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University of The Southern Human Resource Management Reflective Paper

follow the rubrics and the paper named new reflective paper which is what my friend wrote but copy his work. You can also follow the template and I sent a list of topics we did in class. Can you please just read what my friend wrote and take based off of that but he followed the template.

RUBRIC FOR REFLECTIVE PAPER 25 MARKS
Criteria
Self-disclosure
4 marks
Connection to
outside
experiences
10 marks
Connection to
readings (assigned
and ones you have
sought on your
own)
4 marks
Spelling and
grammar errors
2 marks
Good
Satisfactory
Poor
17-20 marks
11-15 marks
0-10 marks
Seeks to understand concepts
by
examining openly experiences
as they relate to the topic
under reflection, to illustrate
points being made.
Demonstrates an open, nondefensive ability to selfappraise, discussing both
growth and frustrations as
they related to varying
components in the research
process.
In-depth synthesis of
thoughtfully selected aspects
of experiences related to the
topic under reflection.
Makes clear connections
between what is learned
from outside experiences and
the topic.
Seeks to understand
concepts by
examining somewhat
cautiously experiences in
the past as they relate to
the topic under reflection.
Sometimes defensive or
one-sided analysis. Asks
some probing questions
about self, but do not
engage in seeking to
answer these.
Little self-disclosure,
minimal risk in
connecting concepts
from class to
personal experiences.
Self-disclosure tends
to be superficial and
factual, without selfreflection.
Goes into some
detail explaining some
specific ideas or issues
from outside experiences
related to the topic under
reflection.
Makes general connections
between what is learned
from outside experiences
and the topic.
Identify some general
ideas or issues from
outside experiences
related to the topic
under reflection.
In-depth synthesis of
thoughtfully selected aspects
of readings related to the
topic under reflection.
Makes clear connections
between what is learned
from readings and the topic.
Demonstrate further analysis
and insight resulting from
readings, Includes reference
to at least two readings other
than those assigned for class.
Goes into more detail
explaining some specific
ideas or issues from
readings related to the
topic. Makes general
connections between what
is learned from readings
and the topic. Includes
reference to at least one
reading other than those
assigned for class.
Identify some general
ideas or issues from
readings related to
the
topic. Readings are
only those assigned
for the topic under
reflection.
No spelling or grammar
errors.
Few spelling and grammar
errors.
Many spelling and
grammar errors, use
of incomplete
sentences,
inadequate proof
reading.
STEP 2: EXAMINE
CIVIC KNOWLEDGE
Did any academic concepts become apparent during this experience?
Since the commencement of this contemporary aspect in human resource course, there were
quite a significant number of interesting topics, where as a researcher and participant of this
class, I learned a wide variety of practical issues and functions which currently affects Human
Resource practitioners, both in regional and international organizations. In mentioning this, I do
believe that the main academic concepts that become apparent during this experience were the
concepts of “Organizational Culture.” I found the concepts from this topic is highly relevant
because since the early 1980s, human resource practitioners have been receiving two messages
from the academic and professional literature regarding how to increase the competitive capacity
of their organizations, as incited by (Dawson, 2010). The first of these messages can be referred
to the importance of developing a “strong” culture that supports the organization’s competitive
strategy. The second message stressed that there will be a point in time where competition
among businesses centers will heavily rely on the possession and development of knowledge- the
manner by which those who possess this knowledge (employees), can be an important source of
competitive advantage. In essence to this, two key factors for success in today’s competitive
environment are continuously espoused to be an organization’s culture and its HR practices, both
of which influences the behavior of organizational members.
Based on the statement highlighted above, I do support the idea that organizational culture
plays an integral role in society today, because Culture includes the organization values, visions,
norms, working language, systems, symbols, beliefs and habits. It is also the pattern of such
collective behaviors and assumptions that are taught to new organizational members as a way of
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perceiving, and even thinking and feeling. Organizational culture on the other hand, affects the
way people and groups interact with each other, with clients and stakeholders, where it is based
on shared attitudes, beliefs, customs, and written and unwritten rules that have been developed
over time and are considered valid. Today, we are able to see that in top Organizations such as
Amazon, Apple Inc., and Chevron Corporation (CVX) to name a few, Culture is a major
determining factor in these companies’ ability to attract new talent and retain its current
employees. In agreement with Schachter (2005), statement that HR departments are under
increasing pressure to manage and foster their company’s cultures, without any doubts, I believe
that the concept of culture in the human resource management process is an important ingredient
for global organization success, since it entails (1) the ways in which organization conducts its
business, treats its employees, customers, and the wider community; (2) the extent to which
freedom is allowed in decision making, developing new ideas, and personal expression; (3) how
power and information flow through its hierarchy, and also (4) how committed employees are
towards collective objectives.
Were any academic concepts utilized to reach the goal you were trying to accomplish? How
so?
