategic plan outlines an organization’s priorities for the future and the organization’s plan on how to reach
those priorities to create a competitive advantage. Each department within an organization also has a
strategic plan relative to that department. Each departmental strategic plan is aligned with the organization’s
overall strategic plan. Since compensation is a function within the human resources (HR) department or HR
function, strategic compensation is then the compensation strategy used to support the priorities of HR while
creating a competitive advantage within an organization. The organization works strategically, department-by-
department, to be the best organization in its industry.
When it comes to compensation, the strategic plan establishes the compensation system needed to ensure
the right people are hired and retained to support the needs of the organization. Compensation specialists are
responsible for the development, implementation, and evaluation of compensation systems (pay and benefits)
that meet the current and future needs of the organization. As you will learn in this course, there are various
methods or compensation systems that can be used to properly compensate employees or non-employees
(contractors) within an organization. Both employees and non-employees are essential to meeting the overall
goals and objectives of the organization, and they are paid differently.
Many of the decisions related to compensation concern the business strategies within the organization.
Compensation specialists need to match the compensation systems or strategies with the overall business
strategies if the business wants to develop a competitive advantage. As we will see throughout this course,
it is the alignment of compensation strategies with the organization’s business strategies that distinguishes
the successful organizations from the unsuccessful organizations. An organization that is an innovator and
leader in the field will tend to offer higher wages and more comprehensive benefit packages than a more
traditional organization that has an established workforce. For example, Microsoft offers higher wages and
a more comprehensive benefit package than Ford Motor Company. Business strategies influence
compensation strategies.
Compensation and compensation strategies are complicated. Whether we are talking about the minimum
wage increases or CEO pay, each decision must be considered with caution and data to support the decision.
HRM 6305, Compensation Management 3
UNIT x STUDY GUIDE
Title
For example, while it is good to increase minimum wage to create an acceptable standard of living in the
United States, the decision to increase entry-level wages has the potential to create pay compression
concerns within the rest of the workforce. Additionally, the more experienced workforce is likely to suffer from
morale and productivity issues if their pay is not also increased proportionally. Internal and external factors
should be reviewed to determine the best compensation strategy for the organization.
As the world changes, organizations and strategies within those organizations change as well. Influences
outside the organization (e.g., the government, the economy, unions, labor laws) also affect an organization’s
strategy. Compensation is one part of the organization’s overall strategy that we will focus our attention on
during this course.
In the next unit, you will start to look at various bases of pay, different types of pay, and various labor laws
that affect compensation and benefits within an organization.
Learning Activities (Nongraded)
Nongraded Learning Activities are provided to aid students in their course of study. You do not have to submit
them. If you have questions, contact your instructor for further guidance and information.
Each chapter of your textbook contains a case study related to the main theory or concept within the chapter.
Review the case studies to gain a better understanding of the course materials as they relate to
compensation considerations. Feel free to discuss the chapter case studies with your classmates in the
Student Break Room forum.
**## CompensationManagmentHRM6305UnitIDB.docx**
2
Compensation Management HRM 6305 Unit I Discussion Board
Top of Form
When looking at job options, what are the top three compensation factors that influence your decision? How are those factors different from what they may have been five years ago? As you change, your compensation interests change as well. What do you think some of the changes are that have impacted your top three compensation factors?
**## UnitIStudyGuide.pdf**
HRM 6305, Compensation Management 1
Course Learning Outcomes for Unit I
Upon completion of this unit, students should be able to:
1. Discuss the role of employees, employers, unions, and the government in the development of
compensation programs.
1.1 Describe issues that influence an individual’s decision to apply for or accept a specific job.
1.2 Explain how compensation plans can influence the success of an organization.
1.3 Explore how influences outside an organization can affect its compensation plan.
2. Assess the impact of the Civil Rights Act of 1964, the Bennett Amendment, and Executive Order
11246 on compensation practices.
2.1 Outline the provisions of the Civil Rights Act of 1964, the Bennett Amendment, and
Executive Order 11246.
2.2 Establish the reasons why the Civil Rights Act of 1964, the Bennett Amendment, and
Executive Order 11246 were implemented.
Required Unit Resources
Chapter 1: Strategic Compensation: A Component of Human Resource Systems
Chapter 2: Contextual Influences on Compensation Practice
Unit Lesson
Hello, and welcome to this course. This course is an introduction to the area of compensation management.
