Celebrate Elementary School Graduation

Elementary school graduation is a big deal. It celebrates all of the achievements your students have made thus far in school. Whether you call it graduation day, moving up day, or recognition day, this is a day to honor and celebrate your students moving on to middle school. Many school districts try and make this day special by holding graduation ceremonies to celebrate their students accomplishments. While this is a wonderful way to acknowledge students, their are other ways to recognize your students achievements, here are a few. Create a Journal Create a journal for each student in your class. This may take a little planning ahead of time but will definitely be worth it. Throughout the year have students write things they are thankful for, or what they want to accomplish by the end of the year. Also, ask their fellow classmates and teachers to write something nice about them. Then at the end of the school year, present them with their journals. Have a Parade A great way to recognize and honor your students moving up to the middle school is to have a parade. Students can make special t-shirts to wear and decorate the hallways. Moving Up Day Dance While dances are usually only in the middle and high school, they can be a fun way for elementary students to celebrate graduating. Plan a special dance for all of the students moving up to middle school and make sure to only play fast-paced, appropriate music! Create a Memory Photo Book Sites like Shutterfly make it very easy to create a photo book, and offer great deals on them, too. Make sure you take a lot of photographs throughout the year, so by the time your ready to create the photo book, you will have enough pictures. A Slideshow When you think of a slideshow you may think of the old school protector, but you can use the newest ​tech tools to achieve a flawless presentation that the students will not forget. The iPad and Smartboard are just two great examples of how you can achieve a great presentation of your students accomplishments. There are numerous apps, such as Proshow and Slideshow Builder that will allow you to create a great presentation for your class. Have a Field Day Plan a field day to celebrate students that are moving on to the middle school. Students can participate in fun activities, such as water balloon toss, relay races, and a baseball game. Have a School Picnic A picnic is the another fun way to celebrate your students achievements. Get out the school grill and have a cook-out, invite parents to join in, and ask students to wear the special graduation t-shirts they made. Give an Award Recognize academic achievement with an award. This can be done at the graduation ceremony. Reward your students with a special ceremony and give them certificates or trophies to recognize their academic achievements. Take an End of the Year Field Trip The best way to recognize all of your students well-deserved accomplishments is to take an end of the year  field trip. Some school districts have the funds for students to go as far as staying at a hotel for the night. If you are one of the those schools, you are very lucky. If you are not, then plan an end of the year field trip to a local amusement park where students can enjoy themselves. Buy a Student Gift Recognize students accomplishments with a gift. Fill a sand bucket with school supplies, bake a treat, give them a new book, or purchase a beach ball and write Hope you have a ball this summer.

Comparing the American Dream in Millers Death of a...

Comparing the Destructive American Dream in Millers Death of a Salesman and Hansberrys A Raisin in the Sun America is a land of dreamers. From the time of the Spanish conquistadors coming in search of gold and everlasting youth, there has been a mystique about the land to which Amerigo Vespucci gave his name. To the Puritans who settled its northeast, it was to be the site of their â€Å"city upon a hill† (Winthrop 2). They gave their home the name New England, to signify their hope for a new beginning. Generations of immigrants followed, each a dreamer bringing his own hopes and aspirations to the green shores. The quest was given a name – the American Dream; and through the ages, it has been as much a symbol of America as the†¦show more content†¦Each feels inadequate as the leftovers of the dream, each struggles upstream towards his unattainable prize, and finally, each is unequivocally made to realize that the inherently destructive American dream has almost destroyed the only true valuable that they possess – dignity and family. For Willy Loman, the salesman, the American Dream is more than a passing phrase. The salesman does not merely subscribe to the American dream; he is its personification. Indeed, only a capitalistic society obsessed with commercialism can spawn his profession, for the salesman does not produce anything; rather, his job, like gilded metal, often places a premium on appearance instead of value, a principle that Willy tries to embrace in both his professional and personal life, as reflected in his choice of the refrigerator that is perpetually breaking down but has â€Å"the biggest ads of any of them!† (Miller 35). That inability to distinguish between his sales pitches and personal life leads to the point later when he is no longer able to separate his illusions of an idyllic past from reality. Even in those flashbacks, he is literally trying to sell himself to his sons, regaling them with his supposed exploits as a way to convince them of his worth. Willy tries to reinforc e that worth as a parent, according to Thomas Adler, through material objects, seeking to prove his love with punching bags and

Business Excellence and Management Review - MyAssignmenthelp.com