The academic concepts which I utilized to reach the goals I was trying to accomplish was
the concepts and topic of “Leadership” found in Chapter nine (9). I found this topic highly
interesting because from a Human Resource perspective, Leadership is a process by which a
person influences others to accomplish an objective and directs the organization in a way that
makes it more cohesive and coherent. Leaders carry out this process by applying their leadership
attributes, such a belief, values, ethics, characters, knowledge, and skills. Although at a
managerial position, you can give someone the authority to accomplish certain tasks and
2
objectives in the organization, this power does not make you a leader. It simply makes you a
boss. Leadership differs, in the sense that it makes the followers want to achieve high goals,
rather than simply bossing them around. As a result, I do support the views that a “Leader” is a
person who exhibits the key attributes of leadership (ideas, vision, values, ethics, knowledge),
and influencing others and making hard and tough decisions to be more effective in working to
achieve their mutual goals and maintain effective relationships among the parties (members) who
are involved in the drive to the vision.
Did you need to change your approach after new information and experiences were
presented to you?
Due to the fact that we cannot know everything as human beings, I do believe by gaining
new knowledge and insightful secondary resources, I had to change my approach after the new
information and experiences were presented to me. My reason for saying this, is because I
discovered that strong Leadership abilities within an organization is highly associated with
business ethics. Any organization where the HR processes are not firmly rooted in ethics will
eventually suffer in terms of incompetent employees and a reduction or lack of fulfillment in
production capacity. Prior to making any decisions, the various alternatives catering to the needs
of an organization must be checked and their effects on the lives of the employees must be
considered. Nowadays the relationship between ethics and HRM is becoming a major issue that
must always be observed and taken into consideration.
3
What do the differences between your textbook and your experience in the community
suggest about changes that may be needed in the policies that affect the individuals your
partner organization serves?
As a part owner of my father’s construction firm, which carries the name of “Shaenol
Contruction Company,” the differences between my textbook and my experience in the
community in realm of the changes that may be needed in the policies that affect the individuals
my partner organization serves, is based on the fact that from a construction management
spectrum, as a manager I must at all times, avoid and abstain from any unethical practices such
as deceit, trickery, sharp practice, or any breach of confidence, in order to gain some unfair or
dishonest advantage. I always vow to uphold the code of ethics within the organization.
Construction industries or companies must be immensely reliant on “Personal Ethics” as the
reflection of beliefs, values and personality, with full acknowledgement that an organization’s
ethics must be instilled by its culture and leadership. Presently, the construction company adhere
to the Society for Construction Law policies, where both my father and myself fully comply with
the following ethical principles of: Honesty, Fairness, Fair Reward, Reliability, Integrity,
Objectivity and Accountability for the benefit of the organization’s employees.
How can you or others in the community use what you learned about the course material
and are there any challenges associated with doing so?
Taking into consideration, the topics identified previously, for example: Organizational
Culture and Leadership and Ethics in HRM respectively, I firmly believe that these principles
can create a positive impact on any organizations. A positive culture can give the employees of a
firm a sense of unity at the workplace. It was imperative for me to understand that the core
values of an organization begin with its leadership, which will then evolve to a leadership style.
4
Subordinates will be led by these values and the behavior of leaders, such that the behavior of
both parties should become increasingly in line. When strong unified behavior, values and
beliefs have been developed, a strong organizational culture emerges. Leaders have to appreciate
their function in maintaining an organization’s culture. This would in return ensure consistent
behavior between members of the organization, reducing conflicts and creating a healthy
working environment for employees. Hypothetically speaking, I believe that the challenges
associated with doing so can stem from improper internal and external communication, unclear
organizational policies with little sense of direction and even poor employment relationships
within the organization.
Did this experience differ from your initial expectations? Why or why not?
I do not think that this experience differed from my initial expectations because I had
always known that every organization needs a leader to commit to a challenge, to foster
followers and to be a powerful influence for them to translate that into productivity, by sharing a
certain vision of future. Despite (Storey, 2011), assumed that “all leaders attempt to change the
culture of the organization to fit their preferences,” I was able to anticipate the successfulness of
a corporation when they possess a strong leader that have a visionary to make the organization
performs better. This can be done by the strategic leader incorporating effective practices such as
challenging the process, spurring a shared vision, modelling the way, encouraging the heart, and
enabling others to act.
5
How does your civic engagement experience and academic knowledge inform your
understanding of systemic causes of the social, political, or civic issue on which you are
focused?
From a social, political or civil issue standpoint, I would say my civil engagement
experience and academic knowledge had informed my understanding in becoming aware of the
empirical evidence which indicates that human resource management is heavily affected by both
the internal and external influences on an organization. When figuring out as to what extent the
external factors affect the human resources, one of the prominent external features out of these
are social factors. Many recent studies have reveals how various social factors affects an
organizations’ strategic human resource planning and decision making. This takes into
consideration: minorities, social status, social mobility and quality of life that affects human
resource practices. On the other hand, health and safety, job security, the privacy of employees
and the roles of different sex also affect the different aspects of HRM. Human Resource
Managers have a highly integral role in creating a favorable work climate. They must anticipate
important and crucial changes in advance and initiate proactive steps immediately.
CIVIC SKILLS
What was the goal you were trying to accomplish?
