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Tag: Human Resource Management

  • [Solved] HRM 350 Module 3 Journal

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    In-depth study guidance and analytical solution covering HRM 350 Module 3 Journal.

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  • [Solved] Human Resource Management 6-2 Assignment: Personal Development Plan

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    Do a Personal Development Plan

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    Do a Personal Development Plan

  • [Solved] Human Resource Management Week 3 assignment

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    **files (1)** – ## Document6.docx **## Document6.docx** **Using Evaluation to Effect Positive Social Change** **Introduction** The purpose of this executive summary is to demonstrate how the selected public/nonprofit health organization advances social change through structured evaluation practices….

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    **files (1)**

    – ## Document6.docx

    **## Document6.docx**

    **Using Evaluation to Effect Positive Social Change**

    **Introduction**

    The purpose of this executive summary is to demonstrate how the selected public/nonprofit health organization advances social change through structured evaluation practices. Executive summaries are designed to provide concise, strategic overviews for decisionmakers, emphasizing clarity, purpose, and actionable information (Herman, 2012; Walden University Writing Center, n.d.-b). This paper discusses the organization’s role in promoting social change, reviews relevant literature, identifies an evaluation method that supports outcome monitoring, and explains how the organization can remain aligned with its mission. A synthesis of the evaluation approach is provided, followed by a conclusion summarizing key points.

    **The Organization’s Importance to Social Change**

    Public and nonprofit health organizations are essential to addressing inequities in access, quality, and continuity of care. These organizations often serve populations disproportionately affected by social determinants of health, making their work inherently tied to social change. However, meaningful change requires more than mission statements; it requires measurable, evidencebased action. Evaluation provides the structure needed to ensure that programs are effective, equitable, and aligned with community needs. By using evaluation to guide decisionmaking, the organization strengthens accountability, enhances transparency, and ensures that its interventions contribute to longterm improvements in public health.

    **Overview of Supporting Literature**

    Research consistently shows that evaluation is a critical driver of organizational effectiveness and social impact. Poister et al. (2015) emphasize that performance measurement helps organizations articulate clear objectives and track progress toward missionaligned outcomes. When organizations define specific targets—such as reducing wait times or improving care coordination—they create a foundation for evidencebased management.

    Continuous quality improvement models, particularly the PlanDoStudyAct (PDSA) cycle, provide a structured method for testing and refining interventions. Laverentz and Kumm (2017) found that PDSA cycles improved consistency and evaluation in clinical and educational settings, while Newcombe and FryBowers (2018) demonstrated that PDSAguided interventions enhanced neonatal nutritional practices in a public hospital. These studies highlight the value of iterative testing and datadriven refinement.

    Strengthsbased approaches such as appreciative inquiry further support sustainable social change by fostering collaboration and staff engagement. Fernald et al. (2020) showed that appreciative inquiry increased staff commitment and improved early mobility practices in critical care environments. Meier and Geldenhuys (2017) found that appreciative inquiry strengthened crossdisciplinary collaboration, demonstrating its value in complex organizational settings. Together, these evaluation strategies create a comprehensive framework for learning, adaptation, and continuous improvement.

    **Evaluation Method to Support Social Change Outcomes**

    The organization will use a combined evaluation approach consisting of performance measurement, PDSA cycles, and appreciative inquiry. Performance measurement establishes clear indicators that reflect the organization’s social change goals. These indicators may include patient satisfaction scores, service utilization rates, or reductions in care delays. Baseline and followup data allow the organization to determine whether interventions are producing meaningful improvements.

    The PDSA cycle will serve as the primary method for continuous quality improvement. By implementing smallscale changes, studying their effects, and refining strategies, the organization can remain responsive to community needs and emerging challenges. This iterative process ensures that interventions are grounded in evidence and adjusted based on realtime data.

    Appreciative inquiry complements these methods by engaging staff in identifying strengths, successful practices, and opportunities for growth. This approach supports a positive organizational culture, which is essential for sustaining longterm social change.

    **Keeping the Organization on Track for Social Change**

    To maintain alignment with its social change mission, the organization will embed evaluation into routine operations. Leadership will monitor performance indicators regularly, review PDSA cycle outcomes quarterly, and conduct appreciative inquiry sessions to assess staff experiences and organizational culture. Transparent reporting processes will ensure accountability to stakeholders and the community.

    Additionally, the organization will establish feedback loops that allow staff to share insights, identify barriers, and propose solutions. This ongoing communication ensures that evaluation remains a dynamic process rather than a onetime activity. Embedding evaluation into daily practice aligns with best practices for executive communication and organizational accountability (Herman, 2012; Walden University Writing Center, n.d.-a).

    **Synthesis: Importance of the Evaluation Method for Social Change**

    The integration of performance measurement, PDSA cycles, and appreciative inquiry creates a robust evaluation framework that supports both operational effectiveness and social change. Performance measurement provides clarity and accountability; PDSA cycles enable rapid learning and adaptation; and appreciative inquiry strengthens staff engagement and organizational culture. Together, these methods ensure that the organization not only implements meaningful interventions but also demonstrates their impact through datadriven evidence. This comprehensive approach positions the organization to achieve sustainable improvements in community health and advance its broader social change mission.

    **Conclusion**

    This executive summary examined how evaluation supports the organization’s ability to create and sustain social change. By using performance measurement, PDSA cycles, and appreciative inquiry, the organization can clarify goals, monitor progress, and continuously refine its practices. These evaluation strategies ensure accountability, strengthen organizational culture, and produce measurable improvements in community wellbeing. Ultimately, evaluation is not simply a technical process—it is a critical driver of missionaligned, evidencebased social change.

    **References**

    Fernald, M. M., Smyrnios, N. A., & Vitello, J. (2020). Early mobility for critically ill patients: Building staff commitment through appreciative inquiry.
    _Critical Care Nurse, 40_(4), 66–72.
    [https://doi.org/10.4037/ccn2020251](https://doi.org/10.4037/ccn2020251)

    Herman, L. (2012).
    _White papers and briefing books: A communications program workshop_. Harvard Kennedy School.
    [https://shorensteincenter.org/wp-content/uploads/2012/10/HO_Herman_Policy-Memos_9_24_12.pdf](https://shorensteincenter.org/wp-content/uploads/2012/10/HO_Herman_Policy-Memos_9_24_12.pdf)

    Laverentz, D. M., & Kumm, S. (2017). Concept evaluation using the PDSA cycle for continuous quality improvement.
    _Nursing Education Perspectives, 38_(5), 288–290.
    [https://doi.org/10.1097/01.NEP.0000000000000161](https://doi.org/10.1097/01.NEP.0000000000000161)

    Meier, C., & Geldenhuys, D. J. (2017). Coconstructing appreciative inquiry across disciplines: A duoethnography.
    _South African Journal of Industrial Psychology, 43_, 1–9.
    [https://doi.org/10.4102/sajip.v43i0.1400](https://doi.org/10.4102/sajip.v43i0.1400)

    Newcombe, J., & FryBowers, E. (2018). Improving postoperative neonatal nutritional practices in an intensive care unit using the PDSA cycle.
    _Journal of Pediatric Health Care, 32_(5), 426–434.