Question: Discuss about the Business Excellence and Management Review. Answer: HR role and the Ulrich model Influence of strategy, role function and structure of modern HR practice Human resource plays a significant role in the modern organization. The innovation and talent development process with an increased level of performance from employees is the key productive development that starts with Human Resource management team. Employees performance and enhance market position of the company is the prime consideration for HR department. The prime role of HR department is to recruit efficient employees who will generate better production in the organization. Training and development for a new proposed project are delivered by HR team and that is the reason better performance from employee can be drawn. Training is an important part that organized by Human Resource team and they provide important training material to employees so that employees get accustomed to the system (Nadiv et al. 2017). Maintain data about salary plans and appraisal system or performance development of employees is their prime overview sections. HR team is eligible to provide better communication with employees and job seekers. Though communication HR team can judge employees mental feeling and also they have a good view of potential performance acceleration of that employee (Ulrich et al. 2015). Talent management works on strategic planning to develop the structure of organization and provide better outcome in their business market. Responsible organization objectives for HR Organization objectives help the company to extend their market reach through setting their mission and vision and work in the right direction. The better productivity and business market extension is the key motive for organization and through the HR management, organization can lead this process. An effective recruitment process is the most important section for that reason and strategic innovation like proper employee safety or secure environment for work all these are key aspect to motivate employees to join the company (Saleh, Yaacob and bin Rosli 2015). HR department takes the initiative and set those strategic objectives for accumulating efficient people for the development of the company. Global management practice and creating open space for employees is the leading responsibilities for HR and they are doing their role in an effective manner for the sustainable development of organization. HR department has consolidated the succession planning for employees and train employe es for their higher level of production (Cohen 2015). Workforce mobility and cross-training procedure within the job progression is the right way to maintain the work ration in both ways. In service companies like Google has wider operation process and one of the biggest multinational companies in the world. Their HR operational strategy is certainly different from other companies. The key aspect of their company is to provide employees motivation and this reason employees are not intending to leave the company. A better retention policy has been introduced by Google and they find out efficient people and provide them utmost facilities so that employees building up their trust believe over Google. Ulrich Model Ulrich Model is generally used for human resource functions and the model suggested some key function for large-scale business and their HR functions. The model has four segments and all those segments are focusing on the strategic focus which will provide some outcome in future. The model has four dimensions as well and dimensions are approaching towards strategic focus, procedures, day-to-day operational process and peopleLo, Macky and Pio 2015). There are four sections as well. The strategic partner in a business helps in process and states some future focus on the better HR maintenance policy. On the other hand Change in agent always finding benefit for people and tried to implement certain strategies which will meet in near future. Employee champion is a motivating policy that organization needs to impose in their daily operation process. The reason behind this kind of program is to deliver better quality in production and make communal understanding with people. HR department s ometimes takes responsibilities from administrative department and process day to day operation (Ulrich 2014). The key initiative of Ulrich model is to develop the basic understanding of HR practices and integrate the possible technologies in organization so that better employment relation can be sustained. Major argument in Ulrich Model The major argument in Ulrich model is difference between HR professional approach and implementation of that approach in organization. The basic understanding of this model is impacted by the Human Resources structure and attempt to make it complex. Rather a simple formation of process and extract simple solution is the key understanding of human resource management system. Ulrich model is the blueprint of HR functions and there are common misconceptions about the model like business partner, outsourcing and service centre related facts. The model also impacted the dismantle situation of balance transaction and customer experience and many HR practitioners are not understanding the value that Ulrich has evolved (Brown et al. 2017). Many companies tried to implement the strategy but the need for the strategy is not coming out and that impacted over the recruitment, selection process and effective work culture. In case of providing education and training to employees, Ulrich model has stated a particular process to deal with but most of the case this process is not followed. The important key approaches like modification, change management and sense of HR are the significant change that can provide organizational edge and started a perfect system for organization (Cowan and Fox 2015). The fundamental struggle and evident practices are the important issues for managing the workplace and the HR opportunities are important in this section to consolidate the process. Evaluating HR Activities Developing measure of effective activity of HR Office Support Excellence is an ambitious company that tries to expand their business in external market. The processes are not very easy for them as 125 employees are the total strength of the company. The company procedure needs to be dynamic