Category: Human Resource Management

  • [Solved] Human Resource Management HUMN RESOURCES WEEK 6 ASSIGNMENT REVISION

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    **files (3)**

    – ## HumanResourceManagementHUMANRESOURCESWEEK6ASSIGNMENT1.docx

    – ## REVISED.docx

    – RUBRICFEEDBACK.docx

    **## HumanResourceManagementHUMANRESOURCESWEEK6ASSIGNMENT1.docx**

    7

    Week 5 Assignment Scholarly Paper

    Michelle Lynn

    Walden University

    HUMN 6000-1

    Instructor Nerissa Strong

    March 30, 2025

    **The Mental Health Challenges**

    In terms of public health, mental health crises emerging among marginalized youth post-COVID-19 pandemic have become quite significant. Such populations, including racial and ethnic minorities, LGBTQ+ and others, suffer from different and intensified challenges, all negatively affecting their emotional and psychological well-being. , as highlighted by Murthy (2022), taking note of how the pandemic has worsened pre-existing disparities and clearly showing how these marginalized communities have suffered disproportionately from mental health impacts. These have been brought about by a combination of factors such as economic instability, systemic racism, social isolation, and discrimination, all contributing to increases in anxiety, depression, and trauma. Marginalized youth are, furthermore, faced with barriers to accessing mental health care. This could probably be why no appropriate facilities serve this group. The proposed paper will address the disparities in mental health care for marginalized youth, looking into factors behind the widening gap and the mitigation measures around such issues.

    **The Problem of Mental Health Disparities**

    **Factors Contributing to the Mental Health Challenges**

    i.
    **Socio-economic Trends, Trauma, and Discrimination**

    Socio-economic trends or disturbances, trauma, and discrimination enter into the lives of marginalized youth, thereby posing even more risks to their mental health. Murthy (2022) mentions that racial and ethnic minorities are disproportionately affected by grief, trauma, and systemic violence. For example, during the COVID-19 pandemic-related losses and grief, these groups were again significantly affected, as research has shown that the risks of death in the family were up to 4.5 times higher for those belonging to these groups than for their non-Hispanic White peers.

    ii.
    **Disapproval from the Family and Absence of the Social Support**

    Besides unique stressors like discrimination and harassment, those who engage in LGBTQ+ lifestyles also deal with disapproval from family and lack of social support: such issues can embed thicker layers into their mental capital struggles (Wolff et al., 2023). Culturally competent mental health care services for these groups seem few and far between, only heightening the difficulties posed by these very issues. Besides, Nunez-Rivera (2023) pointed out that although these risks have increased, the access to specific mental health services for LGBTQ+ persons remains very limited, with a minority of the LGBTQ+ population availing of such services due to geographical and systemic barriers.

    **Barriers to Mental Health Access**

    a.
    **Absence of Specific Services for Mental Healthcare**

    This access to specialized mental health services is poor among marginalized youth despite the increasing demand. According to Nunez-Rivera (2023), those identifying under the LGBTQ+ umbrella face additional challenges in accessing care because of the absence of specific services for their mental health care. Culturally competent and trained providers to serve marginalized communities are not available in many places. Such barriers in the system disallow these youth from receiving proper emotional help from their families Wolff et al. (2023). The effects can negatively affect healthy mental functioning and development for years. Access to particular services becomes more difficult due to the stigma attached to mental health care in underprivileged communities.

    b.
    **The Absence of the Insurance Coverage**

    Insurance coverage, as it stands, is unfortunately denying many poor youth who want to seek treatment or continue to go for it. This deprives them of the chance to take care of their psychological problems. In line with what Al-Tamimi and Leavey (2021) have stated, community-based interventions are the best solutions for areas with care deprivation that have conflict-torn spaces or are low-income countries.

    **Solutions to Address the Mental Health Disparities**

    a)
    **Trauma-Informed Care (TIC)**

    The incorporation of trauma-informed care (TIC) into mental health services represents a very equitable means by which to resolve these disparities. It emphasizes the creation of a context of maximum safety, trust, and support for people who have undergone trauma. The proposals by Goldstein et al. (2024) is that TIC is invaluable tool towards enhancement of the outcomes with marginalized youth. It helps in tackling the underlying causes of problems associated with trauma and discrimination in relation to psychiatric health. The development of TIC-supported spaces helps in the reduction of risk of re-traumatization while supporting suitable care access. The whole promising approach creates services that are just more attuned to the needs of the historically marginalized and would foster better engagement of these individuals within the mainstream mental health services themselves. The argument of the authors is that successful implementation of TIC demands for clarity on definitions, settings, and staining of staff and provides towards development of a conducive environments for the healing process.

    b)
    **The Expanding Access to Telepsychiatry and Community-Based Measures**

    Telepsychiatry and community-based interventions to make mental health services salient are another avenue to facilitating access for deserving persons. According to Mongelli et al. (2020), telepsychiatry is a good remedy to circumvent geographical and logistical barriers to care for the youth living in rural or underserved settings. The emphasis on remote care means these youths can consult their mental health professionals unencumbered by the obstacles of travel, stigma, or an absence of local providers. In preserving a climate of neighborliness and connection within the familiar environment, community-based interventions can arguably enhance mental health outcomes. These focused interventions thus enhance accessibility and responsiveness to the mental health needs of marginalized youth. As mentioned by Al-Tamimi and Leavey (2021), community-based interventions have already been successful in addressing the mental health needs of low-resourced youth living in conflict areas present in those countries. Consequently, they offer the required help a culturally suitable process, as well as being readily accessible.

    **Conclusions**

    Preexisting aggravations to unequal mental health conditions among marginalized youth existing in the face another social and economic complexion, discrimination, and access to care. All were exacerbated during the COVID-19 pandemic, which subjected people in marginalized communities to further trauma and stress. Trauma-informed care as an intervention, coupled with extended telepsychiatry services, is encouraging in closing existing gaps by increasing access to culturally competent care. Limiting access to mental health services for marginalized youth with intentionality in settings that support these groups helps lessen gaps in care and assure positive outcomes for all youth, regardless of differing backgrounds. Continued efforts in alleviating challenges in this connection should guarantee improved outcomes in mental health for the communities in question.

    **References**
    Al-Tamimi, S. A. G. A., & Leavey, G. (2021). Community-Based Interventions for the Treatment and Management of Conflict-Related Trauma in Low-Middle Income, Conflict-Affected Countries: a Realist Review.
    _Journal of Child & Adolescent Trauma_,
    _15_(2). https://doi.org/10.1007/s40653-021-00373-x

    Berring, L. L., Holm, T., Hansen, J. P., Delcomyn, C. L., Søndergaard, R., & Hvidhjelm, J. (2024). Implementing Trauma-Informed Care—Settings, Definitions, Interventions, Measures, and Implementation across Settings: A Scoping Review.
    _Healthcare_,
    _12_(9), 908. https://doi.org/10.3390/healthcare12090908

    Goldstein, E., Chokshi, B., Melendez-Torres, G., Rios, A., Jelley, M., & Lewis-O’Connor, A. (2024). Effectiveness of Trauma-Informed Care Implementation in Health Care Settings: Systematic Review of Reviews and Realist Synthesis.
    _The Permanente Journal_,
    _28_(1), 135–150. https://doi.org/10.7812/tpp/23.127

    Mongelli, F., Georgakopoulos, P., & Pato, M. T. (2020). Challenges and opportunities to meet the mental health needs of underserved and disenfranchised populations in the united states.
    _Focus_,
    _18_(1), 16–24. https://doi.org/10.1176/appi.focus.20190028

    Murthy, V. H. (2022). The Mental Health of Minority and Marginalized Young People: An Opportunity for Action.
    _Public Health Reports_,
    _137_(4), 003335492211023. https://doi.org/10.1177/00333549221102390

    Nunez-Rivera, S. (2023).
    _CSUSB ScholarWorks CSUSB ScholarWorks Electronic Theses, Projects, and Dissertations Office of Graduate Studies 5-2023 BARRIERS AND CHALLENGES THAT LGBTQ+ INDIVIDUALS FACE BARRIERS AND CHALLENGES THAT LGBTQ+ INDIVIDUALS FACE WHEN ACQUIRING MENTAL HEALTH CARE SERVICES. WHEN ACQUIRING MENTAL HEALTH CARE SERVICES_. https://scholarworks.lib.csusb.edu/cgi/viewcontent.cgi?article=2865&context=etd

    Wolff, J. M., Anderson, R., & Mickelson, K. (2023). LGBTQ+ Stress and Trauma Within the DSM-5: A Case Study Adaptation of the UConn Racial/Ethnic Stress and Trauma Survey (UnRESTS).
    _The Behavior Therapist_,
    _46_(4), 165. https://pmc.ncbi.nlm.nih.gov/articles/PMC11376306/

    **## REVISED.docx**

    Week 6 Assignment: Scholarly Paper Revision

    In its basic form, to revise means “to see again.” Building revision into your scholarly writing practice allows you to see the content again with fresh eyes. It also relieves pressure on you to write something perfect in the first draft. Through revision, you can better mold that first draft into a logically organized paper with clearer sentences and a strong scholarly voice.

    Revision involves more than simply addressing spelling or grammar errors. “Seeing again” means you may need to take a risk and change something large—like the sequence of topics or the paragraph structure—in order to make a paper demonstrably better.

    In this final Assignment, you examine the paper you wrote in Week 5 and, using strategies described in the Resources, revise it to be stronger.

    To Prepare

    · Review the feedback you received on your Week 5 scholarly paper.

    · Examine your paper on your own using the strategies found in the Writing Center’s Revising resource. You may also want to read the paper aloud to yourself.

    · Check the paraphrasing in your paper to ensure you are not inadvertently plagiarizing. You may also run your paper through Turnitin, found in the Canvas classroom.

    · Do additional literature searches in the library to enrich your paper as needed.

    Resources

    Be sure to review the Learning Resources before completing this activity.
    Click the weekly resources link to access the resources.

    [**WEEKLY RESOURCES**](https://waldenu.instructure.com/courses/156493/pages/week-6-learning-resources?module_item_id=6282678)

    By Day 7

    Revise your Week 5 scholarly paper based on Instructor feedback and self-editing. Submit a clean copy of the paper for your final submission. The paper should include:

    · Paragraphs that are organized, with a clear focus and use of evidence to analyze the topic.

    · Use of scholarly voice and tone.

    · Proper application of APA-style and grammar norms.

    ·
    **HUMN_6000_Week6_Assignment_Rubric**

    | | | | |
    | — | — | — | — |
    | HUMN_6000_Week6_Assignment_Rubric |
    | **Criteria** | **Ratings** | **Pts** |
    | This criterion is linked to a Learning OutcomeRevise your Week 5 scholarly paper based on Instructor feedback and self-editing. Paragraphs are organized, with a clear focus and use of evidence to analyze the topic. | | | | | |
    | — | — | — | — |
    | **125 to >111.2 pts**<br>**Exceeds Expectations**<br>Revisions are thorough; revision significantly improves organization, focus, use of evidence, and/or analysis of the problem. Paper shows clear evidence of the student having read and applied Instructor feedback. | **111.2 to >98.9 pts**<br>**Meets Expectations**<br>Revisions are evident; revision improves organization, focus, use of evidence, and/or analysis of the problem. Paper shows evidence of the student having read and applied Instructor feedback. | **98.9 to >86.2 pts**<br>**Fair**<br>Revisions are limited and may relate only to superficial fixes, and/or revision choices do not result in improved organization, focus, use of evidence, and/or analysis of the problem. Paper shows limited evidence of the student having read and applied Instructor feedback. | **86.2 to >0 pts**<br>**Needs Improvement**<br>Revisions (if any) demonstrate little or no consideration or effort. Paper shows limited evidence of the student having read and applied Instructor feedback. | | 125 pts |
    | This criterion is linked to a Learning OutcomeUse scholarly voice and tone. | | | | | |
    | — | — | — | — |
    | **50 to >44.5 pts**<br>**Exceeds Expectations**<br>Revisions are thorough; revision significantly improves scholarly voice and tone. | **44.5 to >39.4 pts**<br>**Meets Expectations**<br>Revisions are evident; revision improves scholarly voice and tone. | **39.4 to >34.6 pts**<br>**Fair**<br>Revisions are limited and may relate only to superficial fixes, and/or revision choices do not result in improved scholarly voice and tone. | **34.6 to >0 pts**<br>**Needs Improvement**<br>Revisions (if any) demonstrate little or no consideration or effort. Paper shows limited evidence of the student having read and applied Instructor feedback. | | 50 pts |
    | This criterion is linked to a Learning OutcomeProper application of APA-style and grammar norms. | | | | | |
    | — | — | — | — |
    | **25 to >22.4 pts**<br>**Exceeds Expectations**<br>Revisions are thorough; revision significantly improves use of APA-style and grammar norms. | **22.4 to >19.7 pts**<br>**Meets Expectations**<br>Revisions are evident; revision improves use of APA-style and grammar norms. | **19.7 to >17.2 pts**<br>**Fair**<br>Revisions are limited and may relate only to superficial fixes, and/or revision choices do not result in improved use of APA-style and/or grammar norms. | **17.2 to >0 pts**<br>**Needs Improvement**<br>Revisions (if any) demonstrate little or no consideration or effort. Paper shows limited evidence of the student having read and applied Instructor feedback. | | 25 pts |
    | Total Points: 200 |