    Poister, T. H., Aristigueta, M. P., & Hall, J. L. (2015).
    _Managing and measuring performance in public and nonprofit organizations: An integrated approach_ (2nd ed.). JosseyBass.

    Walden University Writing Center. (n.d.-a).
    _Walden templates: General templates_.
    [https://academicguides.waldenu.edu/writingcenter/templates/general](https://academicguides.waldenu.edu/writingcenter/templates/general)

    Walden University Writing Center. (n.d.-b).
    _Common assignments: Executive summaries_.
    [https://academicguides.waldenu.edu/writingcenter/assignments/executivesummaries](https://academicguides.waldenu.edu/writingcenter/assignments/executivesummaries)

    **## Document6.docx**

    **Using Evaluation to Effect Positive Social Change**

    **Introduction**

    The purpose of this executive summary is to demonstrate how the selected public/nonprofit health organization advances social change through structured evaluation practices. Executive summaries are designed to provide concise, strategic overviews for decisionmakers, emphasizing clarity, purpose, and actionable information (Herman, 2012; Walden University Writing Center, n.d.-b). This paper discusses the organization’s role in promoting social change, reviews relevant literature, identifies an evaluation method that supports outcome monitoring, and explains how the organization can remain aligned with its mission. A synthesis of the evaluation approach is provided, followed by a conclusion summarizing key points.

    **The Organization’s Importance to Social Change**

    Public and nonprofit health organizations are essential to addressing inequities in access, quality, and continuity of care. These organizations often serve populations disproportionately affected by social determinants of health, making their work inherently tied to social change. However, meaningful change requires more than mission statements; it requires measurable, evidencebased action. Evaluation provides the structure needed to ensure that programs are effective, equitable, and aligned with community needs. By using evaluation to guide decisionmaking, the organization strengthens accountability, enhances transparency, and ensures that its interventions contribute to longterm improvements in public health.

    **Overview of Supporting Literature**

    Research consistently shows that evaluation is a critical driver of organizational effectiveness and social impact. Poister et al. (2015) emphasize that performance measurement helps organizations articulate clear objectives and track progress toward missionaligned outcomes. When organizations define specific targets—such as reducing wait times or improving care coordination—they create a foundation for evidencebased management.

    Continuous quality improvement models, particularly the PlanDoStudyAct (PDSA) cycle, provide a structured method for testing and refining interventions. Laverentz and Kumm (2017) found that PDSA cycles improved consistency and evaluation in clinical and educational settings, while Newcombe and FryBowers (2018) demonstrated that PDSAguided interventions enhanced neonatal nutritional practices in a public hospital. These studies highlight the value of iterative testing and datadriven refinement.

    Strengthsbased approaches such as appreciative inquiry further support sustainable social change by fostering collaboration and staff engagement. Fernald et al. (2020) showed that appreciative inquiry increased staff commitment and improved early mobility practices in critical care environments. Meier and Geldenhuys (2017) found that appreciative inquiry strengthened crossdisciplinary collaboration, demonstrating its value in complex organizational settings. Together, these evaluation strategies create a comprehensive framework for learning, adaptation, and continuous improvement.

    **Evaluation Method to Support Social Change Outcomes**

    The organization will use a combined evaluation approach consisting of performance measurement, PDSA cycles, and appreciative inquiry. Performance measurement establishes clear indicators that reflect the organization’s social change goals. These indicators may include patient satisfaction scores, service utilization rates, or reductions in care delays. Baseline and followup data allow the organization to determine whether interventions are producing meaningful improvements.

    The PDSA cycle will serve as the primary method for continuous quality improvement. By implementing smallscale changes, studying their effects, and refining strategies, the organization can remain responsive to community needs and emerging challenges. This iterative process ensures that interventions are grounded in evidence and adjusted based on realtime data.

    Appreciative inquiry complements these methods by engaging staff in identifying strengths, successful practices, and opportunities for growth. This approach supports a positive organizational culture, which is essential for sustaining longterm social change.

    **Keeping the Organization on Track for Social Change**

    To maintain alignment with its social change mission, the organization will embed evaluation into routine operations. Leadership will monitor performance indicators regularly, review PDSA cycle outcomes quarterly, and conduct appreciative inquiry sessions to assess staff experiences and organizational culture. Transparent reporting processes will ensure accountability to stakeholders and the community.

    Additionally, the organization will establish feedback loops that allow staff to share insights, identify barriers, and propose solutions. This ongoing communication ensures that evaluation remains a dynamic process rather than a onetime activity. Embedding evaluation into daily practice aligns with best practices for executive communication and organizational accountability (Herman, 2012; Walden University Writing Center, n.d.-a).

    **Synthesis: Importance of the Evaluation Method for Social Change**

    The integration of performance measurement, PDSA cycles, and appreciative inquiry creates a robust evaluation framework that supports both operational effectiveness and social change. Performance measurement provides clarity and accountability; PDSA cycles enable rapid learning and adaptation; and appreciative inquiry strengthens staff engagement and organizational culture. Together, these methods ensure that the organization not only implements meaningful interventions but also demonstrates their impact through datadriven evidence. This comprehensive approach positions the organization to achieve sustainable improvements in community health and advance its broader social change mission.

    **Conclusion**

    This executive summary examined how evaluation supports the organization’s ability to create and sustain social change. By using performance measurement, PDSA cycles, and appreciative inquiry, the organization can clarify goals, monitor progress, and continuously refine its practices. These evaluation strategies ensure accountability, strengthen organizational culture, and produce measurable improvements in community wellbeing. Ultimately, evaluation is not simply a technical process—it is a critical driver of missionaligned, evidencebased social change.

