Category: Uncategorized

Career Objectives

After earning my MBA, my dream job is to become a marketing executive. During my undergraduate studies, I interned in the marketing department of an advertising company, and the experience inspired me to become a marketing executive. The main reason why I want to pursue this career goal is that it involves a lot of creativity and innovation. I want to explore my talents to the fullest and work with creative individuals to deliver the best services to customers. I want to develop innovative strategies for various customers to help them build their brands and expand their companies. Marketing involves public relations strategies to help companies grow their brands across different markets’ I also look forward to working in marketing as it is a dynamic field. The job involves different responsibilities in administration, creativity, analytics, and commercial aspects of the job.

Career fulfillment is one of my primary career goals, and I believe that working as a marketing executive will give me this. Today’s marketing world has become very competitive as companies have different avenues of promoting their products and services. Working with companies to ensure the success of their brands brings a lot of satisfaction. Using my skills to help companies succeed in satisfying their customers across target markets will encourage and motivate me. Improving my skills and experience is another career goal I plan to pursue over the next five years. To achieve this goal, I plan to enroll in short courses on digital marketing to harness the digital space, which has become an integral part of marketing. I want to gain new experience by working with innovative brands and companies offering solutions to current problems such as climate change through sustainable and renewable products and services. I want to engage in meaningful work that makes a difference in the world, not just to earn money but to leave a mark.

Why CAU?

CAU is known for its social justice awareness, which is one of the main reasons I want to earn an MBA from the school. I believe that education should work to improve the world overall. There are so many problems that need solutions, such as climate change, racial injustice, inequality in income, education, employment, and environmental sustainability. I believe that CAU pays particular emphasis on education for world solutions. I want to use my educational skills to contribute to these solutions. The school also focuses on training future leaders, something that I want to pursue in the future. Leadership skills create leaders who can lead others in the right direction.

Academically, CAU has a well-recognized MBA program for over seventy years. The program had qualified faculty and staff who have trained thousands of students over the years; therefore, I know I will get quality education from skilled staff. The department also prides itself on a practical program tailored to market needs. As a person who intends to work in marketing in the future, I know that the program will equip me with the skills I need in the fast-changing job market. An MBA provides me with many opportunities for future careers. The MBA offers a wide range of skills valuable in various career fields. It gives me many options of which career to pursue in the future. An MBA also equips one with management skills, critical for me as I plan to pursue a leadership position as a marketing executive in the future. Skills acquired in an MBA, such as budgeting and planning, are essential in this position. Additionally, an MBA will give me an advantage in negotiating for a good salary. All these reasons make a compelling case for an MBA from CAU.

Team Failure

Failure is an integral part of growth, and I take every opportunity to learn from failure rather than regretting it. As part of my work, I have encountered several situations that resulted in failure, all of which have become a part of learning. One particular instance stands out in my mind. A few years ago, I was working with a major brand, and I was excited for the chance to deliver good results. It was a well-established company launching a new line of products. I knew this was an excellent opportunity for me to prove myself and possibly negotiate a promotion and pay raise. I was put in charge of the campaign team for the new products. Team members all pitched their ideas, and we settled on one. I worked closely with the person who came up with the idea to perfect it. However, I overlooked some other essential aspects of teamwork.

A week before the launch, the campaign was supposed to be ready. However, I felt like the team was not doing their best as we were about to get to the deadline, yet some work was still not finished. I knew that well the team members were highly motivated and hardworking individuals. I decided to talk to one of my colleagues who I knew would be honest with me. She explained that the rest of the team felt left out as I spent most of the time with one team member. The rest felt like their hard work was unnoticed just because their ideas had not been chosen for the campaign. They were willing to work as a team but not as supporting characters in the project. I realized that I had missed the mark as a team leader. It was my job to motivate and inspire my team to do their best, and I neglected this. I needed every member to do their best for the project to succeed. Later that evening, I called a meeting and addressed their concerns. I asked each person how they could best contribute to the project. Within a day, the campaign was complete, and the launch was a success. The team project taught me a critical lesson in leadership.

Assessing the extent to which Universal Healthcare Policy is a key decider in managing the COVID-19: A comparative Study of the UK, the United States and The Netherlands

Acknowledgements

I would like to express my sincere gratitude to my supervisor Mr. John through whose support and guidance, this dissertation came to a successful completion. The rigorous guide and feedback has greatly enabled me to work through all the chapters of this dissertation. Lastly, I also appreciate my family for being there for me and ensuring that I had the both the material and emotional supported I really needed while working on this project. Thank you all.

Abstract

This policy report investigates the extent to which the Universal Healthcare Policy is key in the management of COVID-19 by doing a comparative study in the UK, the United States and the Netherlands. The study employed a qualitative research design characterized by comparative case study strategy, secondary data and thematic analysis technique. Firstly, this study establishes that Universal Healthcare Coverage (UHC) and the structure of UHC implemented by a country is not key in the management decisions of the pandemic as concerns testing and tracing programs. UHC however plays an important role in the effectiveness of such programs as the research establishes that countries which have no UHC policies in place such as the US, most likely have a considerable proportion of their population suffering from chronic illnesses which make them more predisposed to infections.

The study also establishes that UHC is important for the success of containment measures such as lockdowns. Thirdly, the research also establishes that UHC reduces proportion of the population with chronic illnesses and therefore is a key decider in the determination of the success of COVID-19 vaccinations. The term decider is used in the report to symbolize the main determinant, the causative agent, and the overall an outcome. The study also establishes that inequalities in most societies limit universal access to vaccinations. Just like the containment measures, this research also found out that the success of public education and awareness programs is also mediated largely by political influence and prior pandemic experience as well as the believability of scientific evidence supporting such programs. The reports recommends a reduction of political influence on the management of the pandemic. The report also recommends the implementation of UHC policies in countries that have so as to reduce the proneness of the population to the pandemic.

Contents

TOC o “1-3” h z u 1. Introduction PAGEREF _Toc81865666 h 11.1 Background to the study PAGEREF _Toc81865667 h 11.2 Research aims and objectives PAGEREF _Toc81865668 h 11.3 Research rationale PAGEREF _Toc81865669 h 22. Literature Review PAGEREF _Toc81865670 h 32.1 What is Universal Health Coverage PAGEREF _Toc81865671 h 32.2 Review of literatures on UHC implementation in UK, the Netherlands and the United States PAGEREF _Toc81865672 h 32.2.1 Review of literatures on Universal healthcare coverage in the UK PAGEREF _Toc81865673 h 32.2.2 Review of literatures on Universal healthcare coverage in the Netherlands PAGEREF _Toc81865674 h 52.2.3 Review of literatures on universal healthcare coverage in the United States PAGEREF _Toc81865675 h 72.3 Theoretical underpinning of the research Punctuated Equilibrium Theory (PET) PAGEREF _Toc81865676 h 83. Methods PAGEREF _Toc81865677 h 103.1 Data collection PAGEREF _Toc81865678 h 103.2 Data Analysis: Comparative case-study strategy PAGEREF _Toc81865679 h 114.Findings and discussions PAGEREF _Toc81865680 h 144.1 Findings PAGEREF _Toc81865681 h 144.1.1 Introduction PAGEREF _Toc81865682 h 144.1.2 Deployment of test and trace programs in the UK, US and Netherlands. PAGEREF _Toc81865683 h 144.1.3 Effectiveness of the containment measures such as lockdowns and the consistency with which these measures are implemented. PAGEREF _Toc81865684 h 194.1.4 Roll out of COVID-19 vaccinations PAGEREF _Toc81865685 h 214.1.5 Public education awareness and programmes aimed at guiding citizen behaviour PAGEREF _Toc81865686 h 264.2 Discussion of Findings PAGEREF _Toc81865687 h 274.2.1 UHC policy as a key decider in deployment of Covid-19 testing and contact tracing PAGEREF _Toc81865688 h 274.2.2 UHC as a key decider in implementation of containment measures such as lockdowns. PAGEREF _Toc81865689 h 304.2.3 UHC policy as a key decider in roll out of Covid-19 vaccination PAGEREF _Toc81865690 h 314.2.4 UHC as a key decider in implementing public education and awareness programmes PAGEREF _Toc81865691 h 334.3 Chapter Summary PAGEREF _Toc81865692 h 335. Conclusion PAGEREF _Toc81865693 h 345.1 UHC as a key decider in Covid-19 management (deployment of testing and contact tracing program) PAGEREF _Toc81865694 h 345.2 UHC as a key decider in implementation of Covid-19 containment measures PAGEREF _Toc81865695 h 355.3 UHC as a key decider in Covid-19 management (roll out of vaccination). PAGEREF _Toc81865696 h 365.4 UHC as a key decider in management of Covid-19 pandemic through public education and awareness programs PAGEREF _Toc81865697 h 365.5 Recommendations of the study PAGEREF _Toc81865698 h 37References PAGEREF _Toc81865699 h 39