so that better management and possibilities can be gained. In case of better management opportunities will also enhance for employees. In these kinds of organization, HR team needs to take more responsibilities to overcome the situation by recruiting better people in their production. Employee Engagement HR will take care of employee engagement and for that reason improves productivity in employees can be sustained in the organization. There are certain minimum qualifications that job seekers need to have before cracking. Then only they can get engaged with the company. In case of low productivity, HR can motivate employees by providing them better opportunities and rewards. Provide extra support to employees by backing them up or provide relaxation hour for doing work in long period of time (Ulrich and Dulebohn 2015). These are the engagement scenario that organization can impose in their section through HR so that Office Support Excellence can flow their business in external market. Human resource team has to take training process for employees. There are some new prospects, new innovative procedures implemented in organization and that is the reason training procedures is important. Office Support Excellence provides training procedures and activities for every staff members so th at employees can get to know about new innovations and try to accustom with that process. Employee Relation and Communication Human resource team needs to interact with employees and job seekers and understand their problem to provide a valuable solution from their end. Communication is the best way to understand the situation of employees and their feeling about innovation, changes or the modernize work culture (Kuvaas, Dysvik and Buch 2014). Even, most of the employees are from diverse sources and backgrounds, so tracking them in a right channel at in right dimension is the best way to manage employee relation. Employee relationship can be regained by the work-life balance program. Employees need their workplace environment safe and secure; Human resource department provides that security and safety to their employees for their better retention. In case of Office Support Excellence, their organizational structure may not be so strong like other big companies but the improvement dimension of the organization is very steady. A top ranking company is opening near this company, so the concerned problem for th is small company is to retain their workforce. Office Support Excellence has better project opportunities and being a small team or employee team bonding is quite clear in this situation. Thus HR needs to utilize this approach to make a team bonding by providing different activities and work culture. Rewards, promotions and Development The third strategy that Office Support Excellence may introduce in their organization is the eligible promotion of their employees. The organization has an annual appraisal and this appraisal is levelling up the designation of an employee and provides extra monetary facility as well. However, the management of this company needs to implement extra monetary facility as loyalty bonus, which is only applicable for those employees who have completed their 6 years in this organization and a lump sum amount will be presented from the company (Adu-Gyamfi 2015). 10% of salary enhancement and other facilities like mobile bill, transport allowances all these will be provided by company and all these facilities will be provided to those loyal employees. Promotion, potential excellence and employee communication can create a better bonding with employees and that showcases over the production deliverance of company. Retention of employees and workplace stability is the concern matter for Office Support Excellence as the new top rank company has formed near this company. Employees, effectiveness and activity are depending on the organizational amenities that provided the company. Better training and workshop will be given by Office Support Excellences employees so that they will not think about any change (Alipour, Tabari and Azad 2016). Proper appraisal, promotion, timing, environment and managerial behaviour are so important that can change productivity of the organization. Recruitment policies need to be improved and that certainly accumulate more effective people to come and support the system for the enhancement of production. Extra money is allocated in the workplace for the innovation purpose and this money will also owe for the employee's hike and promotions. In case of better support in Office Support Excellence, a support management team will handle any situation or HR will maintain the entire system for employees' retention. The company does not want to lose their employees as the work process, culture and systematic operation management are known to those employees but if they going for better companies then asset of Office Support Excellence will struggle and this is not at all expected by this company (Stroeva et al. 2015). So HR strategic policies and well-spent money will embrace the situation of Office Support Excellence and that will intact their employees as well as help in better production. Change Management Introduction Change management is a chain of activities that leaders follow for the individual transition to ensure better productivity in future. The project meets the intended outcomes and it drives towards the individual conversion approach. The organization move is not considered as change management, rather employees' of an organization need to change their behavioural approach and prepare or equip better results from the adopt changes. There are three levels of changes in Individual change management, Organizational change management, Enterprise change management capability. All these changes embrace the reflection and make successful way of new easy in working and deliver expected results (Hayes 2014). The natural physiological reaction of human being and their acceptance of change management is the key determinant of individual change management. On the other