    **RUBRICFEEDBACK.docx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/rubricfeedback-docx)

    **RUBRICFEEDBACK.docx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/rubricfeedback-docx)

    **## HumanResourceManagementHUMANRESOURCESWEEK6ASSIGNMENT1.docx**

    7

    Week 5 Assignment Scholarly Paper

    Michelle Lynn

    Walden University

    HUMN 6000-1

    Instructor Nerissa Strong

    March 30, 2025

    **The Mental Health Challenges**

    In terms of public health, mental health crises emerging among marginalized youth post-COVID-19 pandemic have become quite significant. Such populations, including racial and ethnic minorities, LGBTQ+ and others, suffer from different and intensified challenges, all negatively affecting their emotional and psychological well-being. , as highlighted by Murthy (2022), taking note of how the pandemic has worsened pre-existing disparities and clearly showing how these marginalized communities have suffered disproportionately from mental health impacts. These have been brought about by a combination of factors such as economic instability, systemic racism, social isolation, and discrimination, all contributing to increases in anxiety, depression, and trauma. Marginalized youth are, furthermore, faced with barriers to accessing mental health care. This could probably be why no appropriate facilities serve this group. The proposed paper will address the disparities in mental health care for marginalized youth, looking into factors behind the widening gap and the mitigation measures around such issues.

    **The Problem of Mental Health Disparities**

    **Factors Contributing to the Mental Health Challenges**

    i.
    **Socio-economic Trends, Trauma, and Discrimination**

    Socio-economic trends or disturbances, trauma, and discrimination enter into the lives of marginalized youth, thereby posing even more risks to their mental health. Murthy (2022) mentions that racial and ethnic minorities are disproportionately affected by grief, trauma, and systemic violence. For example, during the COVID-19 pandemic-related losses and grief, these groups were again significantly affected, as research has shown that the risks of death in the family were up to 4.5 times higher for those belonging to these groups than for their non-Hispanic White peers.

    ii.
    **Disapproval from the Family and Absence of the Social Support**

    Besides unique stressors like discrimination and harassment, those who engage in LGBTQ+ lifestyles also deal with disapproval from family and lack of social support: such issues can embed thicker layers into their mental capital struggles (Wolff et al., 2023). Culturally competent mental health care services for these groups seem few and far between, only heightening the difficulties posed by these very issues. Besides, Nunez-Rivera (2023) pointed out that although these risks have increased, the access to specific mental health services for LGBTQ+ persons remains very limited, with a minority of the LGBTQ+ population availing of such services due to geographical and systemic barriers.

    **Barriers to Mental Health Access**

    a.
    **Absence of Specific Services for Mental Healthcare**

    This access to specialized mental health services is poor among marginalized youth despite the increasing demand. According to Nunez-Rivera (2023), those identifying under the LGBTQ+ umbrella face additional challenges in accessing care because of the absence of specific services for their mental health care. Culturally competent and trained providers to serve marginalized communities are not available in many places. Such barriers in the system disallow these youth from receiving proper emotional help from their families Wolff et al. (2023). The effects can negatively affect healthy mental functioning and development for years. Access to particular services becomes more difficult due to the stigma attached to mental health care in underprivileged communities.

    b.
    **The Absence of the Insurance Coverage**

    Insurance coverage, as it stands, is unfortunately denying many poor youth who want to seek treatment or continue to go for it. This deprives them of the chance to take care of their psychological problems. In line with what Al-Tamimi and Leavey (2021) have stated, community-based interventions are the best solutions for areas with care deprivation that have conflict-torn spaces or are low-income countries.

    **Solutions to Address the Mental Health Disparities**

    a)
    **Trauma-Informed Care (TIC)**

    The incorporation of trauma-informed care (TIC) into mental health services represents a very equitable means by which to resolve these disparities. It emphasizes the creation of a context of maximum safety, trust, and support for people who have undergone trauma. The proposals by Goldstein et al. (2024) is that TIC is invaluable tool towards enhancement of the outcomes with marginalized youth. It helps in tackling the underlying causes of problems associated with trauma and discrimination in relation to psychiatric health. The development of TIC-supported spaces helps in the reduction of risk of re-traumatization while supporting suitable care access. The whole promising approach creates services that are just more attuned to the needs of the historically marginalized and would foster better engagement of these individuals within the mainstream mental health services themselves. The argument of the authors is that successful implementation of TIC demands for clarity on definitions, settings, and staining of staff and provides towards development of a conducive environments for the healing process.

    b)
    **The Expanding Access to Telepsychiatry and Community-Based Measures**

    Telepsychiatry and community-based interventions to make mental health services salient are another avenue to facilitating access for deserving persons. According to Mongelli et al. (2020), telepsychiatry is a good remedy to circumvent geographical and logistical barriers to care for the youth living in rural or underserved settings. The emphasis on remote care means these youths can consult their mental health professionals unencumbered by the obstacles of travel, stigma, or an absence of local providers. In preserving a climate of neighborliness and connection within the familiar environment, community-based interventions can arguably enhance mental health outcomes. These focused interventions thus enhance accessibility and responsiveness to the mental health needs of marginalized youth. As mentioned by Al-Tamimi and Leavey (2021), community-based interventions have already been successful in addressing the mental health needs of low-resourced youth living in conflict areas present in those countries. Consequently, they offer the required help a culturally suitable process, as well as being readily accessible.

    **Conclusions**

    Preexisting aggravations to unequal mental health conditions among marginalized youth existing in the face another social and economic complexion, discrimination, and access to care. All were exacerbated during the COVID-19 pandemic, which subjected people in marginalized communities to further trauma and stress. Trauma-informed care as an intervention, coupled with extended telepsychiatry services, is encouraging in closing existing gaps by increasing access to culturally competent care. Limiting access to mental health services for marginalized youth with intentionality in settings that support these groups helps lessen gaps in care and assure positive outcomes for all youth, regardless of differing backgrounds. Continued efforts in alleviating challenges in this connection should guarantee improved outcomes in mental health for the communities in question.

    **References**
    Al-Tamimi, S. A. G. A., & Leavey, G. (2021). Community-Based Interventions for the Treatment and Management of Conflict-Related Trauma in Low-Middle Income, Conflict-Affected Countries: a Realist Review.
    _Journal of Child & Adolescent Trauma_,
    _15_(2). https://doi.org/10.1007/s40653-021-00373-x

    Berring, L. L., Holm, T., Hansen, J. P., Delcomyn, C. L., Søndergaard, R., & Hvidhjelm, J. (2024). Implementing Trauma-Informed Care—Settings, Definitions, Interventions, Measures, and Implementation across Settings: A Scoping Review.
    _Healthcare_,
    _12_(9), 908. https://doi.org/10.3390/healthcare12090908

    Goldstein, E., Chokshi, B., Melendez-Torres, G., Rios, A., Jelley, M., & Lewis-O’Connor, A. (2024). Effectiveness of Trauma-Informed Care Implementation in Health Care Settings: Systematic Review of Reviews and Realist Synthesis.
    _The Permanente Journal_,
    _28_(1), 135–150. https://doi.org/10.7812/tpp/23.127

    Mongelli, F., Georgakopoulos, P., & Pato, M. T. (2020). Challenges and opportunities to meet the mental health needs of underserved and disenfranchised populations in the united states.
    _Focus_,
    _18_(1), 16–24. https://doi.org/10.1176/appi.focus.20190028

    Murthy, V. H. (2022). The Mental Health of Minority and Marginalized Young People: An Opportunity for Action.
    _Public Health Reports_,
    _137_(4), 003335492211023. https://doi.org/10.1177/00333549221102390

    Nunez-Rivera, S. (2023).
    _CSUSB ScholarWorks CSUSB ScholarWorks Electronic Theses, Projects, and Dissertations Office of Graduate Studies 5-2023 BARRIERS AND CHALLENGES THAT LGBTQ+ INDIVIDUALS FACE BARRIERS AND CHALLENGES THAT LGBTQ+ INDIVIDUALS FACE WHEN ACQUIRING MENTAL HEALTH CARE SERVICES. WHEN ACQUIRING MENTAL HEALTH CARE SERVICES_. https://scholarworks.lib.csusb.edu/cgi/viewcontent.cgi?article=2865&context=etd

    Wolff, J. M., Anderson, R., & Mickelson, K. (2023). LGBTQ+ Stress and Trauma Within the DSM-5: A Case Study Adaptation of the UConn Racial/Ethnic Stress and Trauma Survey (UnRESTS).
    _The Behavior Therapist_,
    _46_(4), 165. https://pmc.ncbi.nlm.nih.gov/articles/PMC11376306/

    **## REVISED.docx**

    Week 6 Assignment: Scholarly Paper Revision

    In its basic form, to revise means “to see again.” Building revision into your scholarly writing practice allows you to see the content again with fresh eyes. It also relieves pressure on you to write something perfect in the first draft. Through revision, you can better mold that first draft into a logically organized paper with clearer sentences and a strong scholarly voice.

    Revision involves more than simply addressing spelling or grammar errors. “Seeing again” means you may need to take a risk and change something large—like the sequence of topics or the paragraph structure—in order to make a paper demonstrably better.

    In this final Assignment, you examine the paper you wrote in Week 5 and, using strategies described in the Resources, revise it to be stronger.

    To Prepare

    · Review the feedback you received on your Week 5 scholarly paper.

    · Examine your paper on your own using the strategies found in the Writing Center’s Revising resource. You may also want to read the paper aloud to yourself.

    · Check the paraphrasing in your paper to ensure you are not inadvertently plagiarizing. You may also run your paper through Turnitin, found in the Canvas classroom.

    · Do additional literature searches in the library to enrich your paper as needed.

    Resources

    Be sure to review the Learning Resources before completing this activity.
    Click the weekly resources link to access the resources.

    [**WEEKLY RESOURCES**](https://waldenu.instructure.com/courses/156493/pages/week-6-learning-resources?module_item_id=6282678)

    By Day 7

    Revise your Week 5 scholarly paper based on Instructor feedback and self-editing. Submit a clean copy of the paper for your final submission. The paper should include:

    · Paragraphs that are organized, with a clear focus and use of evidence to analyze the topic.

    · Use of scholarly voice and tone.

    · Proper application of APA-style and grammar norms.