1. Introduction1.1 Background to the studyAccording to Ndugga et al. (2021), the Covid-19 pandemic continues to have ravaging impact on the global economy and global population. The virus which was first reported in Wuhan, China, in late 2019, has rapidly become a global threat (WHO, 2021). More specifically, reports by the World Health Organisation reveals that, as of December 2020, close to 82 million had been infected with the virus with approximately 1.8 million succumbing (WHO, 2021). Experts state that this is a relatively conservative figure given the number of deaths that can be attributed to the virus both directly and indirectly is much higher (Ndugga et al., 2021). This is therefore an indication that Covid-19 is not only a global pandemic but also a public health crisis which also has severe economic impacts.

However, there have been differences in the progress made by different countries in as far as testing, contact tracing and Covid-19 vaccinations are concerned. A number of factors such as climatic conditions, age difference and how fast the government implement the pandemic containment strategies have been found to affect the progress made in testing, contact tracing and Covid-19 vaccinations (Zieff et al, 2020). Some scholars have also argued that UHC policies are key in the management decisions of pandemic as it ensure equity in access to healthcare and more coordinated response to the pandemic. Moreover, the policies ensure that people are not exposed to undue financial burden due to high cost of medications

On the contrary, some scholars have argued that UHC policy does not necessarily affect the management decisions of the pandemic. In fact due to increase to access to COVID-19 healthcare due to elimination of financial barriers, there is an increase in general efficiency and wastefulness associated with bureaucratic and government-run agencies (Zieff et al, 2020).

It is therefore against this background that the current policy seeks to assess the extent to which the Universal Health Coverage policy is key in the management decisions of the COVID-19 pandemic. More precisely, the research seeks to conduct a comparative study in countries where UHC is implemented: the UK and the Netherlands and in countries in which UHC is not currently implemented in which United States is as a representative.

1.2 Research aims and objectivesThe overall aim of the research is to assess the extent to which Universal Healthcare Policy is a key in the management decisions of COVID-19 by using three case studies (the UK, Netherlands and the United States). More specifically, the policy report aims at addressing the following four objectives.

To find out the extent to which UHC policy is a key in decisions of managing Covid-19 test and contact tracing in the three countries

To ascertain the extent to which UHC policy influences the effectiveness of containment measure of lock downs.

To establish the extent to which UHC policy is a key decider in managing Covid-19 vaccine roll out in the three countries.

To find out extent to which UHC policy is a key decider of the effectiveness of public education and awareness programmes aimed at guiding citizen behaviour.

1.3 Research rationaleTheoretically, the policy report is relevant in the sense that, while a host of researches have been conducted to investigate the role of UHC policies in managing pandemics, most of these researches have been on previous pandemics such as the H1N1. As such, there is relatively smaller number of studies on the relationship between UHC policy in a country and Covid-19 management (Tikkanen et al, 2020). In addition, the author recognises that most researches have been focused on explaining the differences in the success of Covid-19 responses by looking at factors such as differences in climate, pre-existing chronic conditions and economic factors such as level of income among others (Public Health England,2020). As such, UHC policy continues to receive little attention. The current research seeks to bridge this gap.

Practically, the policy report seeks to provide valuable insights on the extent to which UHC policy is a key decider in management of Covid-19. The findings will therefore inform policy makers including medical professionals and politicians among others on whether UHC is a key decider as well as possible ways of enhancing management of pandemics from the perspective of testing, contact tracing and vaccinations.

2. Literature Review2.1 What is Universal Health CoverageAccording to the Tauli-Corpaz (2020), universal health coverage encompasses all efforts aimed at making sure that all individuals and communities are able to receive the health services that they need, whenever they need them and where they need them, without having to suffer undue financial hardship. The above view is echoed by Sessions and Lee (2008) which points out that universal health coverage includes the full range of essential health services, from health promotion to prevention, rehabilitation, treatment and palliative care (Sessions and Lee,2008).

Further, United Nations (2020) explains that universal healthcare seeks to meet three main goals. These are: equity in access, no due financial risk and sufficient quality. More precisely, equity in access implies that everyone who needs the health services should be able to receive/access them as opposed to situations where only those who can afford them receive them. Secondly, as noted by WHO (2021), sufficient quality implies that the health services provided under the scheme should be good enough in order to ensure the improvement of the health of those receiving the services. Finally, no due financial risk implies that people who seek health services should not be put under risk of financial harm as a result of the costs of the using such health services (United Nations, 2020).

Precisely, Zieff et al. (2020) notes that there are three main versions of universal health coverage namely: purely private, market-based and governmental. For instance, as identified by Light (2003), the United Kingdom is considered to be implementing a fairly traditional version of the universal healthcare which is characterised by few options for and minimal use of privatised care and more use of the governmental care. On the other hand, a number of European countries including Germany, Netherlands and Switzerland are considered to be employing a relatively blended system characterised by substantial government and market-based components (Unger and De Paepe, 2019).

2.2 Review of literatures on UHC implementation in UK, the Netherlands and the United States2.2.1 Review of literatures on Universal healthcare coverage in the UKThe United Kingdom is associated with aversion of UHC which is largely governmental-based and as such, is characterised by few options for, and minimal use of, privatised care (Light, 2003). Precisely, healthcare coverage is free at the point of need and is paid for by general taxation. While the country has a growing private healthcare sector, healthcare provision in the country is still largely dominated by public health facilities. The universal healthcare coverage in the country is funded largely by citizen’s income tax which is about 4.5% of the average income of every citizen (Chang et al., 2011). The universal health coverage in the country is provided through the government-funded National Health Service (NHS).

The UHC system in the UK has been cited as one of the most successful the world in healthcare service provision over. As noted by Gorsky (2015), the NHS has been unique on the universalism it provides to the UK population owing to the fact that it provides comprehensive benefits to all residents, free at the point of access regardless of ability to pay, and with next to no patient charges. The success that the implementation of UHC in the UK, through the National Health Service has registered over the years has been acknowledged by a number of studies. The country’s healthcare system was ranked best in regards to Equity and Care Process (coordinated, patient-oriented, effective and safe) as illustrated in figure 1 below.

Figure 1: Healthcare System performance rankings

Source: The Commonwealth Fund (2017)

In the same vein, a research conducted by the Economist Intelligence Unit in the year 2015 ranked the UK’s healthcare system’s palliative care as the best in the world in terms equity and care process (Triggle, 2015). One of the major advantages of the UK’s UHC relative to other UHC programs employed by other countries is that it is characterised by enhanced access and equity whereby citizens have access to the same healthcare which, to a large extent, has no patient charges, regardless of socio-economic status.

However, Chang et al. (2011) note that the constraining healthcare costs is increasingly becoming a challenge to the implementation of UHC in the UK in the wake of increasing health demands especially from the UK’s ageing population. In connection to the view above, Gorsky (2015) notes that given the UK’s UHC needs to work for the benefit of all, cost effectiveness is must be achieved. Consequently, in instances where the cost of medication far outweighs the benefits, for instance, for special needs, patients are forced to resort to out-of-pocket spending (Light, 2003).