hand, organizational change is not imposed on individual rather it identifies better changes in groups. At the initial level, that group of people identifies the change management strategies in organization and then customise plan for the implementation of those strategies. At the last level, company is trying to adopt new changes in a quick or effective way and those market changes are embracing as the enterprising change management capability. Key stages of change initiative The key stages of change management drive into individual transition and produce better level of intended outcomes. In this scenario, the key elements in change management are sectioning into three stages so that better outcomes can be drawn from the process. Preparing for change is the first change management element that defines the better management strategy and prepares a management team for developing the sponsorship model. Managing change is the next key stage that develops the changing plans and takes legitimate implementation in organization (Doppelt 2017). Reinforcing change is the last stage that analysis all those feedbacks and try to diagnose all possible limitation and gaps to manage more intact change in management. Change management model also signifies the possible change in management. Individual change and innovation in leadership can be seen in that model or strategies. Kotters 8-step change model state the possible changes in management for every individual. Figure 1: Kotter's Change Model (Source: Created by Author) Create urgency is the first stage of change model and the urgency is created by the organization for their initial change in development. Increased competition brings changes in management and this developing scenario is important for better thinking and implementation. Organization leaders have to make a powerful coalition to reach their vision and mission of the company (Cameron and Green 2015). Team bonding and political, social influence in team may change the momentum of that team and this emotional attachment is needed for the development of strategic change. Communication is important for achieving the vision of the company. Employees togetherness and problem-solving system are important in this scenario to transform new mission and implement mission by the effective use of innovations. Remove obstacle in change management process and build the level of understanding in workplace is the most important section of executing the vision (Kuipers et al. 2014). Leaders need to motiv ate employees to short-term goals. These short-term goals accumulate in a big success when negative thinking is mitigated and the target has been set in a suitable way. Change in building the organizational infrastructure is important for the long-term run and this change can bring more opportunity to improve the system in a right way. Corporate culture is important aspect to change the value of system and hiring new staffs and provide them training for better outcomes. In case of XYZ Company the radical change in their company may face some hard challenges for employees but in most of the cases, cultural enhancement and innovative decision making provide a positive outcome in future. HR role and contribution In case of XYZ Company, Human resource team needs to take greater initiative to change the organizational dimension and implement planning to change strategic decisions. HR department of the company needs to adopt open source change and the reason behind the change to execute more planning in organization and putting strategy so that better outcomes can be drawn. HR needs to make change in the flow or management work, in case of any salary related issue, of leave related issue, or major production related issue the department needs to take better initiative so that slow progression of managerial work gets some boost and HR also putting their valuable understanding over this process (Lewis, Passmore and Cantore 2016). HR team needs to evolve talented employees and provide them all kinds of support, training and execute their knowledge in a better way (Goetsch and Davis 2014). Creating cultural platform for employees and manage any diverse situation by the implementation of CIPD diplom a course is the main contributed form of business understanding. Monitoring over employees for the better production is the responsibility of HR and they take the added initiative to monitor over employees and also help them by providing extra training and workshop (Ceptureanu 2015). Staff turnover rates must need to be decreased by the company and that initiative also taken by the HR department. Employees retention is a huge a factor and better financial structure, environment and supportive mentality are needed for that aspect. In case of XYZ Company, the employee retention must be strong so that the company can think over change management. Factual objective and unsupported arguments Human resource Management Competency model is a research-based category for HR professionals and the model related to change and agility in organization. The behaviour of HR department is the prime consideration of an organization. In XYZ Company, the professional viewpoint is quite clear as the organization try to gain better revenue from market and lining the production of the development of organization. For an example, the company needs to follow the model all possible aspect of better human resource management has been discussed. Relationship management is the key argumentation as maintaining relation between employees and management is one of the tough jobs that human resource team has to make a bridge between them. Critical evaluation of facts and maintaining proper communication with employees and management is the key fat that mitigates different level of misunderstanding and complex situation (Matos Marques Simoes and Esposito 2014). HR department provides consultation to e mployees as most of the employees are not happy with their monotonous work culture or even in promotion or position in the company, in that situation better involvement of