    **References**

    Fernald, M. M., Smyrnios, N. A., & Vitello, J. (2020). Early mobility for critically ill patients: Building staff commitment through appreciative inquiry.
    _Critical Care Nurse, 40_(4), 66–72.
    [https://doi.org/10.4037/ccn2020251](https://doi.org/10.4037/ccn2020251)

    Herman, L. (2012).
    _White papers and briefing books: A communications program workshop_. Harvard Kennedy School.
    [https://shorensteincenter.org/wp-content/uploads/2012/10/HO_Herman_Policy-Memos_9_24_12.pdf](https://shorensteincenter.org/wp-content/uploads/2012/10/HO_Herman_Policy-Memos_9_24_12.pdf)

    Laverentz, D. M., & Kumm, S. (2017). Concept evaluation using the PDSA cycle for continuous quality improvement.
    _Nursing Education Perspectives, 38_(5), 288–290.
    [https://doi.org/10.1097/01.NEP.0000000000000161](https://doi.org/10.1097/01.NEP.0000000000000161)

    Meier, C., & Geldenhuys, D. J. (2017). Coconstructing appreciative inquiry across disciplines: A duoethnography.
    _South African Journal of Industrial Psychology, 43_, 1–9.
    [https://doi.org/10.4102/sajip.v43i0.1400](https://doi.org/10.4102/sajip.v43i0.1400)

    Newcombe, J., & FryBowers, E. (2018). Improving postoperative neonatal nutritional practices in an intensive care unit using the PDSA cycle.
    _Journal of Pediatric Health Care, 32_(5), 426–434.

    Poister, T. H., Aristigueta, M. P., & Hall, J. L. (2015).
    _Managing and measuring performance in public and nonprofit organizations: An integrated approach_ (2nd ed.). JosseyBass.

    Walden University Writing Center. (n.d.-a).
    _Walden templates: General templates_.
    [https://academicguides.waldenu.edu/writingcenter/templates/general](https://academicguides.waldenu.edu/writingcenter/templates/general)

    Walden University Writing Center. (n.d.-b).
    _Common assignments: Executive summaries_.
    [https://academicguides.waldenu.edu/writingcenter/assignments/executivesummaries](https://academicguides.waldenu.edu/writingcenter/assignments/executivesummaries)

  • [Solved] HR 3.0

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    A reading response is a specific type of paragraph that asks you, as the reader, to engage critically with an assigned text. It is not simply asking whether you like or dislike the text. Instead, a reading response should demonstrate your understanding of the author’s ideas and your ability to thoug…

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    Assignment Prompt & Instructions

    A reading response is a specific type of paragraph that asks you, as the reader, to engage critically with an assigned text. It is not simply asking whether you like or dislike the text. Instead, a reading response should demonstrate your understanding of the author’s ideas and your ability to thoughtfully analyze them.

    Your reading response should:

    Demonstrate to the instructor that you have read and understood the text

    Identify the main argument and the purpose of the text

    Engage critically with the text by using evidence from the article to support your perspective

    In your response paragraph, you should clearly explain whether you agree or disagree with the author’s ideas and explain why. You should also activate your prior knowledge or make a personal connection by explaining how the ideas in the text relate to your own experiences, observations, or other things you have read.

    Remember that your response should be supported with specific examples or references from the text, showing how the author’s ideas influenced your thinking.

  • [Solved] Conflict Management Interview and Reflection

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    The best way to learn anything is from those with deep knowledge and experience in their respective fields. Leaders learn from other leaders the practices that have worked for them in their experiences of success; leaders can learn from others’ failures as well. In this assessment, you will reflect …

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    Assignment Prompt & Instructions

    The best way to learn anything is from those with deep knowledge and experience in their respective fields. Leaders learn from other leaders the practices that have worked for them in their experiences of success; leaders can learn from others’ failures as well. In this assessment, you will reflect on an interview about relationship-building and conflict management with an organizational leader.

    You have been assigned by a local publication to choose, interview, and reflect on a conversation with a senior leader in health care or a similar level of responsibility (e.g., someone who runs a non-profit, a director of marketing or human resources, etc.).

    #### **Preparation**

    – Prepare 12–15 questions for the interview.
    – Write all your questions down and have space to add their answers and your notes.
    – Make sure to include questions about:
    – How they manage conflict
    – How they network and build relationships
    – How they support their teams
    – How they effectively communicate with many different personalities
    – Ask for examples to fully understand their point of view.
    – Add any questions you’d like to know (as this is your chance to talk with someone in a possible future role for you).

    Protect your interviewee’s privacy and only mention their name and position if you have permission to do so.

    #### **Deliverable**

    **Choose** one of the following options to submit your interview:

    – Record the interview (with the interviewee’s permission). Include your reflection as part of the recording or submit it as a separate written reflection on the conflict management and relationship-building takeaways.
    – Complete the [Conflict Management Interview Template](https://multimedia.phoenix.edu/cms/202447539).

    **Conduct** a 12- to 15-question interview with your chosen leader. Address the following in your interview:

    – Introduce the interviewee.
    – Ask and get answers to your questions on:
    – How they manage conflict
    – How they network and build relationships
    – How they support their teams
    – How they effectively communicate with many different personalities
    – Ask and get answers to your additional questions, for a total of 12–15 questions.
    – Reflect on your takeaways from the interview, including how you’ll leverage this knowledge in your career.

    **Cite** any sources to support your assessment.

    **Format** your citations according to APA guidelines.

    – [\
    \
    mha542_v3_wk4_interview_template.docx](https://www.sweetstudy.com/files/mha542-v3-wk4-interview-template-docx "mha542_v3_wk4_interview_template.docx")

  • [Solved] Human Resource Management

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    Human Resource Management Capstone **files (1)** – ## HRMDInstructionsandRubric.docx **## HRMDInstructionsandRubric.docx** Purpose This assignment is to equip HR professionals with the knowledge and skills necessary to conduct a comprehensive HR audit focusing on international staffing strategies an…

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    Assignment Prompt & Instructions

    Human Resource Management Capstone

    **files (1)**

    – ## HRMDInstructionsandRubric.docx

    **## HRMDInstructionsandRubric.docx**

    Purpose

    This assignment is to equip HR professionals with the knowledge and skills necessary to conduct a comprehensive HR audit focusing on international staffing strategies and organizational structural design for multinational enterprises (MNEs). Through the assignment of writing an executive memo, you will analyze and evaluate two international staffing strategies, considering their advantages and disadvantages in balancing global and local needs, legal requirements, cultural embeddedness, trust, and management involvement. Additionally, you will recommend an MNEs organizational structural design aligned with the company's needs, strategic objectives, and capacity for thriving in diverse global environments. This assignment aims to develop your critical thinking, analytical, and decision-making abilities in the context of international HR management.

    Task

    **Research international staffing strategies:**

    · Explore ethnocentric, polycentric, geocentric, and regiocentric approaches.

    · Identify advantages and disadvantages of each strategy.

    · Assess global and local needs.

    **Evaluate the company's global expansion goals and local market requirements:**

    · Analyze legal, cultural, and regulatory factors influencing staffing decisions.