Therefore, against this background, the current research seeks to establish the extent to which the UK’s UHC policy which is largely government run is a key decider in managing of pandemics and more specifically the current COVID-19 virus. For instance, as echoed by Maizland and Felter (2020) and as already highlighted above, some analyses give the NHS high ratings for many health-care metrics including preventive care, equity and access. Providing preventive care reduces the risk of contracting diseases, disabilities or even death while equity and access ensure citizens are able to access quality healthcare services regardless of the socio-economic background. At the same time, Maizland and Felter (2020) point out that the UK’s UHC policy has also faced criticisms over lack of funding and decreasing quality, especially for primary care. Therefore, in chapter 4 of the research, the study seeks to establish whether these criticisms of the UK’s UHC policy have been evident during the pandemic and how these have in turn shaped the country’s overall response to the virus. Therefore, the current research seeks to establish the extent to which the UK’s healthcare’s response to COVID-19 can be said to be equitable besides providing universal access to all and how this has in turn mediated the economic and social impacts of the virus.

2.2.2 Review of literatures on Universal healthcare coverage in the NetherlandsUnlike the UK, in Netherlands, implementation of UHC involves a closer collaboration between the private and the public sector with the aim of enhancing the equity, access as well as quality of healthcare (Tikkanen et al., 2020). To this end, all residents of the country are required to purchase statutory health insurance from private insurers which are in turn required to accept all applicants. Precisely, Tikkanen et al. (2020) explains that financing of the country’s healthcare is largely public through a number of channels including tax revenues, premiums, and government grants. Further, setting of health care priorities is done by the national government besides being responsible for monitoring of key aspects such as costs, quality and access (Scott, 2020). In the Netherlands, all adult residents as well as non-residents who pay Dutch income tax are required to purchase statutory health insurance from private insurers with children below the age of 18 getting automatically covered (The Commonwealth Fund, 2020). Figure 3 below provides a summary of the organisation of the health system in the Netherlands.

Figure 3: Organisation of the health system in the Netherlands.

Source: Tikkanen et al. (2020).

The Netherlands’ UHC is considered to be one of the best globally with the Commonwealth Fund (2017) ranking the country’s healthcare system third overall as illustrated in figure 1 above. Commonwealth ranked the Health Care System performance in some of the high income countries. In this report, the organization assessed the performance of healthcare systems in eleven countries across five major domains access to care, care process, administrative efficiency, and equity and healthcare outcomes. The study established that the country’s healthcare system ranks first globally in regards to access and second globally in regards to equity (Commonwealth Fund, 2017).

However, despite the successes of the Netherlands’ UHC, critics argue that, by handing over much its healthcare to the private market, Dutch patients face higher financial barriers to care than their peers in more socialised systems such as the UK (Scott, 2020). For instance Netherlands spent $1615 which is more relatively lower than UK which spent $2989 on healthcare in 2020 (Wammes, 2020). Moreover, Scott (2020) reveals that spending on healthcare in the Netherlands by patients has accelerated in recent years, a trend that critics blame on the privatised market. In this regard, Wammess (2020) states that the annual deductible has more than doubled between the years 2008 and 2018 from $218 to $493. It is therefore increasingly becoming a concern that the rapidly increasing costs is making greater numbers of people to abstain from or postpone needed medical care.

Therefore, in light of the advantages as well as limitations of UHC policy in Netherlands which is mostly private, the current study seeks to establish how the unique features of the policy have been a key decider in the management of the virus thus far. For instance, the discussions above reveal that the all-private UHC policy in Netherlands is associated with rising costs of treatment in the Netherlands has made some Dutch people to either postpone or abstain from seeking medical attention in regards to COVID-19-related illnesses and how this has been decider in the management of the virus in the country. According to Statista (2020), there cost of healthcare increased from 87,334 million Euros in 2018 to 100,451 million euros in 2020.

2.2.3 Review of literatures on universal healthcare coverage in the United StatesThe United States is one of the developed economies that does not have a UHC program running. According to Zieff et al. (2020), the closest the United States have come to implementing UHC is the Obama-era passage of the Affordable Care Act (ACA). However, ACA was met with resistance especially during the Trump administration thereby leading to its failure. President Trump signed an executive order instructing administration officials to waive and grant exemptions to ACA popularly known as Obamacare. In 2017, the year of his election he described Obamacare as “horrible” and “very expensive”. He got rid of some of the requirements some of which included a penalty for failure to pay health insurance premiums (Simmons-Duffin, 2019). According to Zieff et al. (2020), the failure by the United States to implement UHC has resulted in debates on whether UHC is relevant especially for a country such as the United States. First, arguments against implementation of UHC in the country hold that although most developed economies have UHC programs running, few-if any-of these nations are as geographically large, racially diverse, and populous as the US (Office of Disease Prevention and Health Promotion, DPHP, 2020).

In the same vein, there is consensus among several scholars that implementation of UHC in the United States would necessitate significant upfront costs including the costs of technological and infrastructural changes as well as the costs of insuring/treating previously uninsured and largely unhealthy segment of the population (Blahous et al., 2018). Further, studies have established that the costs of implementing UHC would be significantly high to an extent that the federal tax proposals would not be able to cover fully (Sessions and Lee, 2008). For instance, a recently pushed proposal for universal healthcare included such options as a 7.5% payroll tax plus 4% income tax on all American citizens, with higher income-earners subjected to higher taxes (Zeiff et al, 2020).

However, supporters of UHC have argued that it can be an important way to address the growing chronic disease crisis, mitigate the economic costs associated with the said crisis, reduce the vast health disparities existing between people with different socio-economic statuses (SESs) besides increasing opportunities for preventive health initiatives (Crowley et al., 2020). According to Braveman et al (2010), low income earners who are also the least educated have the poorest quality health in the US. Zieff et al. (2020) notes that one of the most striking advantages of UHC in US is the potential to address the epidemic level of non-communicable chronic diseases, the economic strain from which is more evident among low SES who are both unhealthy and uninsured (Crowley et al., 2020).

Against this background, the current research seeks to establish whether the absence of UHC policy in United States has had any significant influence on the response by the country’s healthcare system to the virus thus far, be it positive or negative. In this regard, the current study is focused on finding out whether the country could do better or worse or just about the same if it had a UHC program in place like the other two countries. Put simply, chapter 4 of the research will provide analysis of data in order to establish how the absence of UHC program in US has been a key decider in the management of COVID-19 virus in the country.

2.3 Theoretical underpinning of the research Punctuated Equilibrium Theory (PET)PET, as a policy making theory, was first developed by Frank Baumgartner and Bryan True Jones who sought to provide a better explanation on how the same institutional set ups which act as barriers towards dramatic policy changes may also be responsible for occasional outbursts of attention thereby leading to disproportionately large policy shifts (True and Baumgartner, 2019). The development of the PET was informed by the limitations of previous policy theories which had only been successful in explaining either policy stability or large policy changes while providing little understanding on how governmental processes can cause both stability as well as large policy shifts (Joly and Richter, 2019). It is against this background that PET is considered a novel and original theory in the sense that, unlike previous theories, it explains how both large policy shifts as well as stability can be attributable to the same governmental processes.

As explained by GreenPedersen and Princen (2016), PET is based on the premise that, as a result of policymakers’ cognitive limitations, they are not able to attend to all the societal problems all at the same time. As a result, in most cases, policymaking is delegated to policy subsystems which includes groups of elites comprising of civil servants, interest groups and elected officials among others. In this regard, PET is based on the assumption that politics of subsystems generally serve as a barrier towards large policy changes thereby making small and incremental changes to be more common as opposed to large policy shifts which are proportionate to solving existing societal problems. On the other hand, PET is also based on the premise that large policy shifts can also take place especially when the manner in which an issue is understood changes (issue definition) and that people who were previously not interested in the given policy change are involved (agenda setting) (Baumgartner et al., 2009).

According to Baumgartner et al. (2009), issue definition and agenda setting that characterise large policy shifts are underpinned by sudden or steady attention of an influential political actor or may also be as a result of a major focusing event. Therefore, it is notable that the two concepts (agenda setting and issue definition) are at the heart of PET and as such, go a long way in providing a better understanding of the stability of some policies over longer periods of time as well as why some policies can sometimes be altered drastically and radically.