    ·
    **HUMN_6000_Week6_Assignment_Rubric**

    | | | | |
    | — | — | — | — |
    | HUMN_6000_Week6_Assignment_Rubric |
    | **Criteria** | **Ratings** | **Pts** |
    | This criterion is linked to a Learning OutcomeRevise your Week 5 scholarly paper based on Instructor feedback and self-editing. Paragraphs are organized, with a clear focus and use of evidence to analyze the topic. | | | | | |
    | — | — | — | — |
    | **125 to >111.2 pts**<br>**Exceeds Expectations**<br>Revisions are thorough; revision significantly improves organization, focus, use of evidence, and/or analysis of the problem. Paper shows clear evidence of the student having read and applied Instructor feedback. | **111.2 to >98.9 pts**<br>**Meets Expectations**<br>Revisions are evident; revision improves organization, focus, use of evidence, and/or analysis of the problem. Paper shows evidence of the student having read and applied Instructor feedback. | **98.9 to >86.2 pts**<br>**Fair**<br>Revisions are limited and may relate only to superficial fixes, and/or revision choices do not result in improved organization, focus, use of evidence, and/or analysis of the problem. Paper shows limited evidence of the student having read and applied Instructor feedback. | **86.2 to >0 pts**<br>**Needs Improvement**<br>Revisions (if any) demonstrate little or no consideration or effort. Paper shows limited evidence of the student having read and applied Instructor feedback. | | 125 pts |
    | This criterion is linked to a Learning OutcomeUse scholarly voice and tone. | | | | | |
    | — | — | — | — |
    | **50 to >44.5 pts**<br>**Exceeds Expectations**<br>Revisions are thorough; revision significantly improves scholarly voice and tone. | **44.5 to >39.4 pts**<br>**Meets Expectations**<br>Revisions are evident; revision improves scholarly voice and tone. | **39.4 to >34.6 pts**<br>**Fair**<br>Revisions are limited and may relate only to superficial fixes, and/or revision choices do not result in improved scholarly voice and tone. | **34.6 to >0 pts**<br>**Needs Improvement**<br>Revisions (if any) demonstrate little or no consideration or effort. Paper shows limited evidence of the student having read and applied Instructor feedback. | | 50 pts |
    | This criterion is linked to a Learning OutcomeProper application of APA-style and grammar norms. | | | | | |
    | — | — | — | — |
    | **25 to >22.4 pts**<br>**Exceeds Expectations**<br>Revisions are thorough; revision significantly improves use of APA-style and grammar norms. | **22.4 to >19.7 pts**<br>**Meets Expectations**<br>Revisions are evident; revision improves use of APA-style and grammar norms. | **19.7 to >17.2 pts**<br>**Fair**<br>Revisions are limited and may relate only to superficial fixes, and/or revision choices do not result in improved use of APA-style and/or grammar norms. | **17.2 to >0 pts**<br>**Needs Improvement**<br>Revisions (if any) demonstrate little or no consideration or effort. Paper shows limited evidence of the student having read and applied Instructor feedback. | | 25 pts |
    | Total Points: 200 |

    **RUBRICFEEDBACK.docx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/rubricfeedback-docx)

    **## HumanResourceManagementHUMANRESOURCESWEEK6ASSIGNMENT1.docx**

    7

    Week 5 Assignment Scholarly Paper

    Michelle Lynn

    Walden University

    HUMN 6000-1

    Instructor Nerissa Strong

    March 30, 2025

    **The Mental Health Challenges**

    In terms of public health, mental health crises emerging among marginalized youth post-COVID-19 pandemic have become quite significant. Such populations, including racial and ethnic minorities, LGBTQ+ and others, suffer from different and intensified challenges, all negatively affecting their emotional and psychological well-being. , as highlighted by Murthy (2022), taking note of how the pandemic has worsened pre-existing disparities and clearly showing how these marginalized communities have suffered disproportionately from mental health impacts. These have been brought about by a combination of factors such as economic instability, systemic racism, social isolation, and discrimination, all contributing to increases in anxiety, depression, and trauma. Marginalized youth are, furthermore, faced with barriers to accessing mental health care. This could probably be why no appropriate facilities serve this group. The proposed paper will address the disparities in mental health care for marginalized youth, looking into factors behind the widening gap and the mitigation measures around such issues.

    **The Problem of Mental Health Disparities**

    **Factors Contributing to the Mental Health Challenges**

    i.
    **Socio-economic Trends, Trauma, and Discrimination**

    Socio-economic trends or disturbances, trauma, and discrimination enter into the lives of marginalized youth, thereby posing even more risks to their mental health. Murthy (2022) mentions that racial and ethnic minorities are disproportionately affected by grief, trauma, and systemic violence. For example, during the COVID-19 pandemic-related losses and grief, these groups were again significantly affected, as research has shown that the risks of death in the family were up to 4.5 times higher for those belonging to these groups than for their non-Hispanic White peers.

    ii.
    **Disapproval from the Family and Absence of the Social Support**

    Besides unique stressors like discrimination and harassment, those who engage in LGBTQ+ lifestyles also deal with disapproval from family and lack of social support: such issues can embed thicker layers into their mental capital struggles (Wolff et al., 2023). Culturally competent mental health care services for these groups seem few and far between, only heightening the difficulties posed by these very issues. Besides, Nunez-Rivera (2023) pointed out that although these risks have increased, the access to specific mental health services for LGBTQ+ persons remains very limited, with a minority of the LGBTQ+ population availing of such services due to geographical and systemic barriers.

    **Barriers to Mental Health Access**

    a.
    **Absence of Specific Services for Mental Healthcare**

    This access to specialized mental health services is poor among marginalized youth despite the increasing demand. According to Nunez-Rivera (2023), those identifying under the LGBTQ+ umbrella face additional challenges in accessing care because of the absence of specific services for their mental health care. Culturally competent and trained providers to serve marginalized communities are not available in many places. Such barriers in the system disallow these youth from receiving proper emotional help from their families Wolff et al. (2023). The effects can negatively affect healthy mental functioning and development for years. Access to particular services becomes more difficult due to the stigma attached to mental health care in underprivileged communities.

    b.
    **The Absence of the Insurance Coverage**

    Insurance coverage, as it stands, is unfortunately denying many poor youth who want to seek treatment or continue to go for it. This deprives them of the chance to take care of their psychological problems. In line with what Al-Tamimi and Leavey (2021) have stated, community-based interventions are the best solutions for areas with care deprivation that have conflict-torn spaces or are low-income countries.

    **Solutions to Address the Mental Health Disparities**

    a)
    **Trauma-Informed Care (TIC)**

    The incorporation of trauma-informed care (TIC) into mental health services represents a very equitable means by which to resolve these disparities. It emphasizes the creation of a context of maximum safety, trust, and support for people who have undergone trauma. The proposals by Goldstein et al. (2024) is that TIC is invaluable tool towards enhancement of the outcomes with marginalized youth. It helps in tackling the underlying causes of problems associated with trauma and discrimination in relation to psychiatric health. The development of TIC-supported spaces helps in the reduction of risk of re-traumatization while supporting suitable care access. The whole promising approach creates services that are just more attuned to the needs of the historically marginalized and would foster better engagement of these individuals within the mainstream mental health services themselves. The argument of the authors is that successful implementation of TIC demands for clarity on definitions, settings, and staining of staff and provides towards development of a conducive environments for the healing process.

    b)
    **The Expanding Access to Telepsychiatry and Community-Based Measures**

    Telepsychiatry and community-based interventions to make mental health services salient are another avenue to facilitating access for deserving persons. According to Mongelli et al. (2020), telepsychiatry is a good remedy to circumvent geographical and logistical barriers to care for the youth living in rural or underserved settings. The emphasis on remote care means these youths can consult their mental health professionals unencumbered by the obstacles of travel, stigma, or an absence of local providers. In preserving a climate of neighborliness and connection within the familiar environment, community-based interventions can arguably enhance mental health outcomes. These focused interventions thus enhance accessibility and responsiveness to the mental health needs of marginalized youth. As mentioned by Al-Tamimi and Leavey (2021), community-based interventions have already been successful in addressing the mental health needs of low-resourced youth living in conflict areas present in those countries. Consequently, they offer the required help a culturally suitable process, as well as being readily accessible.

    **Conclusions**

    Preexisting aggravations to unequal mental health conditions among marginalized youth existing in the face another social and economic complexion, discrimination, and access to care. All were exacerbated during the COVID-19 pandemic, which subjected people in marginalized communities to further trauma and stress. Trauma-informed care as an intervention, coupled with extended telepsychiatry services, is encouraging in closing existing gaps by increasing access to culturally competent care. Limiting access to mental health services for marginalized youth with intentionality in settings that support these groups helps lessen gaps in care and assure positive outcomes for all youth, regardless of differing backgrounds. Continued efforts in alleviating challenges in this connection should guarantee improved outcomes in mental health for the communities in question.

    **References**
    Al-Tamimi, S. A. G. A., & Leavey, G. (2021). Community-Based Interventions for the Treatment and Management of Conflict-Related Trauma in Low-Middle Income, Conflict-Affected Countries: a Realist Review.
    _Journal of Child & Adolescent Trauma_,
    _15_(2). https://doi.org/10.1007/s40653-021-00373-x

    Berring, L. L., Holm, T., Hansen, J. P., Delcomyn, C. L., Søndergaard, R., & Hvidhjelm, J. (2024). Implementing Trauma-Informed Care—Settings, Definitions, Interventions, Measures, and Implementation across Settings: A Scoping Review.
    _Healthcare_,
    _12_(9), 908. https://doi.org/10.3390/healthcare12090908

    Goldstein, E., Chokshi, B., Melendez-Torres, G., Rios, A., Jelley, M., & Lewis-O’Connor, A. (2024). Effectiveness of Trauma-Informed Care Implementation in Health Care Settings: Systematic Review of Reviews and Realist Synthesis.
    _The Permanente Journal_,
    _28_(1), 135–150. https://doi.org/10.7812/tpp/23.127

    Mongelli, F., Georgakopoulos, P., & Pato, M. T. (2020). Challenges and opportunities to meet the mental health needs of underserved and disenfranchised populations in the united states.
    _Focus_,
    _18_(1), 16–24. https://doi.org/10.1176/appi.focus.20190028

    Murthy, V. H. (2022). The Mental Health of Minority and Marginalized Young People: An Opportunity for Action.
    _Public Health Reports_,
    _137_(4), 003335492211023. https://doi.org/10.1177/00333549221102390

    Nunez-Rivera, S. (2023).
    _CSUSB ScholarWorks CSUSB ScholarWorks Electronic Theses, Projects, and Dissertations Office of Graduate Studies 5-2023 BARRIERS AND CHALLENGES THAT LGBTQ+ INDIVIDUALS FACE BARRIERS AND CHALLENGES THAT LGBTQ+ INDIVIDUALS FACE WHEN ACQUIRING MENTAL HEALTH CARE SERVICES. WHEN ACQUIRING MENTAL HEALTH CARE SERVICES_. https://scholarworks.lib.csusb.edu/cgi/viewcontent.cgi?article=2865&context=etd

    Wolff, J. M., Anderson, R., & Mickelson, K. (2023). LGBTQ+ Stress and Trauma Within the DSM-5: A Case Study Adaptation of the UConn Racial/Ethnic Stress and Trauma Survey (UnRESTS).
    _The Behavior Therapist_,
    _46_(4), 165. https://pmc.ncbi.nlm.nih.gov/articles/PMC11376306/

    **## REVISED.docx**

    Week 6 Assignment: Scholarly Paper Revision

    In its basic form, to revise means “to see again.” Building revision into your scholarly writing practice allows you to see the content again with fresh eyes. It also relieves pressure on you to write something perfect in the first draft. Through revision, you can better mold that first draft into a logically organized paper with clearer sentences and a strong scholarly voice.

    Revision involves more than simply addressing spelling or grammar errors. “Seeing again” means you may need to take a risk and change something large—like the sequence of topics or the paragraph structure—in order to make a paper demonstrably better.

    In this final Assignment, you examine the paper you wrote in Week 5 and, using strategies described in the Resources, revise it to be stronger.

    To Prepare

    · Review the feedback you received on your Week 5 scholarly paper.

    · Examine your paper on your own using the strategies found in the Writing Center’s Revising resource. You may also want to read the paper aloud to yourself.

    · Check the paraphrasing in your paper to ensure you are not inadvertently plagiarizing. You may also run your paper through Turnitin, found in the Canvas classroom.

    · Do additional literature searches in the library to enrich your paper as needed.

    Resources

    Be sure to review the Learning Resources before completing this activity.
    Click the weekly resources link to access the resources.

    [**WEEKLY RESOURCES**](https://waldenu.instructure.com/courses/156493/pages/week-6-learning-resources?module_item_id=6282678)

    By Day 7

    Revise your Week 5 scholarly paper based on Instructor feedback and self-editing. Submit a clean copy of the paper for your final submission. The paper should include:

    · Paragraphs that are organized, with a clear focus and use of evidence to analyze the topic.

    · Use of scholarly voice and tone.

