Analyze core functions of human resource management.

 
Develop a 3–5 page workplace harassment policy for either Java Corp or an organization with which you are familiar. Be sure the policy you develop reflects ethical considerations and benefits to both the employee and organization as well as relevant legislation related to various types of harassment. Also, create an 8–12 slide PowerPoint presentation with speaker’s notes to present the new policy and to support it with legal and strategic rationale for the selected organization’s upper management.
Introduction
HR professionals are often called upon to develop new workplace policies to increase an organization’s effectiveness and to protect it from possible legal liabilities. Creating a succinct and comprehensive presentation for organizational management and other stakeholders is a valuable skill to possess.
Preparation
For this assessment, research sexual harassment and other forms of unlawful workplace harassment. Using one of the scenarios below, consider best practices and approaches for developing an anti-harassment workplace policy. A minimum of seven resources are required to support your approach to the new policy as well as your legal and strategic rationale.
Scenario
For this assessment, choose either option 1 or 2. You do not need to do both. You will apply one of these scenarios in the instructions below. Both options will be graded using the same scoring guide.
Option 1
You are the new HR manager for Java Corp. The company has just lost a sexual harassment lawsuit and damages include back pay, front pay, punitive damages, and attorney’s fees. The plaintiff, Ms. Stapel, was a female manager who had a consensual sexual relationship with her male boss, Mr. Rowe. Both moved up in title and responsibility over the past 5 years. After the relationship ended, Mr. Rowe made several offensive comments to co-workers about Ms. Stapel, without her knowledge. Later, a number of other employees, who reported to Mr. Rowe, made offensive sexual comments directly to Ms. Stapel.
The company has a harassment policy but only referred someone who felt harassed to their immediate supervisor and provided no other avenues of complaint. Your first project for Java Corp is to create a formal policy that will protect the employees, the organization, and all stakeholders. You will also prepare a PowerPoint presentation that could be used as a training tool for new employees on the importance of following anti-harassment policies.
Option 2
Choose an organization to use for this assessment. It can be where you are currently employed or a company with which you are familiar. It must be an organization that is researchable, as you will need to gather and analyze information to complete the assessment. You may use the same organization you selected for previous assessments.
If you choose the organization where you are currently employed, please keep in mind that the analyses you make must be based on facts that can be documented rather than your personal opinion as an employee.
Think about a situation in which an employee was sexually harassed at work. Reflect on what the organization did well and what the organization did wrong.
Research the sexual and work harassment policies of the chosen organization to further assess if the situation was handled properly.
Instructions
Based on your research of sexual harassment and other forms of unlawful workplace harassment, complete the following:
In a word document, develop an anti-harassment workplace policy that includes the following components:

Objective.
Prohibited conduct under this policy, including discrimination, harassment, sexual harassment, and retaliation.
Confidentiality.
Complaint procedure.
Employee acknowledgment of policy.

Prepare a PowerPoint Presentation for upper management training. In your presentation:

Explain the legal basis for protecting employees from harassment with supporting laws or regulations.
Describe different types of sexual harassment found in the workplace.

This can include, but not limited to, quid pro quo and hostile work environment.

Explain other types of harassment, outside of sexual harassment, to consider in a workplace policy.
Articulate how an organization can be at risk of harassment claims and how they can best legally protect themselves.
Summarize reporting and investigation procedures.

Specifically, discuss how the issue or complaint is brought to HR’s attention, who is involved in the investigation, how the communication process works with those involved.

Summarize how the anti-harassment policy should be communicated to employees.
Analyze organizational benefits realized because of having a sound anti-harassment policy in place.

Consider company reputation, employee morale, retention, productivity, and the like.

Additional Requirements
Policy
This part of your assessment should also meet the following requirements:

Length: 3-5 pages. Strive to be as detailed as possible in addressing each of the policy’s components above.
Written communication: Communicate in a manner that is scholarly and professional. Your writing should be:

Concise and logically organized.
Free of errors in grammar and mechanics.

Resources: If you use a source in the text of your policy, you need to reference it. The last page of your policy should be your reference list. Format all citations and references in accordance with current APA guidelines.

PowerPoint Presentation
This part of your assessment should also meet the following requirements:

Audience: Create a presentation suitable for the upper management of your selected organization.
Length: 8-12 slides, including speaker’s notes and title and references slides.
Validation and support: Use a minimum of seven relevant and credible scholarly or professional resources such as the Wall Street Journal to support your work.
APA format: Format all citations and references in accordance with current APA guidelines. Refer to the Evidence and APA Campus page for guidance.
Complexity: Do not get hung up on adding too many graphics, audio, or video. Select a PowerPoint template appropriate for a professional presentation. Please make sure the background color you choose does not interfere with the font selection and that it is easy to read. Do not overbuild your slides; information that supports and expands on what you say should appear as speaker’s or presenter’s notes.