While PET was originally developed as an agenda-setting theory for examination of why some issues gain political attention, the theory has undergone evolution over the years and has become a more general theory on information processing in decision making (GreenPedersen and Princen 2016). In this regard, Cairney, Heikkila and Wood (2019) state that the theory examines the consequences of bounded rationality by holding that while policymakers at notional ‘center’ of government are able to pay attention to besides influencing most issues, they can only focus their attention on relatively small number. This implies that they will more likely ignore the rest of the issues. PET further holds that governments’ ability to address this limitation is limited by serial and parallel processing (Cairney, Heikkila and Wood, 2019).

Precisely, serial and parallel processing implies that, for most governments, there is ‘macropolitical’ attention to a smaller number of key issues, while most issues are processed in subsystems which are not only away from the attention of elected policymakers but also away from the public spotlight (Baumgartner et al. (2009). This therefore explains why, for most political systems, only a small number of policies are able to undergo significant changes if they receive sustained attention. Additionally, PET is based on the belief that significant policy shifts do not happen easily because policymakers also rely on institutions which are characterised by a set of rules or standard operating procedures in processing information. Therefore, the institutions contribute towards disproportionate processing of information or the tendency of ignoring much information routinely until there is sufficient pressure to pay attention to the given information (Baumgartner et al., 2009). Overall, Cairney, Heikkila and Wood (2019) put forward that PET is based on the overall proposition that the absence of central control given the center in itself, is not able to pay sufficient attention to all policy issues neither can the center control the information processing institutions especially those that manage pandemics.

The decision to employ PET in the current study is informed by the fact that the theory has been successfully applied to a wide range of public policies in numerous countries. To this end, the theory has been successful in generating both cross-sectional and cross-national analyses that are geared towards aiding comparison and providing better understanding of the causes of stability and change in different political systems (Joly and Richter, 2019). Therefore, the theory is best-suited for explaining why different countries have different UHC policies and why some countries such as the United States are yet to successfully develop and implement a UHC program. This is an indication that, through the PET, the current study will be able to gain a deeper understanding of how the differences in the political systems in the three countries (UK, Netherlands and the United States) have shaped the kind of UHC implemented or lack thereof and how this in turn shapes the countries’ responses to the Covid-19 pandemic. The research also identifies that while PET has been applied in various policy environments, its application in the healthcare sector and more specifically in explaining how political systems in different countries shape development and implementation of UHC programs is still limited.

3. Methods3.1 Data collection

Data is collected mainly from secondary sources. Secondary data refers to primary data which have been made available for reuse by the general research community. On the other hand, primary data is that which is original and has been collected using data collection methods that fit the problem under study best. The decision to use secondary sources of data is informed by the fact that it is time and cost saving. In addition, given the restrictions on movements as well as the need to mitigate the spread of COVID-19 virus, collection of primary data would involve physical movements which work against this goal. In this regard, secondary sources of data are suitable given they can easily be accessed electronically from the internet and at relatively lower costs (Saunders, Lewis and Thornhill, 2012).

In addition, with secondary data, a researcher is permitted to access the work of the best scholars relevant to the topic of study. However, a major limitation of this approach is that some sources may not be as credible. Secondly, it is also notable that the secondary data collected may not necessarily address all the research questions for the current study given the researches were conducted to meet goals different from what the current study seeks to achieve (Saunders, Lewis and Thornhill, 2012). In addressing the limitations above, the research only used credible sources besides using data that is closely related to the subjects under study. It is also important to note that the current study analyses the extent to which UHC policies in the three countries have been a key decider in the management of COVID-19 by looking at sources published from January 20th 2020 when the first case was reported in the United States to July 8th 2021.

The sources of data considered for the current research include publications by world bodies such as the World Health Organisation, national bodies such as the National Health Service, credible online newspapers such as the Guardian, the Washington Post and Vox among others. Some of the key words used

Career Development Plan Part IV- Compensation

HRM 531

University Of Phoenix

MEMO

From: Sales Department Manager

To: Human Resources Department Manager

Re: Career Development Plan Part IV – Compensation

After the merger with EnviroTech, I have created a new sales team, identified their roles, and created training and mentoring programs that will increase overall performance and also an appraisal system. And now because InterClean is embarking on a new strategic direction, I am tasked with creating a new compensation plan specifically for the training team. This compensation plan will help motivate Sales team performance; it will also describe the total rewards program and illustrate how the program will benefit each member, the team and InterClean.

Compensation Plan

Due to the restructuring of InterClean, Inc., it is important that we consider also restructuring the compensation plan that we are currently using. This plan will encourage and reward performance, this will increase returns. “An organizational reward system includes anything an employee values and desires that an employer is able and willing to offer in exchange for employee contributions more specifically such compensation includes both financial and non financial rewards.” (Cascio, 2005) Motivating employees to work hard is a much easier challenge when the benefits of doing so are appealing. Designing an effective pay plan requires a mix of financial rewards and nonfinancial rewards that link company objectives with employee expectations. The individual needs of each employee should be considered to guarantee a sufficient level of rewards is being offered. Therefore, I am proposing a compensation plan that includes consideration for each of the above-mentioned objectives in which I know will prove to be effective. Designing and implementing an effective compensation program is a critical activity. It may be not be easy to predict the effect of such a program and the influence it will have at InterClean, but it is essential. This new compensation plan for the sales team will include both financial and non financial benefits. Financial rewards include direct payments to salary as well as indirect payments to salary such as employee bonuses. Non financial rewards include day to day work environment appearances that will enhance an employee sense of self respect; an example of this is, training opportunities and involvement in decision making. The new compensation plan will be a market – based pay structure for the employees. When an employee understands their specific detail of their job description it is a key tool in the destination of their pay system. We have already identified the important characteristics of each job; next step is to determine how much InterClean is willing to pay for such a skill.

Pay system

A pay system can reinforce an overall corporate objective of increased profitability, focus on both individual and team effort, and emphasize both short-term and long-term strategies. The market-based pay system will provide competitive wages for our sales team; this will in turn motivate them to put a 100% effort. With a base salary, quarterly bonuses, and commission my team will have the motivation to drive for success. A commission incentive program will have a generous structure that will motivate performance on each employee. When a company does provide such a program the employees go out of their way to increase their salary and escalate productivity. Providing the right amount of base salary plus the right amount of commission, InterClean will appeal to and retain the top employee’s without jeopardizing any relationships with their other employee’s.

Components of a total rewards package

Some of the most influential components of a total reward package that will help motivate employees to reach their peak performance are

benefits,

work life balance

Compensation.

Benefits make up more than half for any companies total reward package. Benefits are what attract the employees, keep the employees at the company, and motivate each employee for more success. Next important component is making sure the employees have a balance work life schedule. Flexible scheduling, childcare, and tuition reimbursement are some rewards that define this package. Employees can work at home as well when arranged between them and their manager. Statistics show that when an employee is happy outside of work, they will do better in work. The last component for the total rewards package is compensation. Benefits might attract the employee but compensation is what brings in the employee. The right amount of compensation will bring out the best from our sales team. The new reward package should include quarterly bonuses based upon performance measures. InterClean must reach a minimal target of $900,000 per quarter in total transaction for this portion to take place. Once InterClean has reached its quarterly goal each Sales employee will receive a 5% performance. bonus.

Benefits

By providing benefits for the Sale team, InterClean will benefit through increase revenues, and the employees will benefit through the total rewards package.

Benefits objectives are to:

Instill sense of ownership in InterClean and its customers

Motivate the sales team to improve customer satisfaction levels

Build teamwork and improve the relations between the team, the company and customers

The sales team has a chance to increase their salary through commission and hit quarterly bonuses as a team. This allows employees to work in a team environment and bring positive benefits to the company. Your department should work modalities with upper management so that the following benefits are included if not already as part of InterClean employee overall compensation:

Retirement plans 401 (K)

Medical and Life insurance for all employees.