    · Proper application of APA-style and grammar norms.

    ·
    **HUMN_6000_Week6_Assignment_Rubric**

    | | | | |
    | — | — | — | — |
    | HUMN_6000_Week6_Assignment_Rubric |
    | **Criteria** | **Ratings** | **Pts** |
    | This criterion is linked to a Learning OutcomeRevise your Week 5 scholarly paper based on Instructor feedback and self-editing. Paragraphs are organized, with a clear focus and use of evidence to analyze the topic. | | | | | |
    | — | — | — | — |
    | **125 to >111.2 pts**<br>**Exceeds Expectations**<br>Revisions are thorough; revision significantly improves organization, focus, use of evidence, and/or analysis of the problem. Paper shows clear evidence of the student having read and applied Instructor feedback. | **111.2 to >98.9 pts**<br>**Meets Expectations**<br>Revisions are evident; revision improves organization, focus, use of evidence, and/or analysis of the problem. Paper shows evidence of the student having read and applied Instructor feedback. | **98.9 to >86.2 pts**<br>**Fair**<br>Revisions are limited and may relate only to superficial fixes, and/or revision choices do not result in improved organization, focus, use of evidence, and/or analysis of the problem. Paper shows limited evidence of the student having read and applied Instructor feedback. | **86.2 to >0 pts**<br>**Needs Improvement**<br>Revisions (if any) demonstrate little or no consideration or effort. Paper shows limited evidence of the student having read and applied Instructor feedback. | | 125 pts |
    | This criterion is linked to a Learning OutcomeUse scholarly voice and tone. | | | | | |
    | — | — | — | — |
    | **50 to >44.5 pts**<br>**Exceeds Expectations**<br>Revisions are thorough; revision significantly improves scholarly voice and tone. | **44.5 to >39.4 pts**<br>**Meets Expectations**<br>Revisions are evident; revision improves scholarly voice and tone. | **39.4 to >34.6 pts**<br>**Fair**<br>Revisions are limited and may relate only to superficial fixes, and/or revision choices do not result in improved scholarly voice and tone. | **34.6 to >0 pts**<br>**Needs Improvement**<br>Revisions (if any) demonstrate little or no consideration or effort. Paper shows limited evidence of the student having read and applied Instructor feedback. | | 50 pts |
    | This criterion is linked to a Learning OutcomeProper application of APA-style and grammar norms. | | | | | |
    | — | — | — | — |
    | **25 to >22.4 pts**<br>**Exceeds Expectations**<br>Revisions are thorough; revision significantly improves use of APA-style and grammar norms. | **22.4 to >19.7 pts**<br>**Meets Expectations**<br>Revisions are evident; revision improves use of APA-style and grammar norms. | **19.7 to >17.2 pts**<br>**Fair**<br>Revisions are limited and may relate only to superficial fixes, and/or revision choices do not result in improved use of APA-style and/or grammar norms. | **17.2 to >0 pts**<br>**Needs Improvement**<br>Revisions (if any) demonstrate little or no consideration or effort. Paper shows limited evidence of the student having read and applied Instructor feedback. | | 25 pts |
    | Total Points: 200 |

    **RUBRICFEEDBACK.docx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/rubricfeedback-docx)

  • [Solved] HSA3170 Disc4

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    Need 2 replies – [\ \ IMG_2500.png](https://www.sweetstudy.com/files/img-2500-png-10251151 "IMG_2500.png") – [\ \ IMG_4443.png](https://www.sweetstudy.com/files/img-4443-png "IMG_4443.png") – [\ \ IMG_4441.png](https://www.sweetstudy.com/files/img-4441-png "IMG_4441.png") – [\ \ IMG_4444…

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  • [Solved] C. Moore XL Psychology of Religion 14 Weeks FExam

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    – 2 years ago **files (1)** – ## C.MooreXLPsychologyofReligion14WeeksFExam.docx **## C.MooreXLPsychologyofReligion14WeeksFExam.docx** 1. Discuss the five central tenets of Calvinism (the TULIP). 2. Discuss the different words for love and how they affect humankind. 3. Discuss the scientific evide…

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    – 2 years ago

    **files (1)**

    – ## C.MooreXLPsychologyofReligion14WeeksFExam.docx

    **## C.MooreXLPsychologyofReligion14WeeksFExam.docx**

    1. Discuss the five central tenets of Calvinism

    (the TULIP).

    2. Discuss the different words for love and how they affect humankind.

    3. Discuss the scientific evidence of the effect of prayer in healing as given by Dr. Larry Dossey.

    4. Discuss the psychological and spiritual dimensions of forgiveness.

    5. Discuss rituals – what they are and how they teach those who observe them (give an example).

    **## C.MooreXLPsychologyofReligion14WeeksFExam.docx**

    1. Discuss the five central tenets of Calvinism

    (the TULIP).

    2. Discuss the different words for love and how they affect humankind.

    3. Discuss the scientific evidence of the effect of prayer in healing as given by Dr. Larry Dossey.

    4. Discuss the psychological and spiritual dimensions of forgiveness.

    5. Discuss rituals – what they are and how they teach those who observe them (give an example).

  • [Solved] C. Moore XL Psychology of Religion 14 Weeks BReview

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    – 2 years ago **files (1)** – ## C.MooreXLPsychologyofReligion14WeeksBReview.docx **## C.MooreXLPsychologyofReligion14WeeksBReview.docx** _Name of the class_ [_XL Psychology of Religion 14 Weeks_](https://amridgeuniversity.instructure.com/courses/6354) _Name of Book: The Psychology of Religion : An …

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    – 2 years ago

    **files (1)**

    – ## C.MooreXLPsychologyofReligion14WeeksBReview.docx

    **## C.MooreXLPsychologyofReligion14WeeksBReview.docx**

    _Name of the class_ [_XL Psychology of Religion 14 Weeks_](https://amridgeuniversity.instructure.com/courses/6354)

    _Name of Book: The Psychology of Religion : An Empirical Approach_

    **Topics Covered in Week 13 Pick from 1 of 2**

    · Self-esteem

    · Forgiveness

    The book review is a summary/critique of your textbook. These should be double-spaced, 12-point font (like Arial or Times New Roman), with no more than 1.5-inch margins. Graduate students should write at least five pages

    **## C.MooreXLPsychologyofReligion14WeeksBReview.docx**

    _Name of the class_ [_XL Psychology of Religion 14 Weeks_](https://amridgeuniversity.instructure.com/courses/6354)

    _Name of Book: The Psychology of Religion : An Empirical Approach_

    **Topics Covered in Week 13 Pick from 1 of 2**

    · Self-esteem

    · Forgiveness

    The book review is a summary/critique of your textbook. These should be double-spaced, 12-point font (like Arial or Times New Roman), with no more than 1.5-inch margins. Graduate students should write at least five pages

  • [Solved] Human Resource Management HUM Week 5 Final Assignment

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    see attached – 2 years ago **files (1)** – ## HUM5300Week6FinalPaper.docx **## HUM5300Week6FinalPaper.docx** **WEEK 6 FINAL PAPER** **Prior to beginning work on this final paper,** · Review Chapter 15 from the textbook _American Social Welfare Policy: A Pluralist Approach_ and all chapters assigned …

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    see attached

    – 2 years ago

    **files (1)**

    – ## HUM5300Week6FinalPaper.docx

    **## HUM5300Week6FinalPaper.docx**

    **WEEK 6 FINAL PAPER**

    **Prior to beginning work on this final paper,**

    · Review Chapter 15 from the textbook
    _American Social Welfare Policy: A Pluralist Approach_ and all chapters assigned in previous weeks (Chapters 1, 3, 8, and 10 through 14).

    · Read the article
    [The Effects of Social Disorganization Mechanisms: Examining the Influence of Community-Level Factors on Recidivism Across Various Correctional ProgramsLinks to an external site.](https://go.openathens.net/redirector/ashford.edu?url=https%3A%2F%2Fjournals.sagepub.com%2Fdoi%2Fpdf%2F10.1177%2F0093854820969745).

    · Read the article
    [The Long Shadow of Family Separation: A Structural and Historical Introduction to Mandated Reporting in The Domestic Violence ContextLinks to an external site.](https://search.ebscohost.com/login.aspx?direct=true&AuthType=shib&db=edsgao&AN=edsgcl.618697081&site=eds-live&scope=site&custid=s8856897).

    · Read the article
    [Divide and Conquer? Lessons on Cooperative Federalism From a Decade of Mental-Health Parity EnforcementLinks to an external site.](https://search.ebscohost.com/login.aspx?direct=true&AuthType=shib&db=eoh&AN=1951390&site=eds-live&scope=site&custid=s8856897).

    **WRITE**

    After you have selected a topic, prepare a comprehensive 12- to 15-page paper that analyzes all of the following areas from a cross-disciplinary perspective.

    In your paper,

    · Define the human services policy topic you have chosen from a cross-disciplinary perspective.

    · Discuss the problems, areas, and disciplines you will explore in your paper in 2 to 3 pages.

    · Analyze the relevant federal and state regulations, laws, or court rulings relevant to your topic in 2 to 3 pages.

    · Assess how these laws and regulations impact the provision of services.

    · Ensure you address the impact of the development of budgets, management of staff and volunteers, and the ability to engage in advocacy efforts in your 4- to 6-page analysis.

    · Propose future research, policies, laws, and regulations are needed to address this issue adequately.

    · Provide a 2- to 3-page analysis.

    Karger, H. J., & Stoesz, D. (2023).
    [_American social welfare policy: A pluralist approach_](https://uagc.instructure.com/courses/143693/modules/items/7325140) (9th ed). Pearson.

    · Chapter 15: Child Welfare Policy

    · The full-text version of this ebook is available through the RedShelf platform. Chapter 15 explores the child welfare policy in the United States. It discusses the history of U.S. child welfare policy, protective services, foster care for children, adoption, Head Start programs, and emerging issues in child welfare. This chapter will assist with your Consequences of Mandated Reporting of Child Abuse discussion forum, Reporting Child Abuse: Case Scenario journal, and From Policy to Delivery final paper this week.

    **FINAL PAPER REQUIREMENTS**

    **Final Paper Requirements**

    The From Policy to Delivery final paper

    · must be 12 to 15 double-spaced pages in length (not including title and references pages) and formatted according to
    [_APA Style_ Links to an external site.](https://writingcenter.uagc.edu/apa-style) as outlined in the Writing Center’s
    [_APA Formatting for Microsoft Word_ Links to an external site.](https://writingcenter.uagc.edu/apa-formatting-microsoft-word) resource.

    · must include a separate title page or slide with the following in title case:

    · title of paper in bold font

    · Space should appear between the title and the rest of the information on the title page.

    · student’s name

    · name of institution (The University of Arizona Global Campus)

    · course name and number

    · instructor’s name

    · due date

    · must utilize academic voice.

    · Review the
    [_Academic Voice_ Links to an external site.](https://writingcenter.uagc.edu/academic-voice) resource for additional guidance.

    · must include an introduction and conclusion paragraph.

    · Your introduction paragraph needs to end with a clear thesis statement that indicates the purpose of your paper.

    · For assistance on writing
    [_Introductions & Conclusions_ Links to an external site.](https://writingcenter.uagc.edu/introductions-conclusions) and
    [_Writing a Thesis Statement_ Links to an external site.](https://writingcenter.uagc.edu/writing-a-thesis), refer to the Writing Center resources.

    · must use at least 8 scholarly sources in addition to the course text.

    · The
    [_Scholarly, Peer-Reviewed, and Other Credible Sources_ Links to an external site.](https://content.bridgepointeducation.com/curriculum/file/e5359309-7d3c-4a21-a410-44d59303ccef/1/Scholarly%20Peer-Reviewed%20and%20Other%20Credible%20Sources.pdf) table offers additional guidance on appropriate source types. If you have questions about whether a specific source is appropriate for this assignment, please contact your instructor. Your instructor has the final say about the appropriateness of a specific source.

    · To assist you in completing the research required for this assignment, refer to this
    [_Quick and Easy Library Research_ Links to an external site.](https://ashford.mediaspace.kaltura.com/media/Ashford+University+Library+Quick+%27n%27+Dirty/0_bcsbcjee) tutorial, which introduces the University of Arizona Global Campus Library and the research process, and provides some library search tips.