    **Justify staffing strategy choices:**

    · Determine how each staffing strategy aligns with the company's objectives.

    · Evaluate the cultural embeddedness, trust-building, and management involvement associated with each strategy.

    **Recommend organizational structural design:**

    · Explore various multinational enterprise (MNEs) organizational structures.

    · Select a structure that promotes strategic alignment and allows for company growth and adaptation.

    **Develop a comprehensive memo:**

    · Synthesize research findings and recommendations into a well-structured memo for the intended audience.

    · Provide clear justifications and rationale for the chosen staffing strategies and organizational design.

    Submission

    To effectively address the questions, it is essential that you thoroughly review the unit course scenario, as it provides the contextual framework necessary for crafting informed and relevant responses.

    · Identify and explain two international staffing strategies, the advantages, and disadvantages of each strategy.

    · Recommend at least one MNEs organizational structural design with a clear rationale for its selection.

    · Articulate how the recommended structural design aligns with company needs and strategic goals.

    · Anticipate and address potential challenges and risks associated with implementation.

    · Produce an exceptionally well-written, articulate, and professionally formatted memo.

    · Maintain a consistent tone and language suitable for the intended audience.

    · Utilize three credible references to bolster arguments and inform your analysis.

    | | | | | | | |
    | — | — | — | — | — | — | — |
    | **Criteria** | **Excellent**<br>**65 points** | **Proficient**<br>**55.25 points** | **Approaching Proficiency**<br>**48.75 points** | **Needs Improvement**<br>**42.25 points** | **No Submission**<br>**0 points** | **Criterion Score** |
    | International Staffing Strategies | Identifies and explains two international staffing strategies comprehensively, demonstrating a deep understanding. Provides a thorough analysis of the advantages and disadvantages of each strategy, considering various factors comprehensively. | Presents two international staffing strategies with clear explanations but may lack depth in understanding. Offers a reasonable analysis of the advantages and disadvantages of each strategy, though some aspects may be overlooked. | Identifies two international staffing strategies, but explanations may be superficial or lack clarity. Provides a basic analysis of the advantages and disadvantages of each strategy but overlooks important considerations. | Identifies two international staffing strategies, but explanations may be superficial or lack clarity. Provides a basic analysis of the advantages and disadvantages of each strategy but overlooks important considerations. | No international staffing strategies identified. | Score of International Staffing Strategies,<br>/ 65 |
    | **Criteria** | **Excellent**<br>**50 points** | **Proficient**<br>**42.5 points** | **Approaching Proficiency**<br>**37.5 points** | **Needs Improvement**<br>**32.5 points** | **No Submission**<br>**0 points** | **Criterion Score** |
    | Justification for Balancing Global and Local Needs | Demonstrates a comprehensive understanding of the need to balance global and local needs, legal requirements, cultural considerations, trust, and management involvement. Provides a well-justified and detailed plan for achieving this balance, considering various factors and potential challenges. | Shows a clear understanding of the importance of balancing global and local needs, legal aspects, cultural nuances, trust, and management involvement. Presents a reasonably justified plan for achieving this balance, though some aspects may lack depth or clarity. | Recognizes the need to balance global and local needs, legal requirements, cultural factors, trust, and management involvement, but explanations may be limited or vague. Provides a basic plan for achieving this balance, but key considerations may be overlooked or not adequately addressed. | Demonstrates a lack of understanding of the importance of balancing global and local needs, legal aspects, cultural factors, trust, and management involvement. Fails to provide a coherent or justified plan for achieving this balance, lacking critical analysis or consideration of key factors. | Does not justify the need to balance global or local needs. | Score of Justification for Balancing Global and Local Needs,<br>/ 50 |
    | Recommendation for MNEs Organizational Structural Design | Provides a thorough analysis of Multinational Enterprises (MNEs) organizational structural designs. Justifies the selected organizational structure with clear alignment to the company's needs and strategic objectives. Offers innovative suggestions for optimizing the organizational structure to enhance the company's competitiveness and resilience in a global context. Adds relevant support and evidence to demonstrate critical thinking. | The analysis of Multinational Enterprises (MNEs) organizational structural designs is detailed, covering most relevant factors, although some aspects may lack depth. The justification for the selected organizational structure is reasonable and demonstrates a solid understanding of the company's needs and strategic objectives. The recommendations for optimizing the organizational structure are sound, though they may lack some innovation or detailed implementation strategies. There is some evidence of critical thinking and the use of course materials to support ideas. | The analysis of Multinational Enterprises (MNEs) organizational structural designs is somewhat limited, lacking depth and critical insights into key factors. The justification for the selected organizational structure is weak or unclear, with limited alignment to the company's needs and strategic objectives. The recommendations for optimizing the organizational structure are basic and may lack specificity or practicality in implementation. Answers are very brief with little or no use evidence of critical thinking or use of course materials to support ideas. | The analysis of Multinational Enterprises (MNEs) organizational structural designs is superficial, with significant gaps and oversights in key areas. The justification for the selected organizational structure is absent or severely lacking, showing little understanding of the company's needs and strategic direction. The recommendations for optimizing the organizational structure are inadequate, offering little to no value in terms of improving the company's competitiveness or strategic alignment. | The analysis of Multinational Enterprises (MNEs) organizational structural designs is missing or answers are incorrect. | Score of Recommendation for MNEs Organizational Structural Design,<br>/ 50 |

    | | | | | | | |
    | — | — | — | — | — | — | — |
    | **Criteria** | **Excellent**<br>**25 points** | **Proficient**<br>**21.25 points** | **Approaching Proficiency**<br>**18.75 points** | **Needs Improvement**<br>**16.25 points** | **No Submission**<br>**0 points** | **Criterion Score** |
    | Writing Mechanics and Use of Language | Strictly adheres to standard usage rules of mechanics: Conventions of written English, including, but not limited to capitalization and punctuation and spelling.  errors found.  jargon used. | Adheres to standard usage rules of mechanics: Conventions of written English, including capitalization and punctuation and spelling. One to three errors found. | Adheres to standard usage rules of mechanics: Conventions of written English, including capitalization and punctuation and spelling. One to three errors found. | Does not adhere to standard usage rules of mechanics: Conventions of written English, including capitalization and punctuation and spelling. Over ten errors found. | Completely missing or incorrect. | Score of Writing Mechanics and Use of Language,<br>/ 25 |
    | **Criteria** | **Excellent**<br>**10 points** | **Proficient**<br>**8.5 points** | **Approaching Proficiency**<br>**7.5 points** | **Needs Improvement**<br>**6.5 points** | **No Submission**<br>**0 points** | **Criterion Score** |
    | Guidelines for In-text Citations and References | The paper correctly cites in-text and lists at least three course resources. All references are cited, and all citations are referenced. | Most in-text citations and the references are properly cited; formatting is inconsistent/inaccurate in a few cases, or there is a mismatch between a citation and a reference. Uses at least three course materials resources. | References are cited but incorrectly or does not use three resources from course materials. | Most in-text citations and the references are properly cited; formatting is inconsistent/inaccurate in a few cases, or there is a mismatch between a citation and a reference. Uses at least three course materials resources. | | |