Dental insurance for all employees.

Flex time. The sales person will have the option choose the set of hours he or she wants to work in a given day (coming late and leaving late for example)

On-site child care facility.

Offering these benefits to the sales team will not only ensure security and flexibility for them. It is important for InterClean to have a detailed compensation plan for our employees. In this compensation plan employees have the option of increasing their pay or staying at their base salary. At either option, employees win because an employee is in charge of how much revenue they will be making, which leads to happy and motivated employees. provides them with retirement saving plans, health insurance, and flexibility to care for one’s family members.

References:

Cascio, F. Wayne, Henry R. (2005).Chapter 11: Pay and Incentive systems: The McGraw-Hill Companies.

HRM A strategic approach: William P. Anthony. Compensation systems Chap 11

ACM As Largest Educational And Scientific Computing Society

ACM is the world’s leading scientific and educational computing society; it conveys resources that progress computing as a profession and a science. ACM in addition to this provides the computing fields with the very first digital library. The www.acm.org website is a well organized and attractive site. It plays a good role at the deliverance of computing information. It has a home page with some links offered to the extreme right end. It has featured items on the left side of the webpage. Just below the advancing computing as a science and a profession is the announcement. The site aims at providing information about the society to those who are concerned. It also serves the purpose of advertising the society to the world. The sie seems to have achieved its purpose very well. It seeks to expand its network by advocating for ambassadors of ACM. The ambassadors are supposed to increase this capacity by sharing information about the site to their friends. According to the site SC 11 aims at uniting the HPC communities.

This site is a professional site. Its main target audience is people in the computing industry. Due to the fact that the site has links to digital library providing information on the computer industry. The library contains full text of every article to have ever been published by ACM. Furthermore, webpage of the digital library has a link to guidelines of the usage of the digital library. On the left side of the web page links are provided for Journals, Magazines and proceedings. Features in this site make it look and feel very much educational although its major target is the computing industry. However, this webpage also target job seekers. A link to the left of the web page takes one to the career and job center. This webpage is a self proclaimed ideal place for employers and jobseekers to the industry of computer and connect interested parties. Generally, this site targets all sorts of people ranging from government officials, academics and corporate employers. The main interest of this site is connecting various people that are interested in the computing industry. The site connects jobseekers to the employers and educations seekers to the right institutions to study of computing in.

www.acm.org provides information to all sorts of people. By connecting various people in the computing industry I find this site to be very useful. A job seeker will visit the site and connect to a potential employer while an employer meets with the kind of employee he/she yearns for. A student seeking education will log on to the site and acquire a whole lot of information they require pertaining a given institution of interest to them. People whose interest is reading will find the webpage to be of great assistance. This is because the resources provided in the site would be otherwise expensive to acquire. The site provides readers with publications and journals to their liking. Additional information such as upcoming and recent conferences is given. I find this to site very resourceful in that it’s a one stop shop for information seekers. Furthermore, the site also has special interest groups such as the special interest group on algorithms and computation theory (SIGACT). The special interest group deals with promotion of discovery and dissemination of high quality study in computer science theory. There are various such interest groups assisting many computing areas. Such groups motivate people with great innovation ideas.

The link that really interested me was the tech pack link. However, the link was sketchy and hence could not get a full scope of the subject matter. On opening the link one is advised to follow another link that will take you to the learning center. USacm.com link provided more and better information. Policy issues are featured on the main webpage and recent news given space on the left side. On this webpage I decided to follow the innovation link greatly taking note of the overview. The overview of this site states in part that the computing fields are the main drivers of economy. And goes further to support this stand by adding that computing advance continue to develop industry and the society. In the research and development on the same site it goes ahead to show its support for the research and development and gives various recommendations on how it can be improved in the society. With its interest in current issues surrounding the innovation industry this link has been of great interest to me and I look forward for more from the site.

This site is loaded with interesting information and it’s particularly difficult to handpick the most interesting. However the availability of online publication draws more interest as provided by a publications link. The link is third on the list after the home and special interest links. Here you get a lot of literature ranging from ACM magazines to online publications. There is also a link to the list of ACM journals and writings. This site provides great opportunities for both authors and readers. The site explains the criteria that could be followed in order to submit articles. This provides good opportunities for authors and writers to market their skills while on the other hand readers are provided with a large library of books from which to choose from. Best paper rewards are aimed at motivating the writers to even do much better. The website is of great significance to me in the sense that it’s a good example of how sites can be used for communication purposes. However some of its links are not useful. The Tech pack link is an example. On opening it provides one with sketchy details and a redirection to another link. The site developers should ensure that every link has information it promises and avoid inconveniences and miscommunication on the site.

References

Association of computing materials, Career & Job Center.( 2010).Retrieved from http://jobs.acm.org/home/index.cfm?site_id=1603

Association of computing materials, digital library.(2010) Retrieved from

http://librarians.acm.org/

Association of computing materials, techpack . (2010) retrieved from

http://techpack.acm.org/Association of Computing materials, ACM.(2010) Retrieved from

http://www.acm.org/

Association of computing materials, publications. (2010). Retrieved from

http://www.acm.org/publications

Association of computing materials, special interest groups.(2010). Retrieved from

http://www.acm.org/sigsAssociations of computing materials, learning centre. (2010) Retrieved from

http://learning.acm.org/

There are very many ways to lead and each and every leader has been found to have his or her style of leadership. This leadership styles include Autocratic, Democratic, Laissez- faire or free reign and Bureaucratic. These are known to be the four major leadership styles. Other additional leadership styles are transactional, transformational, charismatic, servant leadership, situational, relation-oriented and task-oriented. Most emphasis is put on the four major leadership styles as they are commonly used.

Autocratic Leadership

In this type of leadership it is the leader who solely carries out the role of making decisions. This kind of leadership will be used where the managing team has to keep close supervision on the employees as they cannot work well without it. In this situation the employees usually need to be pushed to do the work well has they cannot be involved in the decision making of the firm or the business entity. In this type of leadership, the manager has full authority and power to make any decision without consulting the employees (Singh 1999). The employees are expected to obey the orders of the manager without adding any input. The only way to motivate them through this leadership style is by setting punishments and rewards according to the results of the work done.

This type of leadership has been highly opposed and criticized as those working under this authority feel like they are treated as slaves. They claim that they should have a say and also allowed to participate in the decision making. Employees feel that their managers do not trust them therefore there may be a very bad relationship between the management and the employees is poor.

Democratic Leadership

It is also known as participative leadership. This can be termed to be the best leadership style as the employees are allowed to be part of the decision making though the manager has the final say. This may highly influence the decision made as many opinions help to make better decisions. The manager keeps his or her employees informed about the issues affecting the business and also make them part of the problem solving. This already acts as a motivation to the employees as they know they have been trusted by their employer. There is team spirit in this kind of leadership and the employees always respond with cooperation (Singh 1999).

In participative leadership the work production is of high quality and quantity. The employees will always be looking forward to work as they are appreciated. The manager also enjoys working with them and will reward them through promotions.

Laissez-faire Leadership

It is also known as free reign or hands off. This means that the manager does not have control over the employees but leaves them to have the power and authority in decision making. Employees are also left to determine the goals and resolve the problems on their own. This may also encourage team spirit as every is their own boss therefore easy to cooperate.

The only problem is that this kind of leadership can only be applicable where the employees are highly skilled for effective decision making. They must be in a position to fully understand the responsibilities properly. The other disadvantage is that there is no manager to recommend the employees on the work done so there is little motivation. This kind of leadership should not be used where the employees are insecure because of lack of a manager and where they are not sure whether the decisions they have made are worth (Singh 1999).

Bureaucratic Leadership

A bureaucratic leader is one who ensures that the standards that have been set are followed properly by the team members. In this kind of leadership the scope for deriving new problem solving measure is ruled out hence reducing project performance. Here the manager is more of a police than a leader as he or she always goes by the policies that have been set to ensure that they are followed. Employees cannot disagree with anything and are not allowed to make any contributions towards the set policies.