    · must document any information used from sources in APA Style as outlined in the Writing Center’s
    [_APA: Citing Within Your Paper_ Links to an external site.](https://writingcenter.uagc.edu/apa-citing-within-your-paper) guide.

    · must include a separate references page that is formatted according to APA Style as outlined in the Writing Center.

    · Refer to the
    [_APA: Formatting Your References List_ Links to an external site.](https://writingcenter.uagc.edu/format-your-reference-list) resource in the Writing Center for specifications.

    **## HUM5300Week6FinalPaper.docx**

    **WEEK 6 FINAL PAPER**

    **Prior to beginning work on this final paper,**

    · Review Chapter 15 from the textbook
    _American Social Welfare Policy: A Pluralist Approach_ and all chapters assigned in previous weeks (Chapters 1, 3, 8, and 10 through 14).

    · Read the article
    [The Effects of Social Disorganization Mechanisms: Examining the Influence of Community-Level Factors on Recidivism Across Various Correctional ProgramsLinks to an external site.](https://go.openathens.net/redirector/ashford.edu?url=https%3A%2F%2Fjournals.sagepub.com%2Fdoi%2Fpdf%2F10.1177%2F0093854820969745).

    · Read the article
    [The Long Shadow of Family Separation: A Structural and Historical Introduction to Mandated Reporting in The Domestic Violence ContextLinks to an external site.](https://search.ebscohost.com/login.aspx?direct=true&AuthType=shib&db=edsgao&AN=edsgcl.618697081&site=eds-live&scope=site&custid=s8856897).

    · Read the article
    [Divide and Conquer? Lessons on Cooperative Federalism From a Decade of Mental-Health Parity EnforcementLinks to an external site.](https://search.ebscohost.com/login.aspx?direct=true&AuthType=shib&db=eoh&AN=1951390&site=eds-live&scope=site&custid=s8856897).

    **WRITE**

    After you have selected a topic, prepare a comprehensive 12- to 15-page paper that analyzes all of the following areas from a cross-disciplinary perspective.

    In your paper,

    · Define the human services policy topic you have chosen from a cross-disciplinary perspective.

    · Discuss the problems, areas, and disciplines you will explore in your paper in 2 to 3 pages.

    · Analyze the relevant federal and state regulations, laws, or court rulings relevant to your topic in 2 to 3 pages.

    · Assess how these laws and regulations impact the provision of services.

    · Ensure you address the impact of the development of budgets, management of staff and volunteers, and the ability to engage in advocacy efforts in your 4- to 6-page analysis.

    · Propose future research, policies, laws, and regulations are needed to address this issue adequately.

    · Provide a 2- to 3-page analysis.

    Karger, H. J., & Stoesz, D. (2023).
    [_American social welfare policy: A pluralist approach_](https://uagc.instructure.com/courses/143693/modules/items/7325140) (9th ed). Pearson.

    · Chapter 15: Child Welfare Policy

    · The full-text version of this ebook is available through the RedShelf platform. Chapter 15 explores the child welfare policy in the United States. It discusses the history of U.S. child welfare policy, protective services, foster care for children, adoption, Head Start programs, and emerging issues in child welfare. This chapter will assist with your Consequences of Mandated Reporting of Child Abuse discussion forum, Reporting Child Abuse: Case Scenario journal, and From Policy to Delivery final paper this week.

    **FINAL PAPER REQUIREMENTS**

    **Final Paper Requirements**

    The From Policy to Delivery final paper

    · must be 12 to 15 double-spaced pages in length (not including title and references pages) and formatted according to
    [_APA Style_ Links to an external site.](https://writingcenter.uagc.edu/apa-style) as outlined in the Writing Center’s
    [_APA Formatting for Microsoft Word_ Links to an external site.](https://writingcenter.uagc.edu/apa-formatting-microsoft-word) resource.

    · must include a separate title page or slide with the following in title case:

    · title of paper in bold font

    · Space should appear between the title and the rest of the information on the title page.

    · student’s name

    · name of institution (The University of Arizona Global Campus)

    · course name and number

    · instructor’s name

    · due date

    · must utilize academic voice.

    · Review the
    [_Academic Voice_ Links to an external site.](https://writingcenter.uagc.edu/academic-voice) resource for additional guidance.

    · must include an introduction and conclusion paragraph.

    · Your introduction paragraph needs to end with a clear thesis statement that indicates the purpose of your paper.

    · For assistance on writing
    [_Introductions & Conclusions_ Links to an external site.](https://writingcenter.uagc.edu/introductions-conclusions) and
    [_Writing a Thesis Statement_ Links to an external site.](https://writingcenter.uagc.edu/writing-a-thesis), refer to the Writing Center resources.

    · must use at least 8 scholarly sources in addition to the course text.

    · The
    [_Scholarly, Peer-Reviewed, and Other Credible Sources_ Links to an external site.](https://content.bridgepointeducation.com/curriculum/file/e5359309-7d3c-4a21-a410-44d59303ccef/1/Scholarly%20Peer-Reviewed%20and%20Other%20Credible%20Sources.pdf) table offers additional guidance on appropriate source types. If you have questions about whether a specific source is appropriate for this assignment, please contact your instructor. Your instructor has the final say about the appropriateness of a specific source.

    · To assist you in completing the research required for this assignment, refer to this
    [_Quick and Easy Library Research_ Links to an external site.](https://ashford.mediaspace.kaltura.com/media/Ashford+University+Library+Quick+%27n%27+Dirty/0_bcsbcjee) tutorial, which introduces the University of Arizona Global Campus Library and the research process, and provides some library search tips.

    · must document any information used from sources in APA Style as outlined in the Writing Center’s
    [_APA: Citing Within Your Paper_ Links to an external site.](https://writingcenter.uagc.edu/apa-citing-within-your-paper) guide.

    · must include a separate references page that is formatted according to APA Style as outlined in the Writing Center.

    · Refer to the
    [_APA: Formatting Your References List_ Links to an external site.](https://writingcenter.uagc.edu/format-your-reference-list) resource in the Writing Center for specifications.

  • [Solved] Discussion 1

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    – 2 years ago **files (1)** – ## Discussion1.docx **## Discussion1.docx** Discussion 1 Please answer the questions below. Support your response with information from at least two reputable sources (library and/or web-based) and provide the full citations at the end. Use APA format for your reference…

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    – 2 years ago

    **files (1)**

    – ## Discussion1.docx

    **## Discussion1.docx**

    Discussion 1

    Please answer the questions below.  Support your response with information from at least two reputable sources (library and/or web-based) and provide the full citations at the end.  Use APA format for your references.  Bring in your own personal experiences, as applicable.

    1. From your experiences working with and/or around HR department representatives are they performing as they should be and focusing on the right things?

    2. What are some examples of activities where HR is a strategic partner with its organization?

    3. Do examples come to mind where they have not been in line strategically?

    Note: I work as a teacher an academic coach

    **## Discussion1.docx**

    Discussion 1

    Please answer the questions below.  Support your response with information from at least two reputable sources (library and/or web-based) and provide the full citations at the end.  Use APA format for your references.  Bring in your own personal experiences, as applicable.

    1. From your experiences working with and/or around HR department representatives are they performing as they should be and focusing on the right things?

    2. What are some examples of activities where HR is a strategic partner with its organization?

    3. Do examples come to mind where they have not been in line strategically?

    Note: I work as a teacher an academic coach

  • [Solved] CNCSP 102 Literature Review

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    Executive Solution Overview

    **CNCSP 102 Literature Review** The goal of this assignment is for students to explore a topic of interest related to the field of Applied Psychology by reviewing a body of topical studies, literature reviews, or book chapters, etc. These published works can be secured from various sources or databa…

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    Assignment Prompt & Instructions

    **CNCSP 102 Literature Review**

    The goal of this assignment is for students to explore a topic of interest related to the field of Applied Psychology by reviewing a body of topical studies, literature reviews, or book chapters, etc. These published works can be secured from various sources or databases (PsycInfo, Google Scholar, etc.); however, _they must be focused on a topic relevant to the practice of Psychology/ Education_. After reviewing the published works, students will write a 3- to 4-page paper (not including title page or reference page) summarizing the findings of these works, identifying 2-3 strengths and 2-3 weaknesses for each source reviewed. Additionally, taking into account all of the sources reviewed, 2-3 possible directions for your research proposal (e.g., where additional research is needed) as well as 2-3 research questions are to be included. The paper should also adhere to APA formatting guidelines (6th Edition). This assignment is worth 20% of your grade and is due via GauchoSpace by 11:59pm on Monday, August 29th.

    The paper will be graded (15 points total) using the following rubric:

    **Area**

    **Scoring**

    **Points**

    **Relevance** to applied psychology

    0 = topic is not   relevant to applied psychology; relevance of topic and selected articles to   applied psychology/education is not articulated

    / **1**

    1 = topic is relevant   to applied psychology; relevance of topic and selected articles to applied   psychology/education is clearly articulated

    **Literature Review**

    **Sources should be recent (since 2000) and taken from a variety of journals**

    For each reviewed   source: (at least 4 ; 4 x 2 = 8 points)

    1 = source is   summarized and 1-2 strengths or weakness are identified, but need   clarification

    / **8**

    Summary and review of   strengths and weaknesses

    2 = source is   summarized and at least 2 strengths and 2 weaknesses clearly identified and   articulated

    Future directions for   research proposal

    0 = no possible   directions for your research proposal based on your reviewed sources are included

    / **2**

    1 = 1 possible   direction for your research proposal based on the weaknesses, limitations, or   gaps in the literature you identified are included in your summary

    2 = 2-3 possible   directions for your research proposal are identified, clearly articulated,   and connected to the weakness/limitations identified in your summary

    **Research Questions**

    0 = no research   question(s) included

    / **2**

    1 = 1 research   question(s) included and connected to topic, but need clarification

    2 = 2-3 research   question(s) included, connected to topic, and clearly articulated

    **APA formatting** adhered to.

    0 = 5+ APA 6th   edition formatting errors

    /1

    1 = fewer than 5 APA 6th   edition formatting errors

    **Grammar, spelling, and   punctuation**

    0 = 5+ grammar,   spelling, or punctuation errors

    /1

    1 = fewer than 5 grammar,   spelling, or punctuation errors

    **TOTAL POINTS**

    **/15**

    – [\
    \
    LiteratureReviewGradingRubric1.docx](https://www.sweetstudy.com/files/literaturereviewgradingrubric1-docx-10253999 "LiteratureReviewGradingRubric1.docx")
    – [\
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    CNCSP102_Litreviewexample_2015.pdf](https://www.sweetstudy.com/files/cncsp102-litreviewexample-2015-pdf "CNCSP102_Litreviewexample_2015.pdf")
    – [\
    \
    LiteratureReviewHow-to.pdf](https://www.sweetstudy.com/files/literaturereviewhow-to-pdf "LiteratureReviewHow-to.pdf")

    – 2 years ago

    **CNCSP 102 Literature Review A++ Answer**

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  • [Solved] Module Six Discussion

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    **Research by Bockner et. al., state that an individual cannot change their gender. Students must find other research supporting or contradicting this statement? Discuss the authors view on the topic do they agree or disagree with the process of gender transitioning? Additionally students must discu…

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    Assignment Prompt & Instructions

    **Research by  Bockner et. al., state that an individual cannot change their gender. Students must find other research supporting or contradicting this statement? Discuss the authors view on the topic do they agree or disagree with the process of gender transitioning? Additionally students must discuss based on research the way this phenomena has affected today's workplace? Students should not include personal opinion all responses must be from research.**

    **Students must use research from at least 2-3 Journal Articles and an APA 6/7th edition reference list.**

    – 2 years ago

  • [Solved] organizational behavior

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    For this Discussion Board, please complete the following in 300-500 words: You are managing a team at your company, and one of your key responsibilities is to motivate your team to achieve their goals. In organizational behavior, setting and achieving goals can be compared to making New Year's resol…

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    Assignment Prompt & Instructions

    For this Discussion Board, please complete the following in 300-500 words:

    You are managing a team at your company, and one of your key responsibilities is to motivate your team to achieve their goals. In organizational behavior, setting and achieving goals can be compared to making New Year's resolutions. Reflect on the last New Year's resolution you made. Was it to get healthier or lose weight? Were you initially successful but found it challenging to maintain your progress over time? This difficulty arises because most people are not inherently motivated just by having a goal set for them.