The goal I was trying to accomplish was to understand the direct relationship between
Knowledge Management (Chapter 18) and Organizational Culture. Based on information read
and evaluated, I closely observed (Alrawi, Hamdan, Taie, & Ibrahim, 2013), statement based on
“the dynamics of organizational culture which eventually lead to cohesiveness and
internalizations of knowledge management initiatives.” As a result, I understood that that
organizational culture influences the behaviors central to knowledge creation, sharing and use, in
6
the following ways: Firstly, culture and subculture shape the assumptions about what knowledge
is and which knowledge is worth managing. Secondly, culture defines the relationships between
individual and organizational knowledge, determining who is expected to control specific
knowledge, as well as who must share it and who can hoard it. Thirdly, culture creates the
context for social interaction and determines how knowledge will be used in particular situations.
Finally, culture shapes the processes by which new knowledge is created, legitimated and
distributed in organizations.
Were you able to effectively achieve your goal? Why or why not?
I do believe that I was able to effectively achieve my goals because primarily, the culture
of an organizations will need to be addressed if Knowledge Management is to be of benefit.
Each organization has its individual culture and only they can say what initiatives need to be
executed to encourage a culture change. Knowledge Management will have to become an
integral part of the way individuals work if it is to succeed.
Which skills did you bring to the experience that helped you meet your goal?
Being a manager of a construction firm, I do believe that Information Technology (IT)
has long been recognized as a critical aspect for a successful knowledge management regime.
Therefore, Knowledge Management system in construction can be seen as means of ascertaining
and manipulating cooperate individual knowledge resources, personal skills, ideas learned and
best practices. I do agree with the fact that knowledge associated with passed project’s
achievement and failure, amenities, clients and products, are assets that can produce a long-term
and sustainable competitive advantage for a construction organization.
7
How did your skills contribute to the diversity of the people with whom you worked? And
how did you approach the harnessing of those differences for maximal effectiveness?
Even though the role of technology played a tremendous role as part of the Knowledge
Management perspective within the organization in which I work, where the effective use of a
specialized computer software was used to develop plans and estimates for homes, buildings and
other constructions projects, the other skills which contributed to the diversity of the people with
whom I worked, was the skills from the major cultural factors such as organizational structure,
reward system, processes, people and leadership style. I approach the harnessing of those
differences for maximal effectiveness by ensuring on a regular basis that the knowledge
management initiatives will meet the organizational objectives to promote knowledge sharing,
knowledge transfer and knowledge flow.
Did you form any new assumptions that required you to change your approach? How so?
In having some gainful insights about the comprehensive topic based on Knowledge
Management, it had changed my approach to this relevant subject area. Prior to the start of this
course, I had associated Knowledge Management solely with technology, however, based on
information read, I learned that knowledge management can be taken as the tools, techniques,
and strategies to retain, analyze, organize, improve, and share business expertise. Human
resource management can make an important contribution to knowledge management simply
because knowledge is shared between people; it is not just a matter of capturing explicit
knowledge through the use of information technology. From this point of view, the role of
human resource management is to ensure that the organization has the intellectual capital it
needs.
8
Did you acquire any new skills by having to work to achieve this goal?
These new skills were acquired by in-depth research of past books, articles, research
papers and periodicals. Hence, I have many intentions to incorporate the philosophies,
techniques, and infrastructure components necessary to drive collaboration, innovation, and
business agility in relation to the topic of Knowledge Management and Organizational
Leadership. I do believe that the short-term benefits will enable me and my father to manage
better the subsequent phases of a project (through the capture and transfer of learning from a
previous phase), whereas, the long-term will increase the capacity to plan better for future
projects and the ability to become more competitive.
Was this an easy or a difficult task to undertake? Why?
I think that it was a relatively difficult task to undertake, for three predominant reasons
for example, the practical aspect and theoretical aspect differs radically, the size of the
organization is relatively small and there is a lack of funding (capital), since the organization is
in its infancy stage. A well-development, organizational strategy on Knowledge Management
will allow a framework in which my construction company will operate, establish timeframes,
and allocate an appropriate agenda.
Did you recruit others to help accomplish your goals or raise awareness of the problem you
are actively trying to address? Why and how? Or Why not?
Although I still have not currently recruit others, to help accomplish my goals in raising
awareness of any issues regarding Organizational Culture and Knowledge Management, I do
intend to hold face-to-face meetings for the employees (masons, laborers, carpenters, joiners,
roof men, electricians and plumbers), in the long-run. This will be initiated for the main purpose
9
of them having a thorough understanding and a level of awareness that a knowledge-supportive
organizational culture needs to promote free flow of information among employees across
organizational hierarchies, cultivates trust for knowledge-sharing and also use and align
organizational structure, rewards system and process in congruence with the knowledge
management initiatives. Thus, I strongly believe that Organizational culture is seen as a
reflection of the leadership’s aspiration, especially at the growth stage of the organization.
CIVIC VALUES
How did your strengths and weaknesses contribute to working towards the goal you were
trying to accomplish? What were the positive and negative effects of these personal
characteristics?
I do believe my strengths and weaknesses contributed in a positive manner, in pertinence
of the goals I was trying to accomplish. As a businessman and part owner of a construction
company, it was imperative for …

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