This course looks at how compensation is developed, evaluated, and managed within an organization. You
will examine different theories of compensation management, why employees and non-employees are paid,
the manner in which they are paid, and different types of pay programs.
This course will be broken down into six different parts, which include strategic compensation, bases for
pay, designing compensation systems, employee benefits, compensation challenges, and compensation
issues around the world. When studying bases for pay, you will look at the traditional bases of pay, which
include merit pay, seniority pay, incentive pay, and person-focused pay. You will review pay systems that
recognize employee contributions, are internally consistent, and are competitive within the market. When
reviewing employee benefits, you will review both discretionary benefits and legally required benefits.
Compensation challenges will include the controversy surrounding executive compensation in the United
States and paying contingent or flexible employees. Finally, you will address compensation systems around
the word and compensating expatriates. As you can see, a wide array of compensation issues are present
in today’s workforce.
In this unit, we will concentrate on strategic compensation and some influences on compensation. So, what
do you think of when you hear the words compensation and strategic compensation? Most people think of
compensation as their pay and benefits, which is basically correct. The jobs we accept are often decided on
issues related to compensation. Does the pay meet your needs? Is it enough to support your basic financial
needs, and does the job have benefits that you are interested in? Everyone has a basic financial threshold
they feel must be met in order to accept a job. For example, when you start your first job at 16 to 18 years of
age, you might be happy with minimum wage. For teenagers starting out about 20 years ago, that rate was
closer to $5 an hour. For someone at age 16 and still in school, that was a lot of money back then. However,
after you obtain a degree and/or some experience, you might decide that your basic financial threshold is
higher. Maybe $15 an hour is not enough, and you need $20-$25 an hour to support your needs and your
UNIT I STUDY GUIDE
Strategic Compensation
HRM 6305, Compensation Management 2
UNIT x STUDY GUIDE
Title
family. Compensation and benefits are then large deciding factors when choosing employment. Organizations
recognize this and develop strategies to attract and retain employees based on what potential employees
need and want as well as what compensation and benefit packages the competition is offering.
Compensation is viewed as more than money earned but also as a total package or total reward. The benefits
that make up your compensation are also considered. Many people also look at the options that are beneficial
to their families, such as health care. For example, a newly married couple may find health insurance
important because they want to start a family. As people mature, benefits such as health insurance and
retirement plans become more important deciding factors in employment options. For example, to a person
who is 40 years old, retirement options may become an important deciding factor in his or her employment
decision. Who offers the best retirement plan may become a more important deciding factor than health
insurance or basic pay rate. Compensation decisions are different for everyone, and competitive
organizations understand this.
In addition to traditional benefits, such as health insurance and dental and vison care, many organizations
are now looking into voluntary benefits in order to attract and retain highly qualified employees. Voluntary
benefits are benefits that that are either paid by the employee or partially paid by the employer to improve
the employee’s well-being. Voluntary benefits include benefits such as financial well-being programs, pet
insurance, legal assistance, life-coaching services, or identification theft protection. Voluntary benefits are
typically derived from employee satisfaction survey results and comparative research by the compensation
specialists within the organization. You will learn more about different types of benefits as we go through
the course.
Compensation in the workplace often influences the type of employees in the workplace and the
competitiveness of the organization. For example, a compensation plan is tailored to attract the right
employees for the organization’s goals and objectives. Once the employees are obtained, an organization
needs to develop a compensation plan that retains those employees. Failure to offer compensation and
benefits that retain employees can result in expensive turnover costs. This is where strategic compensation
comes into play. Strategic compensation plans align with the organization’s overall strategic plan.
As you may recall from previous courses, a strategic plan is an organization’s strategy for the future. The
strategic plan outlines an organization’s priorities for the future and the organization’s plan on how to reach
those priorities to create a competitive advantage. Each department within an organization also has a
strategic plan relative to that department. Each departmental strategic plan is aligned with the organization’s
overall strategic plan. Since compensation is a function within the human resources (HR) department or HR
function, strategic compensation is then the compensation strategy used to support the priorities of HR while
creating a competitive advantage within an organization. The organization works strategically, department-by-
department, to be the best organization in its industry.
When it comes to compensation, the strategic plan establishes the compensation system needed to ensure
the right people are hired and retained to support the needs of the organization. Compensation specialists are
responsible for the development, implementation, and evaluation of compensation systems (pay and benefits)
that meet the current and future needs of the organization. As you will learn in this course, there are various
methods or compensation systems that can be used to properly compensate employees or non-employees
(contractors) within an organization. Both employees and non-employees are essential to meeting the overall
goals and objectives of the organization, and they are paid differently.