This is not a good type of leadership also especially where the employees lose their interest toward their job due to the many restrictions. They are not free to do anything more than what is expected therefore this lowers their morale. This type of leadership is best used where employees are dealing with equipment that may put their life in danger if not handled with care.

How two of these styles are applicable in the nursing profession.

In hospitals there are different types of employees ranging from those that are highly skilled to those who are unskilled. These include professionals, nurses & paramedics and non-medical. Professionals are the doctors, specialists and surgeons who are highly qualified and skilled for the job they do. To them money is not the issue but rather their psychological needs being met (Singh 1999). Their psychological needs include participation in the decision making process. With that they feel a sense of belonging and achievement in their work. Therefore the best kind of leadership style to use on the professionals is democratic.

The nurses and paramedics are a group of semiskilled workers that have a lower social status than that of the professionals. As they begin, the type of leadership that should be applied should be autocratic. As they get used they get a sense of direction and are able to do good work without great supervision. This is where democratic kind of leadership may come in handy and here they are given the chance to participate in the decision making (Feldman 2008). Therefore both autocratic and democratic leadership styles will apply for them.

The non-medical employees group contains the unskilled workers with very little education. They also have a low socio-economic status therefore to them money and other material benefits will satisfy their needs. For them job security is the important issue therefore using autocratic leadership on them would be the best (Singh 1999).

There are two situations in a hospital which include normal and crisis. When the situation is normal, the best kind of style to use on professionals, nurses and paramedics is the democratic style. They may all come together to discus the hospital disasters and the solutions to their problems through democratic leadership. This is because they are skilled and it is easy for them to handle situations on their own because of the skills they have acquired. Non medical staff is better of governed with autocratic leadership even in the normal situations. The other situation is that of a crisis where there is a wide spread disturbance. It is at such a situation that the hospital disaster plan is activated and it may not be easy to have control over it if autocratic leadership is not used (Singh 1999).

Effective leadership is indispensable and is required in utilization of scarce resources in a hospital. It is clear that the type of leadership highly used is democratic for professionals, nurses and paramedics and very little autocratic for the non medicals. The factor of job satisfaction is very important especially to the skilled workers. In hospitals the doctors, specialists and nurses want to feel that they have delivered the patient care satisfaction showing that they enjoy the work they are doing (Ramey 2002). This can only be driven through the application of democratic leadership.

Example of a practice and how one of the styles affects it

Clinical nursing is one of the hospital practices which require a lot of attention and skills. The nurses should be capable of providing quality healthcare to the patients concerned. Leadership skills are very important for ethical and critical decision making. They are also fundamental in the initiation and maintenance of working relations with the other working mates. The vital nursing leadership is being aware of the healthcare systems present to be able to provide effective and high quality healthcare (ACCN Board 2008). For this to be possible they should apply the democratic leadership because the nurses have the freedom to participate in the decision making process.

For example, if the nurses are given the opportunity to look after their patient and out of the skills they have, they are able to know which medication to administer. They do not require supervision from other doctors to do that because they have the self drive that makes them do so. This kind of leadership present is democratic and the results of the practice turn out to be positive. The patients will enjoy the services of the nurse while the nurse will get their satisfaction from the job after seeing the progress of the patients. For effective results the nurses should have the skills and knowledge of the levels of Microsystems for the changing healthcare.

Reference:

Singh, J., (1999), Effective Leadership for Better Management of Hospital, Government Medical Hospital, India.

HYPERLINK “http://www.jkscience.org/archive/volume13/Effective%20Leadeship.pdf” http://www.jkscience.org/archive/volume13/Effective%20Leadeship.pdf

ACCN Board, (2008), The Essentials of Baccalaureate Education for Professional Nursing Practice, Retrieved September 3, 2010 from HYPERLINK “http://www.aacn.nche.edu/education/pdf/baccessentials08.pdf” http://www.aacn.nche.edu/education/pdf/baccessentials08.pdf.

Ramey, J. W., (2002), The Relationship Between Leadership Styles of Nursing Managers and Staff Nurse Job Satisfaction in Hospital settings, Marshall University College of Nursing and Health Professions, West Virginia.

HYPERLINK “http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.86.8276&rep=rep1&type=pdf” http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.86.8276&rep=rep1&type=pdf.

Feldman, H. R., (2008), Nursing Leadership, Springer Publishing Company.

HYPERLINK “http://www.springerpub.com/samples/9780826102584_chapter.pdf” http://www.springerpub.com/samples/9780826102584_chapter.pdf

Money is the basis of every iniquity in the world. All global predicaments occur because of the desire to control money, shortage of money and the voracity to accumulate money. It is factual that most people adore money, placing it over human life. The typical phenomenon found in nearly every macro course book is that money resolves the double coincidence crisis. Without money, trade is limited to barter business deals. Double coincidence is the phenomenon of finding an appropriate trading partner. When the craving for riches is the overriding force and power of human existence, people develop selfish evil thoughts and benefits.

The adoration for money has directed many into obliteration and destruction. The media has portrayed how different personalities have risen to prominence and subsequently develop selfish greed to have more. These celebrities live merry and shattered lives as they horde themselves in unnecessary riches. Evil mindedness of these celebrities is eminent when many homeless people perish from hunger while attempting to endure the adversities placed around them. The worship of money happens to be a god to several people. They spend each waking minute endeavoring to gratify the desires within them, which serve this unseen god.

The greed for money averts the realization of global solutions to inevitable problems. The wealthy governments donate money to the deprived persons unwillingly and at times with conditions. It is astonishing that the World possesses so much money yet famine, corruption, and war predicaments are ever increasing. This phenomenon is poised to launch a greatly controversial motion that seeks to denounce the rising calamities among the poor. The source of all iniquity is greed, materialism, and that craving to possess everything. Greed is the principal aspect behind people’s desire to control and accrue all the affluence in the world. Money instigates the feeling of threat by any otherness and self-mindedness. The love for money brings about greed, which is the prime source of unhappiness, mischief, and murder.

Money, Green, and God Book Review

Introduction

This paper posits to present a review of the book “Money, Greed, and God”. The author, Jay Richards, endeavors to explain that capitalism is founded on the truth in relation to human beings as liberated, morally accountable, and co-creators who are bestowed with the responsibility of stewardship and dominion of the earth. The author puts across an authoritative case in support of capitalism. A clear thesis that summarizes the evaluation of the book posits that wealth generation is the bequest of capitalism. The book is an insightful discourse on poverty and wealth, money and integrity for the 21st century. The author understands the opposition in regard to capitalism and consequently he explains the reasons why the opposition fails to convince him. The author investigates the issue behind why Christians ought to be concerned about economics and why capitalism is the most appropriate economic system.

The book endeavors to explain the way in which capitalism channels self-centeredness in service others first, prior to the achievement of one’s self-interested goals. In opening, the author expounds that while numerous people talk about combating poverty, only a small number engage their minds in devising permanent solutions. Instead, the author argues, people all too frequently content to give handouts to persons in need. While it may be required in emergency circumstances, giving handouts does not offer a sustainable long-term solution. The book argues that capitalism presents the most appropriate means of eradication of poverty. If people became serious in relation to assisting the poor, we ought to promote the strengthening of free market principles in order that other people would benefit from the affluent blessings capitalism provides.

THE BOOK IN CONTEXT AND THE CENTRAL FOCUS OF THE BOOK

The 20th century witnessed a great conflict between communism and capitalism. Early in the 21st century it is apparent that capitalism prevailed over communism. Yet numerous people who live in the successful nations continue being uncomfortable with the capitalism principles. They perceive it as an economic system, a lifestyle that relocates wealth from deprived to prosperous, that takes advantage of the planet, which is in one way or another, inherently prejudiced toward the minority, at the expense of the majority. A rising number of increasingly outspoken Christians even allege that capitalism is in conflict with the biblical teachings. After an analysis of the words of Jesus that the high regard for money is a source of all varieties of evil they conclude that capitalism, which is appears to be based on high regard for money, must as well be evil. Can it be, however, that such allegations are founded on a misinterpretation of capitalism? Can every one these people be fighting against a mere distortion? Jay Richards is of the opinion that is true and he devotes Money, Green, and God to dispelling deception and replacing it with solid facts. In the entire book, the author endeavors to prove that capitalism should not be considered as the problem, but as a viable solution.