    To build a more motivated and engaged workforce, you need to understand the role of goals on employee motivation and behavior. Understanding your goal orientation is the first step to understanding goal setting in organizations. Go to Connect and take the assessment to estimate your goal orientation and growth needs.

    _Note: You must access the McGraw Hill Connect Platform to complete the personality assessment for this discussion board. Access this through the link provided in the classroom under Assignments for Unit 1, Unit 3, or Unit 5._

    Using what you have learned, respond to the following questions:

    – What are SMART goals, and why are they important for motivating employees and improving job performance? How do SMART goals differ from one of the traditional goal-setting methods?
    – When a manager tells you to give it your all or do your best, is this goal likely to be effective? Why or why not? Why is it important for goals to be specific rather than vague?

    – 2 years ago

  • [Solved] Case 1

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    – 2 years ago **files (3)** – ## Module1Overview.docx – ## Module1Case.docx – ## Module1Resource.docx **## Module1Overview.docx** **Module 1 – Overview** **Intro to Human Resource Management; HRM’s Role; Strategic HRM** **Module Objectives** Upon successful completion of this module, the student wil…

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    Assignment Prompt & Instructions

    – 2 years ago

    **files (3)**

    – ## Module1Overview.docx

    – ## Module1Case.docx

    – ## Module1Resource.docx

    **## Module1Overview.docx**

    **Module 1 – Overview**

    **Intro to Human Resource Management; HRM’s Role; Strategic HRM**

    **Module Objectives**

    Upon successful completion of this module, the student will be able to satisfy the following objectives:

    · Module

    · Analyze and assess the strategic role of human resource professionals in organizations.

    · Case

    · Design solutions to strengthen the link between organizational strategy and human resource activities.

    · SLP

    · Evaluate an article in
    _HR Magazine_ related to a topic in this module.

    · Discussion

    · Analyze and assess the role of human resource management in an organization.

    **Module Overview**

    Module 1 is an introduction to human resource management and a close-up look at HR’s role in an organization with a specific focus on strategic planning.

    The Case Assignment is our first look at The King Company organization. You will see as you examine the Company that HR activities are entwined with nearly all other functions in running a business.

    The SLP in Module 1 provides an opportunity for you to become familiar with a popular publication written for HRM professionals. The publication examined in this Module is
    _HR Magazine_ produced by the Society of Human Resource Management (SHRM).

    In the Discussion forum for Module 1, you and your classmates will be examining actual HR activities in the HRM field.

    **## Module1Case.docx**

    **Module 1 – Case**

    **Intro to Human Resource Management; HRM’s Role; Strategic HRM**

    **Assignment Overview**

    This Case Assignment focuses on recognizing the link between organizational strategy and HR activities.

    You are the new director of human resources at The King Company. As director, you must play a large role in resolving the organizational issues confronting the company and develop solutions for the functional and managerial issues facing the HR department.

    Click
    [_The King Company Background_](https://tlc.trident.edu/content/enforced/223276-MGT509-2025APR07FT-1/THE%20KING%20COMPANY%20BACKGROUND.docx?ou=223276) to review information on the company.

    [Note: You may want to download/print the company background information provided in this module so that you have it handy as you work on subsequent module assignments.]

    **Case Assignment**

    After reading the fictional King Company case, address the following questions in an essay format which includes an introduction and conclusion (not a Q & A format):

    · Describe the current relationship between organizational strategy and HR activities at The King Company. Give three examples and analyze the relationships.

    · What improvements are needed to HRM’s strategic role at King? Discuss.

    For the Case Assignment, utilize information from at least two sources from the Trident Online Library to help strengthen and validate your discussion.

    Provide private-sector employer examples of HRM programs, systems, processes, and/or procedures as you address the assignment requirements. Provide names of the employers. Use different employer examples than what have been used previously in your other papers and courses.

    Make reasonable, cost-effective assumptions in your paper. It is not an option, however, for you to hire additional help (temporary or otherwise).  State your assumptions in the beginning of your discussion.

    Paper length:
    **3–4 pages** (not counting the cover and reference pages).

    **Assignment Expectations**

    _Your paper will be evaluated using the criteria as stated in the Case rubric. The following is a review of the rubric criteria:_

    ·
    **Assignment-Driven:** Does the paper fully address all aspects of the assignment?   Is the assignment addressed accurately and precisely using sound logic? Does the paper meet minimum length requirements?

    ·
    **Critical Thinking:** Does the paper demonstrate graduate-level analysis, in which information derived from multiple sources, expert opinions, and assumptions has been critically evaluated and synthesized in the formulation of a logical set of conclusions? Does the paper address the topic with sufficient depth of discussion and analysis?

    ·
    **Business Writing:** Is the essay logical, well organized and well written? Are the grammar, spelling, and vocabulary appropriate for graduate-level work? Are section headings included? Are paraphrasing and synthesis of concepts the primary means of responding, or is justification/support instead conveyed through excessive use of direct quotations?

    ·
    **Effective Use of Information:** Does the submission demonstrate that the student has read, understood, and can apply the background materials for the module? If required, has the student demonstrated effective research, as evidenced by student’s use of relevant and quality sources? Do additional sources used provide strong support for conclusions drawn, and do they help in shaping the overall paper?

    ·
    **Citing Sources:** Does the student demonstrate understanding of APA Style of referencing, by inclusion of proper citations (for paraphrased text and direct quotations) as appropriate? Have all sources (e.g., references used from the Background page, the assignment readings, and outside research) been included, and are these properly cited? Have all sources cited in the paper been included on the References page?

    ·
    **Timeliness:** Has the assignment been submitted to TLC (Trident’s learning management system) on or before the module’s due date?

    **## Module1Resource.docx**

    **Module 1 – Resources**

    **Intro to Human Resource Management; HRM’s Role; Strategic HRM**

    **Introduction to HRM**

    Human Resource Management (HRM or simply HR) is one of the most exciting fields to study in business. It is the utilization of people to help the organization achieve its goals and objectives. Executives, managers, supervisors, and other employees are all in the organization because there is work to be done. People who work in HR departments work with constant change and challenges—staffing needs, legal compliance, special compensation issues, and technological changes, for instance.

    **What are some of the functions of HRM?**

    **Staffing:** ensuring that the organization has the proper number of employees with the right skills and behaviors to get the jobs done. Some of the major areas often grouped closely with the staffing function are job analysis, human resource planning, recruitment, selection, and on-boarding/new employee orientation. We will look at the staffing function in Module 2.

    **Talent Development:** training and developing employees as well as career planning, organizational development, performance management, and performance appraisal. Talent development, along with performance management, and organizational development are the topics for Module 3.

    **Total Rewards:** what people receive in return for performing work in an organization. This is a concern for employees and employers alike. The total of all rewards include pay (direct financial compensation), benefits (indirect financial compensation) and non-financial compensation (satisfaction from the job itself or from the psychological environment and/or the work environment itself). Employee compensation with a strong motivational component (referred to as “total rewards”) is discussed in Module 4.

    **Employee and Labor Relations:** “Labor relations” (sometimes called “industrial relations”) pertains to the employer-union-employee relationship when a union is present. The term “employee relations” normally represents the broader scope of workplace relationships—including employee morale, corrective action, terminations, and resignations. Module 4 pertains to total rewards, employee and labor relations, and also global HRM.

    Keep in mind this course is an overview course—not a how-to course. The more advanced courses in the MSHRM degree program (MGT511, MGT516, HRM520, HRM522, and HRM599) go into more detail of the how-to of these and other HRM functional areas.

    **HR’s Role in Organizations:** The role of HR professionals is under constant change. Many changes have been made so that HR professionals play a more strategic role. Because of this strategic emphasis, the question becomes, Who will perform the usual administrative roles associated with the many HR functions listed above? Many employers have turned to outside vendors or the use of HR technology systems in-house. Some HR duties have disappeared. The focus has switched to one of cost cutting—lean budgets in a global environment. HR staffs have been reduced and operating budgets are smaller. The most efficient organizations typically spend nearly 30% less per employee on HR and operate with 25% fewer HR employees (Controller’s Report, 2011).

    Please note that the following links will open in a new window and may require activation of a LinkedIn account on the first attempt. Trident students may use their student email address to access this free subscription to LinkedIn Learning as a part of this course.

    [_Human Resources: Leadership and Strategic Impact_](https://tlc.trident.edu/d2l/common/dialogs/quickLink/quickLink.d2l?ou=223276&type=lti&rcode=TUI-505569&srcou=104372) – LinkedIn Learning

    [_Human resources basics_](https://tlc.trident.edu/d2l/common/dialogs/quickLink/quickLink.d2l?ou=223276&type=lti&rcode=TUI-505570&srcou=104372) – LinkedIn Learning

    Also, read the following on putting the “human” back into strategic HRM:

    Wright, P. M., & McMahan, G. C. (2011). Exploring human capital: Putting 'human' back into strategic human resource management.
    _Human Resource Management Journal, 21_(2), 93-104. Retrieved from EBSCOhost in the Trident Online Library.

    Today, the following now contribute in large part to the completion of many traditional HR activities:

    **Line managers:** Line managers using technology are performing HR processes that require approvals, record-keeping, or input. They are working on recruiting, selection, and performance appraisals through the use of automated systems, without HR’s continuous input in the process.

    **Outsourcing organizations:** This is the process of organizations hiring external HR professionals to perform HR work that was previously performed in-house. Organizations decide what competencies they want to keep in-house and assign other activities to externals to perform. This allows HR professionals to focus on strategic initiatives.

    **Shared service centers:** A shared service takes routine, transaction-based duties dispersed throughout an organization and consolidates them in one place. For example, a company with 15 locations might consolidate their benefits and pension administration, payroll, relocation assistance, recruitment, and training and development into one center.

    **Professional employer organizations (PEOs):** This is a company that leases employees to other businesses. The PEO continues to be the employer (issuing pay and benefits to its leased-out employees for performing HR work for an external organization). This frees up the external organization’s HR employees to work on HR strategic plans.

    So, we see that the goal today is for HR to be more focused on strategic HR—on the bottom line of the organization, leaving the administrative tasks to technology and others (Schein, 2010).

    **Sources used to prepare this section:** Despite Recession, World-Class HR Organizations Reduce Costs by 13 Percent. Controller’s Report 2011 (August 2011). 1-19.
    Mondy, R. W. (2014). Human resource management. Upper Saddle River, NJ: Pearson.
    Schein, E. H. (Fall 2010). The role of organization development in the human resource function. OD Practitioner (42) 6-11.

    **Optional Sources:**

    The following two sources may be helpful if you choose to prepare a slide presentation for your SLP 1:

    Wienot Films. (2011, May 9).
    [_How to give an awesome PowerPoint presentation [Video file]_](https://www.youtube.com/watch?v=i68a6M5FFBc). Retrieved from https://www.youtube.com/watch?v=i68a6M5FFBc

    **Also**

    Society for Human Resource Management. Browse SHRM’s monthly publication, HR Magazine (available though ProQuest in the Trident Online Library) for pertinent HR topics. Also visit the SHRM website,
    [_www.SHRM.org_](https://www.shrm.org/), for membership information as well as for information on HR topics (some do not require paid membership for access, others do).

    **## Module1Resource.docx**

    **Module 1 – Resources**

    **Intro to Human Resource Management; HRM’s Role; Strategic HRM**

    **Introduction to HRM**

    Human Resource Management (HRM or simply HR) is one of the most exciting fields to study in business. It is the utilization of people to help the organization achieve its goals and objectives. Executives, managers, supervisors, and other employees are all in the organization because there is work to be done. People who work in HR departments work with constant change and challenges—staffing needs, legal compliance, special compensation issues, and technological changes, for instance.

    **What are some of the functions of HRM?**

    **Staffing:** ensuring that the organization has the proper number of employees with the right skills and behaviors to get the jobs done. Some of the major areas often grouped closely with the staffing function are job analysis, human resource planning, recruitment, selection, and on-boarding/new employee orientation. We will look at the staffing function in Module 2.

    **Talent Development:** training and developing employees as well as career planning, organizational development, performance management, and performance appraisal. Talent development, along with performance management, and organizational development are the topics for Module 3.