    **## HRMDInstructionsandRubric.docx**

    Purpose

    This assignment is to equip HR professionals with the knowledge and skills necessary to conduct a comprehensive HR audit focusing on international staffing strategies and organizational structural design for multinational enterprises (MNEs). Through the assignment of writing an executive memo, you will analyze and evaluate two international staffing strategies, considering their advantages and disadvantages in balancing global and local needs, legal requirements, cultural embeddedness, trust, and management involvement. Additionally, you will recommend an MNEs organizational structural design aligned with the company's needs, strategic objectives, and capacity for thriving in diverse global environments. This assignment aims to develop your critical thinking, analytical, and decision-making abilities in the context of international HR management.

    Task

    **Research international staffing strategies:**

    · Explore ethnocentric, polycentric, geocentric, and regiocentric approaches.

    · Identify advantages and disadvantages of each strategy.

    · Assess global and local needs.

    **Evaluate the company's global expansion goals and local market requirements:**

    · Analyze legal, cultural, and regulatory factors influencing staffing decisions.

    **Justify staffing strategy choices:**

    · Determine how each staffing strategy aligns with the company's objectives.

    · Evaluate the cultural embeddedness, trust-building, and management involvement associated with each strategy.

    **Recommend organizational structural design:**

    · Explore various multinational enterprise (MNEs) organizational structures.

    · Select a structure that promotes strategic alignment and allows for company growth and adaptation.

    **Develop a comprehensive memo:**

    · Synthesize research findings and recommendations into a well-structured memo for the intended audience.

    · Provide clear justifications and rationale for the chosen staffing strategies and organizational design.

    Submission

    To effectively address the questions, it is essential that you thoroughly review the unit course scenario, as it provides the contextual framework necessary for crafting informed and relevant responses.

    · Identify and explain two international staffing strategies, the advantages, and disadvantages of each strategy.

    · Recommend at least one MNEs organizational structural design with a clear rationale for its selection.

    · Articulate how the recommended structural design aligns with company needs and strategic goals.

    · Anticipate and address potential challenges and risks associated with implementation.

    · Produce an exceptionally well-written, articulate, and professionally formatted memo.

    · Maintain a consistent tone and language suitable for the intended audience.

    · Utilize three credible references to bolster arguments and inform your analysis.

    | | | | | | | |
    | — | — | — | — | — | — | — |
    | **Criteria** | **Excellent**<br>**65 points** | **Proficient**<br>**55.25 points** | **Approaching Proficiency**<br>**48.75 points** | **Needs Improvement**<br>**42.25 points** | **No Submission**<br>**0 points** | **Criterion Score** |
    | International Staffing Strategies | Identifies and explains two international staffing strategies comprehensively, demonstrating a deep understanding. Provides a thorough analysis of the advantages and disadvantages of each strategy, considering various factors comprehensively. | Presents two international staffing strategies with clear explanations but may lack depth in understanding. Offers a reasonable analysis of the advantages and disadvantages of each strategy, though some aspects may be overlooked. | Identifies two international staffing strategies, but explanations may be superficial or lack clarity. Provides a basic analysis of the advantages and disadvantages of each strategy but overlooks important considerations. | Identifies two international staffing strategies, but explanations may be superficial or lack clarity. Provides a basic analysis of the advantages and disadvantages of each strategy but overlooks important considerations. | No international staffing strategies identified. | Score of International Staffing Strategies,<br>/ 65 |
    | **Criteria** | **Excellent**<br>**50 points** | **Proficient**<br>**42.5 points** | **Approaching Proficiency**<br>**37.5 points** | **Needs Improvement**<br>**32.5 points** | **No Submission**<br>**0 points** | **Criterion Score** |
    | Justification for Balancing Global and Local Needs | Demonstrates a comprehensive understanding of the need to balance global and local needs, legal requirements, cultural considerations, trust, and management involvement. Provides a well-justified and detailed plan for achieving this balance, considering various factors and potential challenges. | Shows a clear understanding of the importance of balancing global and local needs, legal aspects, cultural nuances, trust, and management involvement. Presents a reasonably justified plan for achieving this balance, though some aspects may lack depth or clarity. | Recognizes the need to balance global and local needs, legal requirements, cultural factors, trust, and management involvement, but explanations may be limited or vague. Provides a basic plan for achieving this balance, but key considerations may be overlooked or not adequately addressed. | Demonstrates a lack of understanding of the importance of balancing global and local needs, legal aspects, cultural factors, trust, and management involvement. Fails to provide a coherent or justified plan for achieving this balance, lacking critical analysis or consideration of key factors. | Does not justify the need to balance global or local needs. | Score of Justification for Balancing Global and Local Needs,<br>/ 50 |
    | Recommendation for MNEs Organizational Structural Design | Provides a thorough analysis of Multinational Enterprises (MNEs) organizational structural designs. Justifies the selected organizational structure with clear alignment to the company's needs and strategic objectives. Offers innovative suggestions for optimizing the organizational structure to enhance the company's competitiveness and resilience in a global context. Adds relevant support and evidence to demonstrate critical thinking. | The analysis of Multinational Enterprises (MNEs) organizational structural designs is detailed, covering most relevant factors, although some aspects may lack depth. The justification for the selected organizational structure is reasonable and demonstrates a solid understanding of the company's needs and strategic objectives. The recommendations for optimizing the organizational structure are sound, though they may lack some innovation or detailed implementation strategies. There is some evidence of critical thinking and the use of course materials to support ideas. | The analysis of Multinational Enterprises (MNEs) organizational structural designs is somewhat limited, lacking depth and critical insights into key factors. The justification for the selected organizational structure is weak or unclear, with limited alignment to the company's needs and strategic objectives. The recommendations for optimizing the organizational structure are basic and may lack specificity or practicality in implementation. Answers are very brief with little or no use evidence of critical thinking or use of course materials to support ideas. | The analysis of Multinational Enterprises (MNEs) organizational structural designs is superficial, with significant gaps and oversights in key areas. The justification for the selected organizational structure is absent or severely lacking, showing little understanding of the company's needs and strategic direction. The recommendations for optimizing the organizational structure are inadequate, offering little to no value in terms of improving the company's competitiveness or strategic alignment. | The analysis of Multinational Enterprises (MNEs) organizational structural designs is missing or answers are incorrect. | Score of Recommendation for MNEs Organizational Structural Design,<br>/ 50 |