HR department is needed so that an effective consequence can be drawn through this system. Leadership is an important aspect of navigating business in a right way. Therefore, leaders' initiation is important in this aspect to enhance the possible changes in organization. Argumentation is followed in different issues like revenue management, business extension recruitment, training, workshop, process actualization, timing, allocation, quality, adaptability and policies and programs are the effective concerns for an organization. Better management in XYZ Company is required to implement change management and to get better consequences from that. Conclusion All possible changes in organization due to change management are actually changing the approach and mind-set of every individual and evaluate their position for better outcome. There are certain strategies in change management but all those management qualities are not easily adopted by employees. In that case, some recommendations like monitoring employees motivate them for better work progress, production improvement and added monetary issues to employees and promote them as per their work culture and progression, are the most important recommendation for XYZ Company. Therefore, from the above findings, it can be concluded that change management is important for ambitious innovation in organization and to produce better result from those changes. Added opportunities and staff retention need to be a special mention in that case so that better management facilities will be acclaimed by the organization. Business Ethics Ethics in Business Business ethics is the accumulation of core values through which the business flow in competitive business market. This is the most important thing in business to generate responsibility and commitment to employees. Human Research department provides enough opportunity to employees so that they can remain in the organization and produce more ways to develop the company. Quality and reliability are also considered as business ethics and all kind of employees, stakeholders and internal and external factors are related to this ethics. Business activities, including labour law, working hour, payment related issues, social culture, professional practice all these are significant in business ethics and organization has to follow their code of ethics so that business acceleration can place in a right way. Political philosophy, economics,psychology, law, and publicpolicy all these are ethicists' nature of organization that impacted the business in a legitimate form of employees and their exi sting customers. Corporate moral responsibility is another ethical structure that related to decision-making system and provides better chances to employees so that better responses from the business outcome can be gained (Crane and Matten 2016). The moral responsibilities help organization progress and deliver better acceptance in business. Stakeholders maintenance and provide them enough opportunities in the principle of business ethics. In that case, corporate security maintenance stakeholders' theory and incorporation professional ground are important in this section. Human resource department needs to take care of employees' diversity and equality. In an organization, work-life balance is an important issue for employee to maintain their mental stability in workplace. Conducting a business and flow the business in an ethical manner is a social responsibility of Corporate Social Responsibility Policy. This is the prime initiation that most of the CSR has taken in their company and they also generated innovative projects so that community balance can be maintained (Trevino and Nelson 2016). CSR also works in the external market to interact with people and try to motivate them in sake of the company so that people can take their interest for the company and the field of social responsibilities will increase. Highest standard of integrity and corporate practice is maintained by the business CSR's and this is formulated in such ways that operational excellence and technological system enhancement improve the consequences of that project (Turker 2015). Stakeholder relation and community management is the prime task that CSR has to do for better reach in the market. Main challenges for HR professionals to enhance ethical approach There are some major ethical issues in HR policies and these come as organization challenge. Employee sustainability is the first ethical challenge the HR has to face as there are multiple scopes for employees and they have to change their workplace. Another challenge is Cash and compensation plans. Most of the monetary sections are handled by HR department and all these sections provide better employee satisfaction. Performance appraisal conducted by HR department and this process enhanced the possibility of employees retention and produce better revenue from the organization (Amran et al. 2015). The privacy issue is another ethical approach as well as challenge for HR team as they have to maintain the privacy of employees so that no diverse situation can create. Employment issue like joining, appraisal, salary, leave approval all these possible aspects are formulated by HR and this responsibility also taken by them (Weiss 2014). Employees safety and security in the workplace and pr ovide them a racist free, community balanced organization infrastructure is one of the prime functions for them. Restructuring and layoff in business formulation or maintain any new innovation is under the responsibility of HR. These are some of the challenges that may face by an HR in an organization. They have to take those challenge for obvious and do their needful over that so that organizational balance can sustain (Hoffman, Frederick and Schwartz 2014). HR is not allowed discriminate among employee, as this is against the ethics of organization. Rather they can take some extra workshop or training so that management can be more productive and produce more revenue. Mitigation of challenges and more ethical approach to business