Many of the decisions related to compensation concern the business strategies within the organization.
Compensation specialists need to match the compensation systems or strategies with the overall business
strategies if the business wants to develop a competitive advantage. As we will see throughout this course,
it is the alignment of compensation strategies with the organization’s business strategies that distinguishes
the successful organizations from the unsuccessful organizations. An organization that is an innovator and
leader in the field will tend to offer higher wages and more comprehensive benefit packages than a more
traditional organization that has an established workforce. For example, Microsoft offers higher wages and
a more comprehensive benefit package than Ford Motor Company. Business strategies influence
compensation strategies.
Compensation and compensation strategies are complicated. Whether we are talking about the minimum
wage increases or CEO pay, each decision must be considered with caution and data to support the decision.
HRM 6305, Compensation Management 3
UNIT x STUDY GUIDE
Title
For example, while it is good to increase minimum wage to create an acceptable standard of living in the
United States, the decision to increase entry-level wages has the potential to create pay compression
concerns within the rest of the workforce. Additionally, the more experienced workforce is likely to suffer from
morale and productivity issues if their pay is not also increased proportionally. Internal and external factors
should be reviewed to determine the best compensation strategy for the organization.
As the world changes, organizations and strategies within those organizations change as well. Influences
outside the organization (e.g., the government, the economy, unions, labor laws) also affect an organization’s
strategy. Compensation is one part of the organization’s overall strategy that we will focus our attention on
during this course.
In the next unit, you will start to look at various bases of pay, different types of pay, and various labor laws
that affect compensation and benefits within an organization.
Learning Activities (Nongraded)
Nongraded Learning Activities are provided to aid students in their course of study. You do not have to submit
them. If you have questions, contact your instructor for further guidance and information.
Each chapter of your textbook contains a case study related to the main theory or concept within the chapter.
Review the case studies to gain a better understanding of the course materials as they relate to
compensation considerations. Feel free to discuss the chapter case studies with your classmates in the
Student Break Room forum.
**## CompensationManagmentHRM6305UnitIDB.docx**
2
Compensation Management HRM 6305 Unit I Discussion Board
Top of Form
When looking at job options, what are the top three compensation factors that influence your decision? How are those factors different from what they may have been five years ago? As you change, your compensation interests change as well. What do you think some of the changes are that have impacted your top three compensation factors?
**## UnitIStudyGuide.pdf**
HRM 6305, Compensation Management 1
Course Learning Outcomes for Unit I
Upon completion of this unit, students should be able to:
1. Discuss the role of employees, employers, unions, and the government in the development of
compensation programs.
1.1 Describe issues that influence an individual’s decision to apply for or accept a specific job.
1.2 Explain how compensation plans can influence the success of an organization.
1.3 Explore how influences outside an organization can affect its compensation plan.
2. Assess the impact of the Civil Rights Act of 1964, the Bennett Amendment, and Executive Order
11246 on compensation practices.
2.1 Outline the provisions of the Civil Rights Act of 1964, the Bennett Amendment, and
Executive Order 11246.
2.2 Establish the reasons why the Civil Rights Act of 1964, the Bennett Amendment, and
Executive Order 11246 were implemented.
Required Unit Resources
Chapter 1: Strategic Compensation: A Component of Human Resource Systems
Chapter 2: Contextual Influences on Compensation Practice
Unit Lesson
Hello, and welcome to this course. This course is an introduction to the area of compensation management.
This course looks at how compensation is developed, evaluated, and managed within an organization. You
will examine different theories of compensation management, why employees and non-employees are paid,
the manner in which they are paid, and different types of pay programs.
This course will be broken down into six different parts, which include strategic compensation, bases for
pay, designing compensation systems, employee benefits, compensation challenges, and compensation
issues around the world. When studying bases for pay, you will look at the traditional bases of pay, which
include merit pay, seniority pay, incentive pay, and person-focused pay. You will review pay systems that
recognize employee contributions, are internally consistent, and are competitive within the market. When
reviewing employee benefits, you will review both discretionary benefits and legally required benefits.
Compensation challenges will include the controversy surrounding executive compensation in the United
States and paying contingent or flexible employees. Finally, you will address compensation systems around
the word and compensating expatriates. As you can see, a wide array of compensation issues are present
in today’s workforce.