    **Total Rewards:** what people receive in return for performing work in an organization. This is a concern for employees and employers alike. The total of all rewards include pay (direct financial compensation), benefits (indirect financial compensation) and non-financial compensation (satisfaction from the job itself or from the psychological environment and/or the work environment itself). Employee compensation with a strong motivational component (referred to as “total rewards”) is discussed in Module 4.

    **Employee and Labor Relations:** “Labor relations” (sometimes called “industrial relations”) pertains to the employer-union-employee relationship when a union is present. The term “employee relations” normally represents the broader scope of workplace relationships—including employee morale, corrective action, terminations, and resignations. Module 4 pertains to total rewards, employee and labor relations, and also global HRM.

    Keep in mind this course is an overview course—not a how-to course. The more advanced courses in the MSHRM degree program (MGT511, MGT516, HRM520, HRM522, and HRM599) go into more detail of the how-to of these and other HRM functional areas.

    **HR’s Role in Organizations:** The role of HR professionals is under constant change. Many changes have been made so that HR professionals play a more strategic role. Because of this strategic emphasis, the question becomes, Who will perform the usual administrative roles associated with the many HR functions listed above? Many employers have turned to outside vendors or the use of HR technology systems in-house. Some HR duties have disappeared. The focus has switched to one of cost cutting—lean budgets in a global environment. HR staffs have been reduced and operating budgets are smaller. The most efficient organizations typically spend nearly 30% less per employee on HR and operate with 25% fewer HR employees (Controller’s Report, 2011).

    Please note that the following links will open in a new window and may require activation of a LinkedIn account on the first attempt. Trident students may use their student email address to access this free subscription to LinkedIn Learning as a part of this course.

    [_Human Resources: Leadership and Strategic Impact_](https://tlc.trident.edu/d2l/common/dialogs/quickLink/quickLink.d2l?ou=223276&type=lti&rcode=TUI-505569&srcou=104372) – LinkedIn Learning

    [_Human resources basics_](https://tlc.trident.edu/d2l/common/dialogs/quickLink/quickLink.d2l?ou=223276&type=lti&rcode=TUI-505570&srcou=104372) – LinkedIn Learning

    Also, read the following on putting the “human” back into strategic HRM:

    Wright, P. M., & McMahan, G. C. (2011). Exploring human capital: Putting 'human' back into strategic human resource management.
    _Human Resource Management Journal, 21_(2), 93-104. Retrieved from EBSCOhost in the Trident Online Library.

    Today, the following now contribute in large part to the completion of many traditional HR activities:

    **Line managers:** Line managers using technology are performing HR processes that require approvals, record-keeping, or input. They are working on recruiting, selection, and performance appraisals through the use of automated systems, without HR’s continuous input in the process.

    **Outsourcing organizations:** This is the process of organizations hiring external HR professionals to perform HR work that was previously performed in-house. Organizations decide what competencies they want to keep in-house and assign other activities to externals to perform. This allows HR professionals to focus on strategic initiatives.

    **Shared service centers:** A shared service takes routine, transaction-based duties dispersed throughout an organization and consolidates them in one place. For example, a company with 15 locations might consolidate their benefits and pension administration, payroll, relocation assistance, recruitment, and training and development into one center.

    **Professional employer organizations (PEOs):** This is a company that leases employees to other businesses. The PEO continues to be the employer (issuing pay and benefits to its leased-out employees for performing HR work for an external organization). This frees up the external organization’s HR employees to work on HR strategic plans.

    So, we see that the goal today is for HR to be more focused on strategic HR—on the bottom line of the organization, leaving the administrative tasks to technology and others (Schein, 2010).

    **Sources used to prepare this section:** Despite Recession, World-Class HR Organizations Reduce Costs by 13 Percent. Controller’s Report 2011 (August 2011). 1-19.
    Mondy, R. W. (2014). Human resource management. Upper Saddle River, NJ: Pearson.
    Schein, E. H. (Fall 2010). The role of organization development in the human resource function. OD Practitioner (42) 6-11.

    **Optional Sources:**

    The following two sources may be helpful if you choose to prepare a slide presentation for your SLP 1:

    Wienot Films. (2011, May 9).
    [_How to give an awesome PowerPoint presentation [Video file]_](https://www.youtube.com/watch?v=i68a6M5FFBc). Retrieved from https://www.youtube.com/watch?v=i68a6M5FFBc

    **Also**

    Society for Human Resource Management. Browse SHRM’s monthly publication, HR Magazine (available though ProQuest in the Trident Online Library) for pertinent HR topics. Also visit the SHRM website,
    [_www.SHRM.org_](https://www.shrm.org/), for membership information as well as for information on HR topics (some do not require paid membership for access, others do).

    **## Module1Overview.docx**

    **Module 1 – Overview**

    **Intro to Human Resource Management; HRM’s Role; Strategic HRM**

    **Module Objectives**

    Upon successful completion of this module, the student will be able to satisfy the following objectives:

    · Module

    · Analyze and assess the strategic role of human resource professionals in organizations.

    · Case

    · Design solutions to strengthen the link between organizational strategy and human resource activities.

    · SLP

    · Evaluate an article in
    _HR Magazine_ related to a topic in this module.

    · Discussion

    · Analyze and assess the role of human resource management in an organization.

    **Module Overview**

    Module 1 is an introduction to human resource management and a close-up look at HR’s role in an organization with a specific focus on strategic planning.

    The Case Assignment is our first look at The King Company organization. You will see as you examine the Company that HR activities are entwined with nearly all other functions in running a business.

    The SLP in Module 1 provides an opportunity for you to become familiar with a popular publication written for HRM professionals. The publication examined in this Module is
    _HR Magazine_ produced by the Society of Human Resource Management (SHRM).

    In the Discussion forum for Module 1, you and your classmates will be examining actual HR activities in the HRM field.

    **## Module1Case.docx**

    **Module 1 – Case**

    **Intro to Human Resource Management; HRM’s Role; Strategic HRM**

    **Assignment Overview**

    This Case Assignment focuses on recognizing the link between organizational strategy and HR activities.

    You are the new director of human resources at The King Company. As director, you must play a large role in resolving the organizational issues confronting the company and develop solutions for the functional and managerial issues facing the HR department.

    Click
    [_The King Company Background_](https://tlc.trident.edu/content/enforced/223276-MGT509-2025APR07FT-1/THE%20KING%20COMPANY%20BACKGROUND.docx?ou=223276) to review information on the company.

    [Note: You may want to download/print the company background information provided in this module so that you have it handy as you work on subsequent module assignments.]

    **Case Assignment**

    After reading the fictional King Company case, address the following questions in an essay format which includes an introduction and conclusion (not a Q & A format):

    · Describe the current relationship between organizational strategy and HR activities at The King Company. Give three examples and analyze the relationships.

    · What improvements are needed to HRM’s strategic role at King? Discuss.

    For the Case Assignment, utilize information from at least two sources from the Trident Online Library to help strengthen and validate your discussion.

    Provide private-sector employer examples of HRM programs, systems, processes, and/or procedures as you address the assignment requirements. Provide names of the employers. Use different employer examples than what have been used previously in your other papers and courses.

    Make reasonable, cost-effective assumptions in your paper. It is not an option, however, for you to hire additional help (temporary or otherwise).  State your assumptions in the beginning of your discussion.

    Paper length:
    **3–4 pages** (not counting the cover and reference pages).

    **Assignment Expectations**

    _Your paper will be evaluated using the criteria as stated in the Case rubric. The following is a review of the rubric criteria:_

    ·
    **Assignment-Driven:** Does the paper fully address all aspects of the assignment?   Is the assignment addressed accurately and precisely using sound logic? Does the paper meet minimum length requirements?

    ·
    **Critical Thinking:** Does the paper demonstrate graduate-level analysis, in which information derived from multiple sources, expert opinions, and assumptions has been critically evaluated and synthesized in the formulation of a logical set of conclusions? Does the paper address the topic with sufficient depth of discussion and analysis?

    ·
    **Business Writing:** Is the essay logical, well organized and well written? Are the grammar, spelling, and vocabulary appropriate for graduate-level work? Are section headings included? Are paraphrasing and synthesis of concepts the primary means of responding, or is justification/support instead conveyed through excessive use of direct quotations?

    ·
    **Effective Use of Information:** Does the submission demonstrate that the student has read, understood, and can apply the background materials for the module? If required, has the student demonstrated effective research, as evidenced by student’s use of relevant and quality sources? Do additional sources used provide strong support for conclusions drawn, and do they help in shaping the overall paper?

    ·
    **Citing Sources:** Does the student demonstrate understanding of APA Style of referencing, by inclusion of proper citations (for paraphrased text and direct quotations) as appropriate? Have all sources (e.g., references used from the Background page, the assignment readings, and outside research) been included, and are these properly cited? Have all sources cited in the paper been included on the References page?

    ·
    **Timeliness:** Has the assignment been submitted to TLC (Trident’s learning management system) on or before the module’s due date?

    **## Module1Resource.docx**

    **Module 1 – Resources**

    **Intro to Human Resource Management; HRM’s Role; Strategic HRM**

    **Introduction to HRM**

    Human Resource Management (HRM or simply HR) is one of the most exciting fields to study in business. It is the utilization of people to help the organization achieve its goals and objectives. Executives, managers, supervisors, and other employees are all in the organization because there is work to be done. People who work in HR departments work with constant change and challenges—staffing needs, legal compliance, special compensation issues, and technological changes, for instance.

    **What are some of the functions of HRM?**

    **Staffing:** ensuring that the organization has the proper number of employees with the right skills and behaviors to get the jobs done. Some of the major areas often grouped closely with the staffing function are job analysis, human resource planning, recruitment, selection, and on-boarding/new employee orientation. We will look at the staffing function in Module 2.

    **Talent Development:** training and developing employees as well as career planning, organizational development, performance management, and performance appraisal. Talent development, along with performance management, and organizational development are the topics for Module 3.

    **Total Rewards:** what people receive in return for performing work in an organization. This is a concern for employees and employers alike. The total of all rewards include pay (direct financial compensation), benefits (indirect financial compensation) and non-financial compensation (satisfaction from the job itself or from the psychological environment and/or the work environment itself). Employee compensation with a strong motivational component (referred to as “total rewards”) is discussed in Module 4.

    **Employee and Labor Relations:** “Labor relations” (sometimes called “industrial relations”) pertains to the employer-union-employee relationship when a union is present. The term “employee relations” normally represents the broader scope of workplace relationships—including employee morale, corrective action, terminations, and resignations. Module 4 pertains to total rewards, employee and labor relations, and also global HRM.

    Keep in mind this course is an overview course—not a how-to course. The more advanced courses in the MSHRM degree program (MGT511, MGT516, HRM520, HRM522, and HRM599) go into more detail of the how-to of these and other HRM functional areas.

    **HR’s Role in Organizations:** The role of HR professionals is under constant change. Many changes have been made so that HR professionals play a more strategic role. Because of this strategic emphasis, the question becomes, Who will perform the usual administrative roles associated with the many HR functions listed above? Many employers have turned to outside vendors or the use of HR technology systems in-house. Some HR duties have disappeared. The focus has switched to one of cost cutting—lean budgets in a global environment. HR staffs have been reduced and operating budgets are smaller. The most efficient organizations typically spend nearly 30% less per employee on HR and operate with 25% fewer HR employees (Controller’s Report, 2011).

    Please note that the following links will open in a new window and may require activation of a LinkedIn account on the first attempt. Trident students may use their student email address to access this free subscription to LinkedIn Learning as a part of this course.

    [_Human Resources: Leadership and Strategic Impact_](https://tlc.trident.edu/d2l/common/dialogs/quickLink/quickLink.d2l?ou=223276&type=lti&rcode=TUI-505569&srcou=104372) – LinkedIn Learning

    [_Human resources basics_](https://tlc.trident.edu/d2l/common/dialogs/quickLink/quickLink.d2l?ou=223276&type=lti&rcode=TUI-505570&srcou=104372) – LinkedIn Learning

    Also, read the following on putting the “human” back into strategic HRM:

    Wright, P. M., & McMahan, G. C. (2011). Exploring human capital: Putting 'human' back into strategic human resource management.
    _Human Resource Management Journal, 21_(2), 93-104. Retrieved from EBSCOhost in the Trident Online Library.