Economics is indisputably a field that scores of people undervalue. People may define it partially, but seldom can they really explicate it. According to Richards, economics fundamentally concerns us; what is preferable, contemporary values, what we embody in symbols and language, how we intermingle with one another in a market, and particularly how we manufacture, exchange, and dispense services, goods, wealth, and risk. One requires comprehending these things, and consequently one would eventually know what they need to know in relation to economics. A more conventional definition is that economics is a science which investigates human conduct as a relationship between scarce means and ends which have substitute uses. However, how regularly do people think about what economics is and how frequently do people do so from a particularly Christian perspective?

Primary Contentions and/or Observations about the Subject. Money, Greed, and God is a study that thinks of economics from a particularly Christian perspective. The book is structured around eight mythologies, eight widespread misunderstandings concerning the essence of capitalism. The eight mythologies include the nirvana mythology, the piety mythology, the zero-sum game mythology, the materialist mythology, the greed mythology, the usury mythology, the artsy mythology, and the freeze-frame mythology.

The Nirvana Mythology. In this myth, capitalism is compared with an unrealizable principle rather than with a pragmatic alternative. All people acknowledge that, God at some point in time will prevail over every thing that is wicked. Consequently, we recognize that in the present day, all systems will essentially be imperfect. Consequently people cannot appropriately set their standards at precision. The nirvana mythology supported communism and its vision of construction of utopian nations whereby equality ruled. However, the trial was a miserable failure that cost millions of people’s lives.

The Piety Mythology. In this myth, the focus is on good intent rather than the unintentional consequences of people’s actions. A contemporary case in point of this mythology operating is found when we consider fair trade. The world is growing familiarized, to being offered with the alternative of purchasing fair trade souvenirs, fair trade coffee, and so forth. The assurance is that when people do this they get larger profits to the business at the initial stage of the process. This means the individual who grows the coffee or the individual who produces the jewelry. It is also evident in foreign aid whereby billions or even trillions of US dollars are sent to the third world countries from the first world. Though externally it may come out as though these actions depict love and compassion, the actuality is that people do not perceive the unintentional consequences of these actions. These actions over and over again bring more destruction than good.

The Zero-Sum Game Mythology. In this myth, people are made to believe that any exchange or trade entails that there be a winner as well as a loser. This however, may true whereby markets are loaded with excessive regulations. On the contrary, in the free markets, there can at all times be win-win dealings. Still, individuals are prone to the impression that, only by means of increased regulation will there be a no loss guarantee.

The Materialist Mythology. This myth insists that the prosperity is not generated but simply transferred, and typically from the underprivileged to the affluent. Despite the fact that we are centuries detached from accepting as true that there exist a static quantity of prosperity in the planet, centuries from the appreciating that one individual always acquires wealth at the expense of someone else, we remain predisposed to thinking this is based on the fact. When we reflect on the extraordinary prosperity of the minority, we disregard the fact that, in numerous cases, even the most underprivileged are currently much more contented than they were some time ago. The actuality is that prosperity may be generated, and not simply transferred.

The Greed Mythology. According to this myth, the majority of people are of the opinion that the very fundamental nature of capitalism is voraciousness.

The Usury Mythology. According to this mythology, people are made to accept as true that working with currency is intrinsically immoral. This mythology also leads people to believe that charging of interest on capital is at all times exploitative. Numerous Christians reflect on the laws of the Old Testament on the subject of usury and in one way or another feel, even though only in their conscience, that there is something dishonorable on the subject of dealing with money. But when people come to understand capitalism, they can appreciate that such bible principles, despite the fact that they might direct us in some circumstances, are regularly not as rigid as the majority of people might think.

The Artsy Mythology. According to this mythology, people confuse aesthetic mythologies with economic perspectives. The majority of people are of the opinion that capitalism is intrinsically utilitarian, generating prosperity to the detriment of all that is gorgeous. But in this regard, the author explains that it capitalism in itself is vindicated, but to a certain extent the materialist worldview prevalent in contemporary ways of life.

The Freeze-Frame Mythology. This mythology posits that, all things continue unchanged at all times. This means that the population trend will go on ad infinitum or a natural resource will at all times be required in the same manner that it is in the present day. This leads to a fascinating discussion in relation to the supposed deficiency of resources like oil as well as the prognostications in relation to the impending demise of the world as a result of global warming.

Important Conclusions Identified By the Author. As the author picks eight mythologies, and exposes the flawed philosophies that motivate them, he lifts up a multitude of issues that would cause the person who reads to pause and consider. As one reads the book, there are at least three large takeaways. Firstly, the author brings up the significance of private property. It is evident as one reads the book that, there is something intrinsic in ownership that leads people to value property in different ways. Strong laws that guard private ownership stimulate an economy at the same time as lax laws or legislation that prohibits private ownership would depress the economy. Secondly, the reader learns of the significance of economic liberty. As was evident in the recent financial downturn, the projected solutions regularly entail larger restrictions, and increased government involvement. Nevertheless, on condition that there is some structure of regulation to guarantee economic liberty, an economy can flourish. Disproportionate regulation impedes more than it assists. Thirdly, the reader learns the significance of understanding that prosperity is not motionless. There is no static quantity of prosperity in the earth that ought to be divided among all of the earth’s population. Instead, prosperity can be generated and, as that takes place, it would be proportioned to persons in dire need of it. For this reason, there is something honorable in laboring, in the establishment of capitalistic enterprises and in thriving in them, on condition that the proceeds are utilized in a manner that honors God. The book it is evident that in creating wealth, mankind acts in the image of God. Capitalism according to the author is in the economist’s mind, a unique bequest of providence. In the author’s construal, instead of being a system we are embarrassed of, we can in fact, grant honor and magnificence to God for it. Despite the fact that capitalism may fail to be the most immaculate economic system known to mankind, it seems apparent that it is the most excellent so far. Numerous other economic systems have been attempted and have proven to be seriously imperfect. God, in his divine intervention, has provided mankind with an economic system in which mankind can work and generate wealth to the glory of God.

Evaluation of the Author’s Contentions and Utilization of Evidence. The author takes the objections posed by Christians in regard to capitalism seriously. He provides religiously consistent and intelligent case for the integrity of free markets. The author supports his arguments with statistics, anecdotes, eye-witness accounts, logical arguments, primary as well as secondary sources. Examples of how the author supports his arguments include; the author dispels the mystification that money is equivalent to wealth. He cites Hernando De Soto, an economist in his book “The Mystery of Capital.” the author’s case in opposition to the minimum wage whereby he alleges that it is a structure of price fixing that attempts to allocate wealth prior to its creation. He provides a measure of reality in regard to Bono and Bob Geldof’s ONE Campaign, which sought to persuade the US government to spend at least 1% of its federal budget towards foreign aid. Citing how the wealthy governments send approximately $2.3 trillion to poor nations in the past half a century. According to Richards, realistic empathy is a spiritual bequest.

The author provides statistics from “Where is the Wealth of Nations, a World Bank’s survey. The study depicts that, in the US 82% of its 2000 per capital assets are found in intangible capital, whereby 16% is generated capital, and 3% is natural capital. Ethiopia, the poorest nation, receives 50% of its prosperity from intangible capital, 9% from generated capital, and 41% from its natural capital.

Evaluation of the Style of the Book. The author provides the reader with an expansive context of meaning of scriptural text. A case in point is the study on usury, whereby it includes numerous useful exegetical scrutinies, but also concrete background information regarding church history and tradition. The capitalism and greed chapter contain some helpful and thoughtful arguments, mainly when the author discusses the significance of the entrepreneur in the society. The author provides some essential thoughts on honorable acts and conduct expected of the entrepreneur. The book is thoughtful, and avidly argued book, well grounded in contemporary research. It would be recommend economists as well as non-economists. However, the author is imprecise as to whether, in his opinion some compulsory income redistribution is lawful and property rights as the answer to capital expansion. The issue of state participation in caring for the underprivileged is not methodically treated. However, the book is a welcome to the current debate in regard to the economics and moral concerns surrounding capitalism.