In this unit, we will concentrate on strategic compensation and some influences on compensation. So, what
do you think of when you hear the words compensation and strategic compensation? Most people think of
compensation as their pay and benefits, which is basically correct. The jobs we accept are often decided on
issues related to compensation. Does the pay meet your needs? Is it enough to support your basic financial
needs, and does the job have benefits that you are interested in? Everyone has a basic financial threshold
they feel must be met in order to accept a job. For example, when you start your first job at 16 to 18 years of
age, you might be happy with minimum wage. For teenagers starting out about 20 years ago, that rate was
closer to $5 an hour. For someone at age 16 and still in school, that was a lot of money back then. However,
after you obtain a degree and/or some experience, you might decide that your basic financial threshold is
higher. Maybe $15 an hour is not enough, and you need $20-$25 an hour to support your needs and your
UNIT I STUDY GUIDE
Strategic Compensation
HRM 6305, Compensation Management 2
UNIT x STUDY GUIDE
Title
family. Compensation and benefits are then large deciding factors when choosing employment. Organizations
recognize this and develop strategies to attract and retain employees based on what potential employees
need and want as well as what compensation and benefit packages the competition is offering.
Compensation is viewed as more than money earned but also as a total package or total reward. The benefits
that make up your compensation are also considered. Many people also look at the options that are beneficial
to their families, such as health care. For example, a newly married couple may find health insurance
important because they want to start a family. As people mature, benefits such as health insurance and
retirement plans become more important deciding factors in employment options. For example, to a person
who is 40 years old, retirement options may become an important deciding factor in his or her employment
decision. Who offers the best retirement plan may become a more important deciding factor than health
insurance or basic pay rate. Compensation decisions are different for everyone, and competitive
organizations understand this.
In addition to traditional benefits, such as health insurance and dental and vison care, many organizations
are now looking into voluntary benefits in order to attract and retain highly qualified employees. Voluntary
benefits are benefits that that are either paid by the employee or partially paid by the employer to improve
the employee’s well-being. Voluntary benefits include benefits such as financial well-being programs, pet
insurance, legal assistance, life-coaching services, or identification theft protection. Voluntary benefits are
typically derived from employee satisfaction survey results and comparative research by the compensation
specialists within the organization. You will learn more about different types of benefits as we go through
the course.
Compensation in the workplace often influences the type of employees in the workplace and the
competitiveness of the organization. For example, a compensation plan is tailored to attract the right
employees for the organization’s goals and objectives. Once the employees are obtained, an organization
needs to develop a compensation plan that retains those employees. Failure to offer compensation and
benefits that retain employees can result in expensive turnover costs. This is where strategic compensation
comes into play. Strategic compensation plans align with the organization’s overall strategic plan.
As you may recall from previous courses, a strategic plan is an organization’s strategy for the future. The
strategic plan outlines an organization’s priorities for the future and the organization’s plan on how to reach
those priorities to create a competitive advantage. Each department within an organization also has a
strategic plan relative to that department. Each departmental strategic plan is aligned with the organization’s
overall strategic plan. Since compensation is a function within the human resources (HR) department or HR
function, strategic compensation is then the compensation strategy used to support the priorities of HR while
creating a competitive advantage within an organization. The organization works strategically, department-by-
department, to be the best organization in its industry.
When it comes to compensation, the strategic plan establishes the compensation system needed to ensure
the right people are hired and retained to support the needs of the organization. Compensation specialists are
responsible for the development, implementation, and evaluation of compensation systems (pay and benefits)
that meet the current and future needs of the organization. As you will learn in this course, there are various
methods or compensation systems that can be used to properly compensate employees or non-employees
(contractors) within an organization. Both employees and non-employees are essential to meeting the overall
goals and objectives of the organization, and they are paid differently.
Many of the decisions related to compensation concern the business strategies within the organization.
Compensation specialists need to match the compensation systems or strategies with the overall business
strategies if the business wants to develop a competitive advantage. As we will see throughout this course,
it is the alignment of compensation strategies with the organization’s business strategies that distinguishes
the successful organizations from the unsuccessful organizations. An organization that is an innovator and
leader in the field will tend to offer higher wages and more comprehensive benefit packages than a more
traditional organization that has an established workforce. For example, Microsoft offers higher wages and
a more comprehensive benefit package than Ford Motor Company. Business strategies influence
compensation strategies.
Compensation and compensation strategies are complicated. Whether we are talking about the minimum
wage increases or CEO pay, each decision must be considered with caution and data to support the decision.