    | | | | | | | |
    | — | — | — | — | — | — | — |
    | **Criteria** | **Excellent**<br>**25 points** | **Proficient**<br>**21.25 points** | **Approaching Proficiency**<br>**18.75 points** | **Needs Improvement**<br>**16.25 points** | **No Submission**<br>**0 points** | **Criterion Score** |
    | Writing Mechanics and Use of Language | Strictly adheres to standard usage rules of mechanics: Conventions of written English, including, but not limited to capitalization and punctuation and spelling.  errors found.  jargon used. | Adheres to standard usage rules of mechanics: Conventions of written English, including capitalization and punctuation and spelling. One to three errors found. | Adheres to standard usage rules of mechanics: Conventions of written English, including capitalization and punctuation and spelling. One to three errors found. | Does not adhere to standard usage rules of mechanics: Conventions of written English, including capitalization and punctuation and spelling. Over ten errors found. | Completely missing or incorrect. | Score of Writing Mechanics and Use of Language,<br>/ 25 |
    | **Criteria** | **Excellent**<br>**10 points** | **Proficient**<br>**8.5 points** | **Approaching Proficiency**<br>**7.5 points** | **Needs Improvement**<br>**6.5 points** | **No Submission**<br>**0 points** | **Criterion Score** |
    | Guidelines for In-text Citations and References | The paper correctly cites in-text and lists at least three course resources. All references are cited, and all citations are referenced. | Most in-text citations and the references are properly cited; formatting is inconsistent/inaccurate in a few cases, or there is a mismatch between a citation and a reference. Uses at least three course materials resources. | References are cited but incorrectly or does not use three resources from course materials. | Most in-text citations and the references are properly cited; formatting is inconsistent/inaccurate in a few cases, or there is a mismatch between a citation and a reference. Uses at least three course materials resources. | | |

  • [Solved] Huan Resource Management

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    Organizational Development and Change **files (1)** – ## HRMD650InstructionsandRubric.docx **## HRMD650InstructionsandRubric.docx** Purpose The purpose of this project is to examine organizational development and identify change formulas/theories and roles. Using a case study, you will be asked to d…

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    Assignment Prompt & Instructions

    Organizational Development and Change

    **files (1)**

    – ## HRMD650InstructionsandRubric.docx

    **## HRMD650InstructionsandRubric.docx**

    Purpose

    The purpose of this project is to examine organizational development and identify change formulas/theories and roles. Using a case study, you will be asked to demonstrate how specific roles and change formulas/theories affect organizational effectiveness.

    Task

    **Step 1:** Carefully read the case study
    [_Danny Meyer Leads His Company Through the Challenges of Eliminating Tips_](https://openstax.org/books/organizational-behavior/pages/16-critical-thinking-case).
    **Note** – this case is
    **one page** in length.

    **Step 2:** Compose a 4- to 5-page paper (excluding the title page and reference list page) that includes all of the following points:

    · Research the concepts of change theories, planned change, and organizational change roles, as well as how they individually and collectively relate to the ability for leaders to create effective change that ultimately leads to successful organizational change process.

    · Apply your research on the concepts identified to the case study.

    · Develop a forward strategy for leadership and management that focuses on communication and trust that will help the organization implement these new strategies.

    · Explain the reasoning/conclusions behind your plan elements and support them with your research, class materials, and case study facts.

    · Analyze how the plan/strategies you develop for management will maximize the success of the change initiative.

    Submission

    · Carefully read the
    **Case Study Written Assignment Rubric** for the assignment.

    · Check the instructions to ensure all elements of the assignment are covered.

    · Review the
    [How to Solve a Case Study](https://leocontent.umgc.edu/content/dam/course-content/tgs/hrmd/hrmd-650/document/How_to_Solve_a_Case_Study.doc?ou=1377691) document for guidance on completing a case study written assignment.

    · Students are expected to use a variety as well as multiple course readings and research to support ideas, reasoning, and conclusions.

    · This assignment requires the use of, at minimum, four scholarly references/sources that were published within the last five years.

    · Follow proper style and format guidelines to ensure that your final submission includes a title page, in-text citations, and a reference page (see
    [writing resources](https://leocontent.umgc.edu/content/umuc/tgs/hrmd/hrmd650/2262/course-overview/course-resources.html?ou=1377691)).

    · Paraphrase from relevant sources to show a greater understanding of the topics. Limit quotes, though when used, explain their significance. Provide the page or paragraph number as appropriate for APA format. Note that a reference within a reference list cannot exist without an associated in-text citation and vice versa.

    · This paper should begin with an introductory paragraph that clearly and succinctly explains what you intend to cover in the body of the paper.

    · This paper should end with a conclusion/summary paragraph that clearly and succinctly explains what you covered in the body of the paper.

    · Third-person writing is required. Third person means that there are no words such as “I,” “me,” “my,” “we,” or “us” (first-person writing), nor is there use of “you” or “your” (second-person writing). If uncertain how to write in the third person, view the resource
    [First, Second, and Third Person](https://www.quickanddirtytips.com/education/grammar/first-second-and-third-person).

    · Contractions are not used in business writing, so the expectation is that students do NOT use contractions in the assignment.

    · The paper must be double-spaced with 1-inch margins and 12-point font.

    · Submit the final project into the appropriate assignment submission folder by the due date.

    · NOTE: All submitted work is to be your original work.

    This assignment is worth 15% of your final grade and addresses Course Objectives 1 through 6. It gives you an opportunity to apply organizational-level diagnostic processes and organizational development principles to a real-life situation. You will also have the opportunity to assess the appropriateness of the steps taken and propose alternative interventions based on the presenting problems and underlying issues uncovered in the diagnosis. You must complete this assignment individually, without contacting other students, and you may not use a paper or any part of a paper from a previous class or from another person. If you have questions about this assignment, please post them in the Ask the Professor discussion forum so that everyone can benefit from the answers.