Note: It is expected that your SafeAssign results for the policy document in Word will have a high percentage match, as you are aligning with legal standards. Your PowerPoint presentation should not be nearly as high. Please make sure you cite your sources within both documents according to current APA style.
Your PowerPoint presentation should be saved as a PDF to properly capture the presenter notes.
Here is how to save PowerPoint as PDF with notes included (Microsoft, n.d.):

Open your PowerPoint presentation.
Click File > Print.
Under Print, click Microsoft Print to PDF.
Under Settings, click the second box (which defaults to say Full Page Slides).
Under Print Layout, click Notes Pages.
Click Print.

Competencies Measured
By successfully completing this assessment, you will demonstrate your proficiency in the course competencies through the following assessment scoring guide criteria:

Competency 1: Apply human resource strategies to business needs.

Develop an anti-harassment workplace policy.
Summarize the reporting, investigation procedures, and how the anti-harassment policies will be communicated to employees.

Competency 2: Analyze core functions of human resource management.

Explain the legal basis for protecting employees from harassment.
Explain other types of harassment, outside of sexual harassment, to consider in a workplace policy.
Analyze organizational benefits realized by the anti-harassment policy’s approach.

Competency 4: Communicate effectively in a scholarly and professional manner.

Describe the types of sexual harassment found in the workplace.
Apply APA formatting to in-text citations and references.
Convey purpose in an appropriate tone and style, incorporating supporting evidence and adhering to organizational, professional, and scholarly writing standards.

Reference
Microsoft. (n.d.). Print slides with or without speaker notes. https://support.microsoft.com/en-us/office/print-slides-with-or-without-speaker-notes-02952fc2-2921-4305-b8b2-e98644a93e06

Why is it important to consider cultural factors when developing a collaborative team and evaluating possible solutions to a need in a minority community?

Collaborative Alliance Worksheet (Assignment 2)

Collaborative Alliance Worksheet

Instructions:
Use this worksheet to identify potential partners and use their resources to begin to prepare a culturally sensitive strategic plan for collaboration.
1.
Involve community leaders. Development of the process innovation must involve
at least
five Chinle community stakeholders, key conveners, or community leaders. Describe these
five individuals in the following chart. Use the
Chinle Service Unit Profile to guide your answers.

Who?

(Name, position, organization)

What?

(Description of involvement)

Why?

(Description of goal of involvement)

2.
Leverage community assets. As the process innovation is introduced into the community, proper incorporation of the community’s resources is necessary. In the following chart, evaluate the use of
each community entity in the process innovation. Use the
Chinle Service Unit Profile and readings in the course to guide your answers.

Community Entity

Potential Contribution to Collaboration

The Just Move It campaign

This campaign is facilitated by health promotion staff within the Department of Public Health. Its goal is to promote walking and running activities in Navajo Nation communities.

Health coaches

Health coaches work in primary care clinics to help diabetic patients with exercises, healthy eating, and controlling glucose.

Chinle Health Council

This group identifies health priorities and forms task forces for increasing awareness about healthy living.

Community nutrition staff

These specialists team up with other outreach workers to promote healthy eating in communities and schools.

3.
Demonstrate cultural sensitivity. To gather collaborators and communicate with them effectively, you will need to demonstrate cultural competency. This will influence both whom you approach and how you approach them, which will ultimately determine the practicality of your solution and the quality of your communication plan. Refer to readings in the course and the
Chinle Service Unit Profile to inform your answers.

Cultural Analysis (GLOBE study’s nine dimensions)

Dimension

Findings

Significance of Findings for Project

Power Distance

Uncertainty Avoidance

Institutional Collectivism

Gender Egalitarianism

Assertiveness

Future Orientation

Performance Orientation

Humane Orientation

In-Group Collectivism

4. Consider cultural factors. Why is it especially important to consider cultural factors when developing a collaborative team and evaluating possible solutions to a need in a minority community? Use the readings in the course to guide your answer.

References:

Betancourt, J. R., Green, A. R., & Carrillo, J. E. (2002, October). Cultural competence in health care: Emerging frameworks and practical approaches. The Commonwealth Fund. https://www.commonwealthfund.org/publications/fund-reports/2002/oct/cultural-competence-health-care-emerging-frameworks-and
Chinle. (n.d.). Navajo Nation Special Diabetes Project. http://www.nnsdp.org/Chinle.aspx
Chinle Service Unit Profile. (n.d.). Master of Health Administration, 1-12.
Dine Youth, (n.d.). [Chinle Agency Website]. https://www.dineyouth.com/chinle.aspx
Globe 2020. (2016-2020). An overview of the 2004 study: Understanding the relationship between national culture, societal effectiveness, and desirable leadership attributes. SFU Beedie School of Business. https://globeproject.com/study_2004_2007
McCalman, J., Paton, R., & Siebert, S. (2016). Change management: A guide to effective implementation (4th ed.). SAGE Publications, Ltd.
McKenzie, J., & Pinger, R. (2018). An introduction to community and public health (9th ed.). Jones & Bartlett Learning.
Northouse, P. (2019). Leadership: Theory and practice (8th ed.). SAGE Publications, Inc.
Preston Raban, P. (2019). Annual report to the Apache County Board of Supervisors Public Health Services District FY2018/2019. Apache County Public Health Services District. https://tb2cdn.schoolwebmasters.com/accnt_591117/site_591118/Documents/FY-2018-2019-Annual-Report.pdf
WeAreNavajo. (n.d.) Aging and Adult Services. https://www.wearenavajo.org/programs-services/aging-adult-services
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Confidential and Proprietary Information. © Western Governors University. All Rights Reserved.