HRM 6305, Compensation Management 3
UNIT x STUDY GUIDE
Title
For example, while it is good to increase minimum wage to create an acceptable standard of living in the
United States, the decision to increase entry-level wages has the potential to create pay compression
concerns within the rest of the workforce. Additionally, the more experienced workforce is likely to suffer from
morale and productivity issues if their pay is not also increased proportionally. Internal and external factors
should be reviewed to determine the best compensation strategy for the organization.
As the world changes, organizations and strategies within those organizations change as well. Influences
outside the organization (e.g., the government, the economy, unions, labor laws) also affect an organization’s
strategy. Compensation is one part of the organization’s overall strategy that we will focus our attention on
during this course.
In the next unit, you will start to look at various bases of pay, different types of pay, and various labor laws
that affect compensation and benefits within an organization.
Learning Activities (Nongraded)
Nongraded Learning Activities are provided to aid students in their course of study. You do not have to submit
them. If you have questions, contact your instructor for further guidance and information.
Each chapter of your textbook contains a case study related to the main theory or concept within the chapter.
Review the case studies to gain a better understanding of the course materials as they relate to
compensation considerations. Feel free to discuss the chapter case studies with your classmates in the
Student Break Room forum.
proofread **files (1)** – ## dynamicquestion.docx **## dynamicquestion.docx** **Objective:** In this discussion, you will explore the characteristics of multigenerational team members and how their differences influence the dynamics within a team. **Instructions:** 1. **Initial Post (Minimum 150 wo…
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Order on TutorsGallery →proofread
**files (1)**
– ## dynamicquestion.docx
**## dynamicquestion.docx**
**Objective:**
In this discussion, you will explore the characteristics of multigenerational team members and how their differences influence the dynamics within a team.
**Instructions:**
1.
**Initial Post (Minimum 150 words):**
· Describe the characteristics of multigenerational team members. How do their differences impact the team’s function and success?
· If you are currently employed, provide examples of how these differences manifest in your workplace.
· If you are not employed, share examples of how these differences appear within your family or social circle.
2.
**Support Your Post:**
· Include
**two references** to support your discussion:
1.
**One reference** from the course textbook.
2.
**One reference** from an English-titled, peer-reviewed nursing journal (published within the last five years).
3.
**Engage with Your Peers:**
·
**Read at least 10 posts** made by your colleagues.
· Respond meaningfully to
**at least one post**. Your response should add value to the discussion and include:
1.
**One reference** from an English-titled, peer-reviewed nursing journal (published within the last five years). This must be
**different** from the article used in your initial post.
4.
**Optional Supplemental References:**
· Additional references from peer-reviewed journal articles, textbooks, or professional, governmental, or educational websites (.org, .gov, or .edu) may also be used to strengthen your initial post and response.
**## dynamicquestion.docx**
**Objective:**
In this discussion, you will explore the characteristics of multigenerational team members and how their differences influence the dynamics within a team.
**Instructions:**
1.
**Initial Post (Minimum 150 words):**
· Describe the characteristics of multigenerational team members. How do their differences impact the team’s function and success?
· If you are currently employed, provide examples of how these differences manifest in your workplace.
· If you are not employed, share examples of how these differences appear within your family or social circle.
2.
**Support Your Post:**
· Include
**two references** to support your discussion:
1.
**One reference** from the course textbook.
2.
**One reference** from an English-titled, peer-reviewed nursing journal (published within the last five years).
3.
**Engage with Your Peers:**
·
**Read at least 10 posts** made by your colleagues.
· Respond meaningfully to
**at least one post**. Your response should add value to the discussion and include:
1.
**One reference** from an English-titled, peer-reviewed nursing journal (published within the last five years). This must be
**different** from the article used in your initial post.
4.
**Optional Supplemental References:**
· Additional references from peer-reviewed journal articles, textbooks, or professional, governmental, or educational websites (.org, .gov, or .edu) may also be used to strengthen your initial post and response.
[**Read: Hitchner: Chapters 5, 8, 9**](https://canvas.liberty.edu/courses/934965/modules/items/101647526 "Read: Hitchner: Chapters 5, 8, 9") – [**Watch: Income Approach**](https://canvas.liberty.edu/courses/934965/modules/items/101647529 "Watch: Income Approach") – **https://canvas.liberty.edu/cours…
Immediate access to the full model answer, formatted citations, and rubric breakdown.
Have this question answered from scratch according to your specific instructions and deadline.