decisions Effective ethical approaches are needed for mitigation of challenges for HR. HR has to face all these organizational problems and all these kinds of responsibilities are providing the professional approach to employees. Professional development also enhanced by this process and all employment issues are handled by them in certain effective ways. Innovative processes are followed by HR to implement CCTV or technological tools to monitoring over employees. Ethical leadership is important for employees that provided by HR department as they have to make decisions for the organization's stability (Boulouta and Pitelis 2014). Company policies need to be in an ethical way so that workplace balance and behaviour of employees with managers will go strong. The fair change in organization strategy needs to be implemented so that organizational atmosphere and interest in work can sustain. Confidential information needs to be systemized in some portal, and through this portal HR department can m aintain a track of employees (Lee, Kim and Kim 2018). All these possible mitigating factors that HR department of an organization needs to take so that better production and employees' sustainability will increase in number. Human resource team is responsible for all these kind of works that deliver their attitude towards employees and that perhaps showcases through their attitudes and expressions. References Adu-Gyamfi, L., 2015. Evaluating the impact of outsourcing on organisational profitability.World wide journal of multidisciplinary research and development,1(3), pp.23-39. Alipour, M., Tabari, M. and Azad, A.M., 2016. Comparative study evaluating efficacy of sufentanil versus midazolam in preventing myoclonic movements following etomidate.Journal of anaesthesiology, clinical pharmacology,32(1), p.29. Amran, A., Ooi, S.K., Mydin, R.T. and Devi, S.S., 2015. The impact of business strategies on online sustainability disclosures.Business Strategy and the Environment,24(6), pp.551-564. Boulouta, I. and Pitelis, C.N., 2014. Who needs CSR? The impact of corporate social responsibility on national competitiveness.Journal of Business Ethics,119(3), pp.349-364. Brown, M., Kulik, C.T., Cregan, C. and Metz, I., 2017. Understanding the ChangeCynicism Cycle: The Role of HR.Human Resource Management,56(1), pp.5-24. Cameron, E. and Green, M., 2015.Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers. Ceptureanu, E.G., 2015. Research regarding change management tools on EU SMEs.Business Excellence and Management Review,5(2), pp.28-32. Cohen, D.J., 2015. HR past, present and future: A call for consistent practices and a focus on competencies.Human Resource Management Review,25(2), pp.205-215. Cowan, R.L. and Fox, S., 2015. Being pushed and pulled: a model of US HR professionals roles in bullying situations.Personnel Review,44(1), pp.119-139. Crane, A. and Matten, D., 2016.Business ethics: Managing corporate citizenship and sustainability in the age of globalization. Oxford University Press. Doppelt, B., 2017.Leading change toward sustainability: A change-management guide for business, government and civil society. Routledge. Goetsch, D.L. and Davis, S.B., 2014.Quality management for organizational excellence. Upper Saddle River, NJ: pearson. Hayes, J., 2014.The theory and practice of change management. Palgrave Macmillan. Hoffman, W.M., Frederick, R.E. and Schwartz, M.S. eds., 2014.Business ethics: Readings and cases in corporate morality. John Wiley Sons. Kuipers, B.S., Higgs, M., Kickert, W., Tummers, L., Grandia, J. and Van der Voet, J., 2014. The management of change in public organizations: A literature review.Public Administration,92(1), pp.1-20. Kuvaas, B., Dysvik, A. and Buch, R., 2014. Antecedents and employee outcomes of line managers' perceptions of enabling HR practices.Journal of Management Studies,51(6), pp.845-868. Lee, C.K., Kim, J.S. and Kim, J.S., 2018. Impact of a gaming company's CSR on residents' perceived benefits, quality of life, and support.Tourism Management,64, pp.281-290. Lewis, S., Passmore, J. and Cantore, S., 2016.Appreciative inquiry for change management: Using AI to facilitate organizational development. Kogan Page Publishers. Lo, K., Macky, K. and Pio, E., 2015. The HR competency requirements for strategic and functional HR practitioners.The international journal of human resource management,26(18), pp.2308-2328. Matos Marques Simoes, P. and Esposito, M., 2014. Improving change management: How communication nature influences resistance to change.Journal of Management Development,33(4), pp.324-341. Nadiv, R., Nadiv, R., Raz, A., Raz, A., Kuna, S. and Kuna, S., 2017. What a difference a role makes: Occupational and organizational characteristics related to the HR strategic role among human resource managers.Employee Relations,39(7), pp.1131-1147. Saleh, N.S., Yaacob, H.F. and bin Rosli, M.S., 2015. Critical Review: Assessing and Seeking the Intricacy or Discrepancy of Ulrich Model Transforming Paradigm in Organization Human Resource.Mediterranean Journal of Social Sciences,6(2), p.324. Stroeva, O., Lyapina, I.R., Konobeeva, E.E. and Konobeeva, O.E., 2015. Effectiveness of Management of Innovative Activities in Regional Socio-Economic Systems.European Research Studies,18(3), p.63. Trevino, L.K. and Nelson, K.A., 2016.Managing business ethics: Straight talk about how to do it right. John Wiley Sons. Turker, D., 2015. An analysis of corporate social responsibility in the Turkish business context. InCorporate Social Responsibility in Europe(pp. 483-499). Springer International Publishing. Ulrich, D. and Dulebohn, J.H., 2015. Are we there yet? What's next for HR?.Human Resource Management Review,25(2), pp.188-204. Ulrich, D., 2014. The future targets or outcomes of HR work: individuals, organizations and leadership. Ulrich, D., Brockbank, W., Ulrich, M. and Kryscynski, D., 2015. Toward a Synthesis of HR Competency Models: The Common HR" Food Groups".People and Strategy,38(4), p.56. Weiss, J.W., 2014.Business ethics: A stakeholder and issues management approach. Berrett-Koehler Publishers.