Elaborate differnt Differential Diagnoses.

Episodic/Focused SOAP Note Template

Patient Information:

Initials, Age, Sex, Race

S.

CC (chief complaint) a BRIEF statement identifying why the patient is here – in the patient’s own words – for instance “headache”, NOT “bad headache for 3 days”.

HPI: This is the symptom analysis section of your note. Thorough documentation in this section is essential for patient care, coding, and billing analysis. Paint a picture of what is wrong with the patient. Use LOCATES Mnemonic to complete your HPI. You need to start EVERY HPI with age, race, and gender (e.g., 34-year-old AA male). You must include the seven attributes of each principal symptom in paragraph form not a list. If the CC was “headache”, the LOCATES for the HPI might look like the following example:

Location: head
Onset: 3 days ago
Character: pounding, pressure around the eyes and temples
Associated signs and symptoms: nausea, vomiting, photophobia, phonophobia
Timing: after being on the computer all day at work
Exacerbating/ relieving factors: light bothers eyes, Aleve makes it tolerable but not completely better
Severity: 7/10 pain scale

Current Medications: include dosage, frequency, length of time used and reason for use; also include OTC or homeopathic products.

Allergies: include medication, food, and environmental allergies separately (a description of what the allergy is ie angioedema, anaphylaxis, etc. This will help determine a true reaction vs intolerance).

PMHx: include immunization status (note date of
last tetanus for all adults), past major illnesses and surgeries. Depending on the CC, more info is sometimes needed
Soc Hx: include occupation and major hobbies, family status, tobacco & alcohol use (previous and current use), any other pertinent data. Always add some health promo question here – such as whether they use seat belts all the time or whether they have working smoke detectors in the house, living environment, text/cell phone use while driving, and support system.

Fam Hx: illnesses with possible genetic predisposition, contagious or chronic illnesses. Reason for death of any deceased first degree relatives should be included. Include parents, grandparents, siblings, and children. Include grandchildren if pertinent.

ROS: cover all body systems that may help you include or rule out a differential diagnosis You should list each system as follows:
General:
Head:
EENT: etc. You should list these in bullet format and document the systems in order from head to toe.

Example of Complete ROS:
GENERAL:  Denies weight loss, fever, chills, weakness or fatigue.
HEENT:  Eyes: Denies visual loss, blurred vision, double vision or yellow sclerae. Ears, Nose, Throat:  Denies hearing loss, sneezing, congestion, runny nose or sore throat.
SKIN:  Denies rash or itching.
CARDIOVASCULAR:  Denies chest pain, chest pressure or chest discomfort. No palpitations or edema.
RESPIRATORY:  Denies shortness of breath, cough or sputum.
GASTROINTESTINAL:  Denies anorexia, nausea, vomiting or diarrhea. No abdominal pain or blood.
GENITOURINARY:  Burning on urination. Pregnancy. Last menstrual period, MM/DD/YYYY.
NEUROLOGICAL:  Denies headache, dizziness, syncope, paralysis, ataxia, numbness or tingling in the extremities. No change in bowel or bladder control.
MUSCULOSKELETAL:  Denies muscle, back pain, joint pain or stiffness.
HEMATOLOGIC:  Denies anemia, bleeding or bruising.
LYMPHATICS:  Denies enlarged nodes. No history of splenectomy.
PSYCHIATRIC:  Denies history of depression or anxiety.
ENDOCRINOLOGIC:  Denies reports of sweating, cold or heat intolerance. No polyuria or polydipsia.
ALLERGIES:  Denies history of asthma, hives, eczema or rhinitis.

O.

Physical exam: From head-to-toe, include what you see, hear, and feel when doing your physical exam. You only need to examine the systems that are pertinent to the CC, HPI, and History.
Do not use “WNL” or “normal.” You must describe what you see. Always document in head to toe format i.e. General: Head: EENT: etc.

Diagnostic results: Include any labs, x-rays, or other diagnostics that are needed to develop the differential diagnoses (support with evidenced and guidelines)

A

.

Differential Diagnoses (list a minimum of 3 differential diagnoses).Your primary or presumptive diagnosis should be at the top of the list. For each diagnosis, provide supportive documentation with evidence based guidelines.

P.
  
This section is not required for the assignments in this course (NURS 6512) but will be required for future courses.
References
You are required to include at least three evidence based peer-reviewed journal articles or evidenced based guidelines which relates to this case to support your diagnostics and differentials diagnoses. Be sure to use correct APA 7th edition formatting.

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