    | | | | | | |
    | — | — | — | — | — | — |
    | **Criteria** | **Excellent** | **Proficient** | **Sufficient** | **Did Not Achieve Level** | **Criterion Score** |
    | Introduction, Analysis, and Evaluation | 45 points<br>Student demonstrated complete and thorough outline of the facts surrounding the case, identified all key issues, appropriately identified alternative courses of action, and clearly outlined the reasons for the recommendation.<br>45 –40 points | 39 points<br>Student satisfactorily outlined the facts surrounding the case, identified most key issues, appropriately identified alternative courses of action, and satisfactorily outlined the reasons for the recommendation.<br>39 – 34 points | 33 points<br>Student demonstrated less than satisfactory outline of the facts surrounding the case, identified some key issues, identified some alternative courses of action, and/or less than satisfactorily outlined the reasons for the recommendation.<br>33 – 27 points | 26 points<br>Student unsatisfactorily outlined the facts surrounding the case, key issues, alternative courses of action, and the reasons for the recommendation.<br>26 – 0 points | Score of Introduction, Analysis, and Evaluation,<br>/ 45 |
    | Quality of Content | 35 points<br>Student demonstrated exceptional knowledge of relevant concepts and theories; all statements and opinions were supported by appropriate citations from relevant literature.<br>35 – 31 points | 30 points<br>Student demonstrated satisfactory knowledge of relevant concepts and theories; most statements and opinions were supported by appropriate citations from relevant literature.<br>30 – 28 points | 27 points<br>Student demonstrated less than satisfactory knowledge of relevant concepts and theories; some statements and opinions were not supported by appropriate citations from the literature.<br>27 – 23 points | 22 points<br>Student demonstrated unsatisfactory knowledge of relevant concepts and theories; many statements and opinions were not supported by appropriate citations from the literature.<br>22 – 0 points | Score of Quality of Content,<br>/ 35 |
    | Quality of Research | 35 points<br>Student did an exceptional job of integrating course readings with additional research. Student cited more than the required number of references.<br>Sources listed were all scholarly or practitioner journals from the last five years.<br>35 – 31 points | 30 points<br>Student did a satisfactory job of integrating course readings with additional research. Student cited the required number of references. Sources listed were primarily scholarly or practitioner journals from the last five years.<br>30 – 28 points | 27 points<br>Student did a less than satisfactory job of integrating course readings with additional research. Student may not have cited the required number of references. Some sources listed may not have been scholarly or practitioner journals from the last five years.<br>27 – 23 points | 22 points<br>Student did an inadequate job of integrating course readings with additional research. Student did not cite the required number of references.<br>Many of the sources listed were not scholarly or practitioner journals from the last five years.<br>22 – 0 points | Score of Quality of Research,<br>/ 35 |
    | Organization, Mechanics | 35 points<br>Contributes to discussion with clear, concise comments formatted in an easy-to-read style that is free of grammatical, spelling errors.<br>The page length requirement was met.<br>35 – 31 points | 30 points<br>Contributes valuable information to discussion with minor clarity, mechanics errors. The page length requirement was met or may have been slightly exceeded.<br>30 – 28 points | 27 points<br>Contributes to discussion with errors in clarity, style, vocabulary selection, and/or has some major writing errors. The page length requirement may not have been met.<br>27 – 23 points | 22 points<br>Student did not achieve level.<br>22 – 0 points | |

    **## HRMD650InstructionsandRubric.docx**

    Purpose

    The purpose of this project is to examine organizational development and identify change formulas/theories and roles. Using a case study, you will be asked to demonstrate how specific roles and change formulas/theories affect organizational effectiveness.

    Task

    **Step 1:** Carefully read the case study
    [_Danny Meyer Leads His Company Through the Challenges of Eliminating Tips_](https://openstax.org/books/organizational-behavior/pages/16-critical-thinking-case).
    **Note** – this case is
    **one page** in length.

    **Step 2:** Compose a 4- to 5-page paper (excluding the title page and reference list page) that includes all of the following points:

    · Research the concepts of change theories, planned change, and organizational change roles, as well as how they individually and collectively relate to the ability for leaders to create effective change that ultimately leads to successful organizational change process.

    · Apply your research on the concepts identified to the case study.

    · Develop a forward strategy for leadership and management that focuses on communication and trust that will help the organization implement these new strategies.

    · Explain the reasoning/conclusions behind your plan elements and support them with your research, class materials, and case study facts.

    · Analyze how the plan/strategies you develop for management will maximize the success of the change initiative.

    Submission

    · Carefully read the
    **Case Study Written Assignment Rubric** for the assignment.

    · Check the instructions to ensure all elements of the assignment are covered.

    · Review the
    [How to Solve a Case Study](https://leocontent.umgc.edu/content/dam/course-content/tgs/hrmd/hrmd-650/document/How_to_Solve_a_Case_Study.doc?ou=1377691) document for guidance on completing a case study written assignment.

    · Students are expected to use a variety as well as multiple course readings and research to support ideas, reasoning, and conclusions.

    · This assignment requires the use of, at minimum, four scholarly references/sources that were published within the last five years.

    · Follow proper style and format guidelines to ensure that your final submission includes a title page, in-text citations, and a reference page (see
    [writing resources](https://leocontent.umgc.edu/content/umuc/tgs/hrmd/hrmd650/2262/course-overview/course-resources.html?ou=1377691)).

    · Paraphrase from relevant sources to show a greater understanding of the topics. Limit quotes, though when used, explain their significance. Provide the page or paragraph number as appropriate for APA format. Note that a reference within a reference list cannot exist without an associated in-text citation and vice versa.

    · This paper should begin with an introductory paragraph that clearly and succinctly explains what you intend to cover in the body of the paper.

    · This paper should end with a conclusion/summary paragraph that clearly and succinctly explains what you covered in the body of the paper.

    · Third-person writing is required. Third person means that there are no words such as “I,” “me,” “my,” “we,” or “us” (first-person writing), nor is there use of “you” or “your” (second-person writing). If uncertain how to write in the third person, view the resource
    [First, Second, and Third Person](https://www.quickanddirtytips.com/education/grammar/first-second-and-third-person).

    · Contractions are not used in business writing, so the expectation is that students do NOT use contractions in the assignment.

    · The paper must be double-spaced with 1-inch margins and 12-point font.

    · Submit the final project into the appropriate assignment submission folder by the due date.

    · NOTE: All submitted work is to be your original work.