    Today, the following now contribute in large part to the completion of many traditional HR activities:

    **Line managers:** Line managers using technology are performing HR processes that require approvals, record-keeping, or input. They are working on recruiting, selection, and performance appraisals through the use of automated systems, without HR’s continuous input in the process.

    **Outsourcing organizations:** This is the process of organizations hiring external HR professionals to perform HR work that was previously performed in-house. Organizations decide what competencies they want to keep in-house and assign other activities to externals to perform. This allows HR professionals to focus on strategic initiatives.

    **Shared service centers:** A shared service takes routine, transaction-based duties dispersed throughout an organization and consolidates them in one place. For example, a company with 15 locations might consolidate their benefits and pension administration, payroll, relocation assistance, recruitment, and training and development into one center.

    **Professional employer organizations (PEOs):** This is a company that leases employees to other businesses. The PEO continues to be the employer (issuing pay and benefits to its leased-out employees for performing HR work for an external organization). This frees up the external organization’s HR employees to work on HR strategic plans.

    So, we see that the goal today is for HR to be more focused on strategic HR—on the bottom line of the organization, leaving the administrative tasks to technology and others (Schein, 2010).

    **Sources used to prepare this section:** Despite Recession, World-Class HR Organizations Reduce Costs by 13 Percent. Controller’s Report 2011 (August 2011). 1-19.
    Mondy, R. W. (2014). Human resource management. Upper Saddle River, NJ: Pearson.
    Schein, E. H. (Fall 2010). The role of organization development in the human resource function. OD Practitioner (42) 6-11.

    **Optional Sources:**

    The following two sources may be helpful if you choose to prepare a slide presentation for your SLP 1:

    Wienot Films. (2011, May 9).
    [_How to give an awesome PowerPoint presentation [Video file]_](https://www.youtube.com/watch?v=i68a6M5FFBc). Retrieved from https://www.youtube.com/watch?v=i68a6M5FFBc

    **Also**

    Society for Human Resource Management. Browse SHRM’s monthly publication, HR Magazine (available though ProQuest in the Trident Online Library) for pertinent HR topics. Also visit the SHRM website,
    [_www.SHRM.org_](https://www.shrm.org/), for membership information as well as for information on HR topics (some do not require paid membership for access, others do).

    **## Module1Overview.docx**

    **Module 1 – Overview**

    **Intro to Human Resource Management; HRM’s Role; Strategic HRM**

    **Module Objectives**

    Upon successful completion of this module, the student will be able to satisfy the following objectives:

    · Module

    · Analyze and assess the strategic role of human resource professionals in organizations.

    · Case

    · Design solutions to strengthen the link between organizational strategy and human resource activities.

    · SLP

    · Evaluate an article in
    _HR Magazine_ related to a topic in this module.

    · Discussion

    · Analyze and assess the role of human resource management in an organization.

    **Module Overview**

    Module 1 is an introduction to human resource management and a close-up look at HR’s role in an organization with a specific focus on strategic planning.

    The Case Assignment is our first look at The King Company organization. You will see as you examine the Company that HR activities are entwined with nearly all other functions in running a business.

    The SLP in Module 1 provides an opportunity for you to become familiar with a popular publication written for HRM professionals. The publication examined in this Module is
    _HR Magazine_ produced by the Society of Human Resource Management (SHRM).

    In the Discussion forum for Module 1, you and your classmates will be examining actual HR activities in the HRM field.

    **## Module1Case.docx**

    **Module 1 – Case**

    **Intro to Human Resource Management; HRM’s Role; Strategic HRM**

    **Assignment Overview**

    This Case Assignment focuses on recognizing the link between organizational strategy and HR activities.

    You are the new director of human resources at The King Company. As director, you must play a large role in resolving the organizational issues confronting the company and develop solutions for the functional and managerial issues facing the HR department.

    Click
    [_The King Company Background_](https://tlc.trident.edu/content/enforced/223276-MGT509-2025APR07FT-1/THE%20KING%20COMPANY%20BACKGROUND.docx?ou=223276) to review information on the company.

    [Note: You may want to download/print the company background information provided in this module so that you have it handy as you work on subsequent module assignments.]

    **Case Assignment**

    After reading the fictional King Company case, address the following questions in an essay format which includes an introduction and conclusion (not a Q & A format):

    · Describe the current relationship between organizational strategy and HR activities at The King Company. Give three examples and analyze the relationships.

    · What improvements are needed to HRM’s strategic role at King? Discuss.

    For the Case Assignment, utilize information from at least two sources from the Trident Online Library to help strengthen and validate your discussion.

    Provide private-sector employer examples of HRM programs, systems, processes, and/or procedures as you address the assignment requirements. Provide names of the employers. Use different employer examples than what have been used previously in your other papers and courses.

    Make reasonable, cost-effective assumptions in your paper. It is not an option, however, for you to hire additional help (temporary or otherwise).  State your assumptions in the beginning of your discussion.

    Paper length:
    **3–4 pages** (not counting the cover and reference pages).

    **Assignment Expectations**

    _Your paper will be evaluated using the criteria as stated in the Case rubric. The following is a review of the rubric criteria:_

    ·
    **Assignment-Driven:** Does the paper fully address all aspects of the assignment?   Is the assignment addressed accurately and precisely using sound logic? Does the paper meet minimum length requirements?

    ·
    **Critical Thinking:** Does the paper demonstrate graduate-level analysis, in which information derived from multiple sources, expert opinions, and assumptions has been critically evaluated and synthesized in the formulation of a logical set of conclusions? Does the paper address the topic with sufficient depth of discussion and analysis?

    ·
    **Business Writing:** Is the essay logical, well organized and well written? Are the grammar, spelling, and vocabulary appropriate for graduate-level work? Are section headings included? Are paraphrasing and synthesis of concepts the primary means of responding, or is justification/support instead conveyed through excessive use of direct quotations?

    ·
    **Effective Use of Information:** Does the submission demonstrate that the student has read, understood, and can apply the background materials for the module? If required, has the student demonstrated effective research, as evidenced by student’s use of relevant and quality sources? Do additional sources used provide strong support for conclusions drawn, and do they help in shaping the overall paper?

    ·
    **Citing Sources:** Does the student demonstrate understanding of APA Style of referencing, by inclusion of proper citations (for paraphrased text and direct quotations) as appropriate? Have all sources (e.g., references used from the Background page, the assignment readings, and outside research) been included, and are these properly cited? Have all sources cited in the paper been included on the References page?

    ·
    **Timeliness:** Has the assignment been submitted to TLC (Trident’s learning management system) on or before the module’s due date?

    **## Module1Resource.docx**

    **Module 1 – Resources**

    **Intro to Human Resource Management; HRM’s Role; Strategic HRM**

    **Introduction to HRM**

    Human Resource Management (HRM or simply HR) is one of the most exciting fields to study in business. It is the utilization of people to help the organization achieve its goals and objectives. Executives, managers, supervisors, and other employees are all in the organization because there is work to be done. People who work in HR departments work with constant change and challenges—staffing needs, legal compliance, special compensation issues, and technological changes, for instance.

    **What are some of the functions of HRM?**

    **Staffing:** ensuring that the organization has the proper number of employees with the right skills and behaviors to get the jobs done. Some of the major areas often grouped closely with the staffing function are job analysis, human resource planning, recruitment, selection, and on-boarding/new employee orientation. We will look at the staffing function in Module 2.

    **Talent Development:** training and developing employees as well as career planning, organizational development, performance management, and performance appraisal. Talent development, along with performance management, and organizational development are the topics for Module 3.

    **Total Rewards:** what people receive in return for performing work in an organization. This is a concern for employees and employers alike. The total of all rewards include pay (direct financial compensation), benefits (indirect financial compensation) and non-financial compensation (satisfaction from the job itself or from the psychological environment and/or the work environment itself). Employee compensation with a strong motivational component (referred to as “total rewards”) is discussed in Module 4.

    **Employee and Labor Relations:** “Labor relations” (sometimes called “industrial relations”) pertains to the employer-union-employee relationship when a union is present. The term “employee relations” normally represents the broader scope of workplace relationships—including employee morale, corrective action, terminations, and resignations. Module 4 pertains to total rewards, employee and labor relations, and also global HRM.

    Keep in mind this course is an overview course—not a how-to course. The more advanced courses in the MSHRM degree program (MGT511, MGT516, HRM520, HRM522, and HRM599) go into more detail of the how-to of these and other HRM functional areas.

    **HR’s Role in Organizations:** The role of HR professionals is under constant change. Many changes have been made so that HR professionals play a more strategic role. Because of this strategic emphasis, the question becomes, Who will perform the usual administrative roles associated with the many HR functions listed above? Many employers have turned to outside vendors or the use of HR technology systems in-house. Some HR duties have disappeared. The focus has switched to one of cost cutting—lean budgets in a global environment. HR staffs have been reduced and operating budgets are smaller. The most efficient organizations typically spend nearly 30% less per employee on HR and operate with 25% fewer HR employees (Controller’s Report, 2011).

    Please note that the following links will open in a new window and may require activation of a LinkedIn account on the first attempt. Trident students may use their student email address to access this free subscription to LinkedIn Learning as a part of this course.

    [_Human Resources: Leadership and Strategic Impact_](https://tlc.trident.edu/d2l/common/dialogs/quickLink/quickLink.d2l?ou=223276&type=lti&rcode=TUI-505569&srcou=104372) – LinkedIn Learning

    [_Human resources basics_](https://tlc.trident.edu/d2l/common/dialogs/quickLink/quickLink.d2l?ou=223276&type=lti&rcode=TUI-505570&srcou=104372) – LinkedIn Learning

    Also, read the following on putting the “human” back into strategic HRM:

    Wright, P. M., & McMahan, G. C. (2011). Exploring human capital: Putting 'human' back into strategic human resource management.
    _Human Resource Management Journal, 21_(2), 93-104. Retrieved from EBSCOhost in the Trident Online Library.

    Today, the following now contribute in large part to the completion of many traditional HR activities:

    **Line managers:** Line managers using technology are performing HR processes that require approvals, record-keeping, or input. They are working on recruiting, selection, and performance appraisals through the use of automated systems, without HR’s continuous input in the process.

    **Outsourcing organizations:** This is the process of organizations hiring external HR professionals to perform HR work that was previously performed in-house. Organizations decide what competencies they want to keep in-house and assign other activities to externals to perform. This allows HR professionals to focus on strategic initiatives.

    **Shared service centers:** A shared service takes routine, transaction-based duties dispersed throughout an organization and consolidates them in one place. For example, a company with 15 locations might consolidate their benefits and pension administration, payroll, relocation assistance, recruitment, and training and development into one center.

    **Professional employer organizations (PEOs):** This is a company that leases employees to other businesses. The PEO continues to be the employer (issuing pay and benefits to its leased-out employees for performing HR work for an external organization). This frees up the external organization’s HR employees to work on HR strategic plans.

    So, we see that the goal today is for HR to be more focused on strategic HR—on the bottom line of the organization, leaving the administrative tasks to technology and others (Schein, 2010).

    **Sources used to prepare this section:** Despite Recession, World-Class HR Organizations Reduce Costs by 13 Percent. Controller’s Report 2011 (August 2011). 1-19.
    Mondy, R. W. (2014). Human resource management. Upper Saddle River, NJ: Pearson.
    Schein, E. H. (Fall 2010). The role of organization development in the human resource function. OD Practitioner (42) 6-11.

    **Optional Sources:**

    The following two sources may be helpful if you choose to prepare a slide presentation for your SLP 1:

    Wienot Films. (2011, May 9).
    [_How to give an awesome PowerPoint presentation [Video file]_](https://www.youtube.com/watch?v=i68a6M5FFBc). Retrieved from https://www.youtube.com/watch?v=i68a6M5FFBc

    **Also**

    Society for Human Resource Management. Browse SHRM’s monthly publication, HR Magazine (available though ProQuest in the Trident Online Library) for pertinent HR topics. Also visit the SHRM website,
    [_www.SHRM.org_](https://www.shrm.org/), for membership information as well as for information on HR topics (some do not require paid membership for access, others do).