Philosophy, metaparadigm and theory an Example by

What is the relationship between philosophy, metaparadigm and theory? The systematic enrichment of knowledge for application in actual practice is the foundation of the nursing profession. In translating knowledge into professional practice, there are a number of associated or linking elements, which are philosophy, metaparadigm and theory. Need essay sample on "What is the relationship between philosophy, metaparadigm and theory?" topic? We will write a custom essay sample specifically for you Proceed A basis of knowledge in nursing is theory. Theories are ideas or suppositions that provide explanations of a particular phenomenon. These could be useful in understanding and finding solutions to problems. Theories could also explain the links between concepts to create an understanding of these concepts and their implications. These also identify the ways of conceptualizing the central focus of disciplines. (Alligood s human care theory, which explains human care as the moral ideal of delivering nursing intervention through shared experiences with people (Alligood & Tomey, 2006). This theory explains care in the context of nursing practice. Concepts comprise this theory. The human care theory connects the concepts of care, moral position, and subjective human experiences. This theory also point to the focus of the nursing profession, which is the provision of care in a morally ideal manner through specific interventions that necessitates human interaction. While theory is a source of knowledge in the nursing profession, this remains largely disjointed from actual practice. Theories explain knowledge about phenomenon, such as human care in nursing practice but it needs to be broken down into areas of concern of a particular discipline such as the nursing profession. Undergraduates Often Tell EssayLab support:I'm not in the mood to write my essay now. I want to spend time with my boyfriendProfessional writers recommend:Your Best Essay HelperBuy Essay Online Reviews Get Paid To Write Papers For Students Cheap Custom Writing Service College Essay Writing Service Metaparadigm constitutes this link. A metaparadigm is a statement identifying what are relevant to a discipline or a community sharing this relevance. These are the major areas of concern or focus of the discipline. In the nursing profession, a metaparadigm provide the boundaries of nursing practice. The metaparadigms in nursing are person or client, environment, health, and nursing. (Alligood & Tomey, 2006) In the human care theory, the client or patient is a relevant focus because they are the recipient or target of nursing interventions. Patients have different needs and identifying these needs requires interaction between the nurse and the patient. The environment is another relevant focus of care because the spatial and relational environment affects the effectiveness of care. Health is also a salient focus because this determines the holistic wellbeing of patients as the point of reference for needed care and the effectiveness of interventions. Nursing is the last focus, which refers to the caring relationship between a nurse and a patient. A theory explains a phenomenon and a metaparadigm points to the areas of focus of a phenomenon but there remains a gap in connecting to practice. Another connecting element is necessary to support practice. This element is philosophy. A philosophy is a set or system of beliefs and values. Philosophy guides action by providing a basis of identifying acceptable, appropriate or standard action given different circumstances. These beliefs and values came from lessons of best practices. (Alligood & Tomey, 2006) A philosophy aligned with the human care theory and metaparadigms of nursing is holistic intervention, which requires the interventions and delivery of care to include components targeting the body, mind, emotions, spirituality, social wellbeing, and overall development. In practice, intervention includes medicine, interaction, fiduciary relationship, information sharing or transparency, inclusive decision-making, participatory intervention, and other practices subsumed by the metaparadigms of nursing and explained by theories. Philosophy, metaparadigm and theory are the interconnected elements linking knowledge with practice. Theory constitutes knowledge, metaparadigm identifies the focus of a discipline adhering to a set of theories, and a philosophy guides action within the bounds of focus of a given discipline and theoretical knowledge. References Alligood, M. R., & Tomey, A. M. (2006). Nursing theory: Utilization & application (3rd ed.). St. Louis, MO: Mosby, Inc.