    This assignment is worth 15% of your final grade and addresses Course Objectives 1 through 6. It gives you an opportunity to apply organizational-level diagnostic processes and organizational development principles to a real-life situation. You will also have the opportunity to assess the appropriateness of the steps taken and propose alternative interventions based on the presenting problems and underlying issues uncovered in the diagnosis. You must complete this assignment individually, without contacting other students, and you may not use a paper or any part of a paper from a previous class or from another person. If you have questions about this assignment, please post them in the Ask the Professor discussion forum so that everyone can benefit from the answers.

    | | | | | | |
    | — | — | — | — | — | — |
    | **Criteria** | **Excellent** | **Proficient** | **Sufficient** | **Did Not Achieve Level** | **Criterion Score** |
    | Introduction, Analysis, and Evaluation | 45 points<br>Student demonstrated complete and thorough outline of the facts surrounding the case, identified all key issues, appropriately identified alternative courses of action, and clearly outlined the reasons for the recommendation.<br>45 –40 points | 39 points<br>Student satisfactorily outlined the facts surrounding the case, identified most key issues, appropriately identified alternative courses of action, and satisfactorily outlined the reasons for the recommendation.<br>39 – 34 points | 33 points<br>Student demonstrated less than satisfactory outline of the facts surrounding the case, identified some key issues, identified some alternative courses of action, and/or less than satisfactorily outlined the reasons for the recommendation.<br>33 – 27 points | 26 points<br>Student unsatisfactorily outlined the facts surrounding the case, key issues, alternative courses of action, and the reasons for the recommendation.<br>26 – 0 points | Score of Introduction, Analysis, and Evaluation,<br>/ 45 |
    | Quality of Content | 35 points<br>Student demonstrated exceptional knowledge of relevant concepts and theories; all statements and opinions were supported by appropriate citations from relevant literature.<br>35 – 31 points | 30 points<br>Student demonstrated satisfactory knowledge of relevant concepts and theories; most statements and opinions were supported by appropriate citations from relevant literature.<br>30 – 28 points | 27 points<br>Student demonstrated less than satisfactory knowledge of relevant concepts and theories; some statements and opinions were not supported by appropriate citations from the literature.<br>27 – 23 points | 22 points<br>Student demonstrated unsatisfactory knowledge of relevant concepts and theories; many statements and opinions were not supported by appropriate citations from the literature.<br>22 – 0 points | Score of Quality of Content,<br>/ 35 |
    | Quality of Research | 35 points<br>Student did an exceptional job of integrating course readings with additional research. Student cited more than the required number of references.<br>Sources listed were all scholarly or practitioner journals from the last five years.<br>35 – 31 points | 30 points<br>Student did a satisfactory job of integrating course readings with additional research. Student cited the required number of references. Sources listed were primarily scholarly or practitioner journals from the last five years.<br>30 – 28 points | 27 points<br>Student did a less than satisfactory job of integrating course readings with additional research. Student may not have cited the required number of references. Some sources listed may not have been scholarly or practitioner journals from the last five years.<br>27 – 23 points | 22 points<br>Student did an inadequate job of integrating course readings with additional research. Student did not cite the required number of references.<br>Many of the sources listed were not scholarly or practitioner journals from the last five years.<br>22 – 0 points | Score of Quality of Research,<br>/ 35 |
    | Organization, Mechanics | 35 points<br>Contributes to discussion with clear, concise comments formatted in an easy-to-read style that is free of grammatical, spelling errors.<br>The page length requirement was met.<br>35 – 31 points | 30 points<br>Contributes valuable information to discussion with minor clarity, mechanics errors. The page length requirement was met or may have been slightly exceeded.<br>30 – 28 points | 27 points<br>Contributes to discussion with errors in clarity, style, vocabulary selection, and/or has some major writing errors. The page length requirement may not have been met.<br>27 – 23 points | 22 points<br>Student did not achieve level.<br>22 – 0 points | |

  • [Solved] MBA 530 Milestone Two

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    Submit a 3- to 4-page Word document using 12-point Times New Roman font, double spacing, and one-inch margins. Sources should be cited according to APA style. Consult the [Shapiro Library APA Style Guide](https://libguides.snhu.edu/apa) for more information on citations.

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    Assignment Prompt & Instructions

    Submit a 3- to 4-page Word document using 12-point Times New Roman font, double spacing, and one-inch margins. Sources should be cited according to APA style. Consult the [Shapiro Library APA Style Guide](https://libguides.snhu.edu/apa) for more information on citations.

  • [Solved] HRM 350 Module 4 HR Inbox

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    In-depth study guidance and analytical solution covering HRM 350 Module 4 HR Inbox.

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    Assignment Prompt & Instructions

    Full assignment prompt and step-by-step guidance are included in the downloadable solution file.

  • [Solved] week 3

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    Executive Solution Overview

    see attached **files (1)** – ## week3assignmentswk357.docx **## week3assignmentswk357.docx** You are assigned a geriatric client who lives on a fixed income of $512 per month (Social Security income). Please provide a brief summary of the geriatric population and some of the issues they may face, su…

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    Assignment Prompt & Instructions

    see attached

    **files (1)**

    – ## week3assignmentswk357.docx

    **## week3assignmentswk357.docx**

    You are assigned a geriatric client who lives on a fixed income of $512 per month (Social Security income).

    Please provide a brief summary of the geriatric population and some of the issues they may face, such as housing needs, transportation needs, medical needs, etc.  After you have provided your summary, please choose three (3) of the common needs related to the geriatric population you discussed and research your local community to find one provider for each need chosen.

    Provide detailed information about the resources you research, including the target population(s) they serve, physical street address, website, contact information, how to qualify for services, and a breakdown of the services and/or programs offered.  Be detailed with the information shared.  It would be better to have a little too much information than not enough–each resource will be worth 5 points.

    If you have any questions or concerns about the assignment, please contact and I will offer guidance.

    · Here is the APA citation for the textbook assigned in this course:

    Zastrow, C., & Hessenauer, S. L. (2023).
    _Introduction to social work and social welfare: Empowering people_. Cengage.

    References (peer-reviewed) are required for all written assignments. The general rule for references is 1.5 references per page submitted. The reference requirements mean a 2-page paper requires a minimum of 3 references.

    Make this 2 pages

    **## week3assignmentswk357.docx**

    You are assigned a geriatric client who lives on a fixed income of $512 per month (Social Security income).

    Please provide a brief summary of the geriatric population and some of the issues they may face, such as housing needs, transportation needs, medical needs, etc.  After you have provided your summary, please choose three (3) of the common needs related to the geriatric population you discussed and research your local community to find one provider for each need chosen.

    Provide detailed information about the resources you research, including the target population(s) they serve, physical street address, website, contact information, how to qualify for services, and a breakdown of the services and/or programs offered.  Be detailed with the information shared.  It would be better to have a little too much information than not enough–each resource will be worth 5 points.

    If you have any questions or concerns about the assignment, please contact and I will offer guidance.

    · Here is the APA citation for the textbook assigned in this course:

    Zastrow, C., & Hessenauer, S. L. (2023).
    _Introduction to social work and social welfare: Empowering people_. Cengage.

    References (peer-reviewed) are required for all written assignments. The general rule for references is 1.5 references per page submitted. The reference requirements mean a 2-page paper requires a minimum of 3 references.

    Make this 2 pages