Order on TutorsGallery →[**Read: Hitchner: Chapters 5, 8, 9**](https://canvas.liberty.edu/courses/934965/modules/items/101647526 "Read: Hitchner: Chapters 5, 8, 9")
– [**Watch: Income Approach**](https://canvas.liberty.edu/courses/934965/modules/items/101647529 "Watch: Income Approach")
– **https://canvas.liberty.edu/courses/934965/pages/watch-income-approach?module_item_id=101647529**
[Discussion Thread: Choose a Company](https://canvas.liberty.edu/courses/934965/discussion_topics/9210301)
Choose a publicly traded company that is NOT a financial institution, bank, insurance company, real estate company, or similar. The company you choose should be one that you currently know very little about, and that you are pretty sure no one else in the class knows much about either.
A good way to choose a company is to go to [https://finance.yahoo.com/Links to an external site.](https://finance.yahoo.com/). In the search box, type in a letter or two (e.g., the first letter or two of your name). Click on the link of a few of the companies that appear and then, on the company page, click “Profile” in the row of links that appear under the stock price. Read the description and other information about the company to make sure that is in NOT a financial institution, bank, insurance company, real estate broker, or similar.
Note that your company choice is VERY IMPORTANT. This is the company that you will write about (and ultimately create a complete valuation estimate for) in the three major reports that you will write over the next few weeks in this class:
– Company Report: Industry and Economic Analysis/Outlook
– Company Report: Financial Statement and Company Risk Analysis
– Company Report: Valuation Estimates and Recommendations
Be sure to pick a company for which you can find sufficient data to complete these assignments. You will need to have the company’s two most recent annual reports (go to the company website and make sure that you can find these reports on the Investor Relations (or similar) page. Or search for “ _company name_ annual report” via an Internet search engine. If you cannot find the two most recent annual reports, choose a different company.
Also, I strongly recommend that you choose a company that made money (i.e., had positive net income) in the most recent year (and preferably in each of the past several years). For example, Lyft would be a poor choice because the company has never had a profitable year, so projecting future cash flows would be extremely difficult (if not impossible). Think of the 3 valuation approaches that you learned about this week.
Next, find and read at least two articles about your company. Then write a Discussion post about your company. Tell the class about your chosen company. Your post should include some or all of the following: company description, unique or interesting products or production processes, any interesting aspects of the company’s history, where it is located, the year it started operations, a summary of its stock performance over the past few years, management structure, and similar.
So that everyone will know your chosen company (and so no one else chooses your same company), write the name of the company in the Subject Line of your Discussion post.
DISCUSSION ASSIGNMENT INSTRUCTIONS
required to submit a thread of at least 450 words in response to the provided prompt for each
forum. For each thread, you must support your assertions with at least two (2)
scholarly/professional sources (note that Investopedia and Wikipedia are not
scholarly/professional sources). Your sources MUST be cited at the end of your post using
proper APA format.
In addition to your original thread, you must reply to at least two (2) classmates’ threads. Each
reply must be at least 250 words. Do not just say “good job” or “I learned something from your
post.” Replies are not a cheering exercise. Instead, your replies must be substantial, reflecting
what you learned from reading the post, offering an extension, or correcting a mistake. Use what
you learned in researching for your post (or knowledge gained from other classes or personal
experience) to either supplement or critique the post you are writing about. You do not have to
include any references for your replies.
There are so many ways that digital marketing affects our online experience, from ads that we must watch before accessing a video to targeted ads in our social media “feeds” to content creators sharing information in posts about their favorite products (which are paid for promotion). If digital mark…
Immediate access to the full model answer, formatted citations, and rubric breakdown.
Have this question answered from scratch according to your specific instructions and deadline.
Order on TutorsGallery →There are so many ways that digital marketing affects our online experience, from ads that we must watch before accessing a video to targeted ads in our social media “feeds” to content creators sharing information in posts about their favorite products (which are paid for promotion). If digital marketing is effective, individuals will spend more time viewing content that is being marketed and also purchase products. This discussion encourages you to reflect and analyze how your own experiences with digital marketing have affected your learning experiences.
Respond to the following in a minimum of 175 words:
– How has digital marketing impacted the learning opportunities you’re exposed to?
– What is an example of a digital ad you recently viewed? Did it cause you to view other content related to the ad, brand, or creator, purchase anything, or make any decisions related to the ad? Why or why not?
– Have you or someone you know purchased a subscription service so that you do not have to watch ads on your video or audio streaming apps or games? Why or why not?