DEMOGRAPHY

By (Name)

Code+ course name

Professor’s name

University name

City, State

Date

A.1. Fertility Measures

Age (x) Bangladesh (2010) Japan (2010)

ASFR (per 1000) Female Pop. ASFR (per 1000) Female Pop.

15-19 118.2 8,180,000 5.4 2,963,000

20-24 153.3 7,434,000 39.6 3,315,000

25-29 106.7 6,719,000 91.4 3,833,000

30-34 56.2 6,269,000 93.2 4,247,000

35-39 21.8 5,565,000 39.3 4,828,000

40-44 6.1 4,335,000 6.2 4,265,000

45-49 3.0 4,032,000 0.1 3,914,000

For each of female population (i.e. in Bangladesh and in Japan) calculate:

The Total Fertility Rate (TFR) in 2010.

Bangladeshi

TFR= 5x sum (ASAFRx)

=5 x (118.2+153.3+106.7+56.2+21.8+6.1+3.0)

=2326.5 per 1000 women or 2.3265 per woman

Japan

TFR= 5x sum (ASAFRx)

=5x (5.4+39.6+91.4+93.2+39.3+6.2+0.1)

=1376 per 1000 women or 1.376 per woman

The General Fertility Rate (GFR) in 2010.

General Fertility Rate is the birth rate of women of child bearing age (15-44)

= (Total birth/ no. Of women aged 15-44) x 1000

Based on cumulative frequency, GFR of Bangladesh = (42,534,000/38,502,000) x 1000

=1104.721

For Japan= (27,365,000/23,451,000)1000

=1166.901

The Gross Reproduction Rate (GRR) in 2010, assuming the sex ratio at birth is 104 for Bangladeshi population and 106 for Japanese population.

For the Bangladeshi, GRR in 2010, = TFR x 100/ (100+ SR)

= 2.3265 x 100/ (100+ 104)

=1.140

For Japan, GRR in 2010, = TFR x 100/ (100+ SR)

=1.376 x 100/ (100+ 106)

=0.0668

d. The Net Reproduction Rate (NRR) in 2010, assuming that female mortality for both populations is described by the 2010 life tables for each country. Selected values from the Tx column of the two life tables are presented in the table below (l0 = 100,000).

(Note: Use 3 dcp. for TFR, GFR, GRR and NRR).

Age (x) Bangladeshi female Japanese female

5Lx Tx 5Lx Tx

15 455,185 5,380,375 497,965 7,132,329

20 452,440 4,925,190 497,427 6,634,364

25 449,475 4,472,750 496,765 6,136,937

30 445,740 4,023,275 495,906 5,640,172

35 441,405 3,577,535 494,729 5,144,266

40 435,905 3,136,130 493,020 4,649,537

45 428,520 2,700,225 490,458 4,156,517

50 2,271,705 3,666,059

Survival Probability [0 tends to (x, x+5)]

Age (x) Bangladeshi women Japanese women

15-19 0.91037 0.99593

20-24 0.90488 0.994854

25-29 0.89895 0.99353

30-34 0.89148 0.991812

35-39 0.88281 0.989458

40-44 0.87181 0.98604

45-49 0.85704 0.980916

Proportion of female Birth ASFR x Survival prob. x prop. Of female Birth

Age (x) Bangladeshi Japan Bangladeshi Japan

15-19 100/ (100+104) 100/ (100+106) 52.727 2.608

20-24 100/ (100+104) 100/ (100+106) 67.972 19.107

25-29 100/ (100+104) 100/ (100+106) 47.000 44.042

30-34 100/ (100+104) 100/ (100+106) 24.550 44.832

35-39 100/ (100+104) 100/ (100+106) 9.430 18.860

40-44 100/ (100+104) 100/ (100+106) 2.606 2.965

45-49 100/ (100+104) 100/ (100+106) 1.260 0.048

205.545 132.462

NRR for Bangladeshi =5x sum (ASFR x Proportion of female x survival probability)/ 1000

= (5 x 205.545)/1000

=1.028

NRR for Japan =5x sum (ASFR x Proportion of female x survival probability)/ 1000

= (5 x 132.462)/1000

=0.662

The following table presents the age specific fertility rates (per 1000) for Japan in the period 2000-2009. Use the information provided in the table to answer Questions e and f.

Age 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009

  Age-specific fertility rate (per 1000)

15 0.14 0.16 0.19 0.19 0.16 0.15 0.16 0.15 0.15 0.18

16 0.67 0.78 0.89 0.87 0.77 0.68 0.70 0.67 0.69 0.69

17 2.45 2.74 2.87 2.65 2.54 2.27 2.36 2.19 2.37 2.36

18 5.46 5.75 5.94 5.46 5.32 4.91 5.06 4.84 5.18 4.96

19 10.35 11.00 11.29 10.60 10.51 9.70 9.45 9.42 9.72 9.43

20-24 33.99 34.92 34.96 33.42 33.01 32.03 33.04 32.31 32.48 31.17

25-29 93.86 90.49 87.40 84.06 82.01 78.87 81.57 81.18 81.95 80.95

30-39 67.27 66.04 65.52 65.05 65.92 64.70 68.44 70.39 72.42 73.41

40-49 2.61 2.68 2.86 3.05 3.26 3.33 3.69 4.10 4.42 4.75

e.What is the cumulative fertility rate for the 2005 birth cohort to age 18?

The cumulative frequency of birth for the 2005 to age 18 = 8.01 (per 1000 women)

f.What is the total fertility rate for Japan in 2008?

The total fertility rate of Japan in 2008 = 5 (209.38)

=1046.9 per 1000 women

A.2. Mortality and Standardization

The numbers of population by age on 30/6/2010 and the age specific death rates (ASDR) per 1000 population in 2010 for Japanese and Bangladeshi female population are given in the following table: Japan Bangladesh Number of Deaths ( pop x ASDR/1000)

Age x Female Pop. ASDR (per 1000) Female Pop. ASDR (per 1000) Japan Bangladesh 0-4 2,577,000 0.586 8,816,000 17.149 1,510 151,186 9-May 2,723,000 0.08 9,179,000 1.4 218 12,851 14-Oct 2,877,000 0.071 8,820,000 0.739 204 6,518 15-19 2,929,000 0.164 8,180,000 1.2 480 9,816 20-24 3,106,000 0.255 7,434,000 1.22 792 9,070 25-29 3,531,000 0.29 6,719,000 1.411 1,024 9,481 30-34 4,073,000 0.408 6,269,000 1.929 1,662 12,093 35-39 4,761,000 0.565 5,565,000 1.98 2,690 11,019 40-44 4,251,000 0.831 4,335,000 3.042 3,533 13,187 45-49 3,932,000 1.263 4,032,000 3.799 4,966 15,318 50-54 3,812,000 1.935 3,033,000 6.971 7,376 21,143 55-59 4,414,000 2.763 2,290,000 8.819 12,196 20,196 60-64 5,062,000 3.94 1,787,000 16.071 19,944 28,719 65-69 4,304,000 5.953 1,406,000 29.601 25,622 41,619 70-74 3,742,000 9.832 1,033,000 53.709 36,791 55,481 75-79 3,355,000 18.01 674,000 67.189 60,424 45,285 80-84 2,643,000 34.614 359,000 87.149 91,485 31,287 85+ 2,716,000 107.652 162,000 275.4 292,383 44,615   64,808,000   80,093,000   563,300 538,884 Total Using the mortality data provided in the previous page, estimate:

a. The actual number of deaths and crude death rates (CDR) for Japanese and Bangladeshi female population in 2010.

Note: use 0 decimal places (dcp.) for the number of deaths and 3 dcp. for CDR.

From the table above, the Total Number of Deaths in 2010 female population of:

Japan=563,300

Bangladeshi=538,884

Crude Death Rates (CDR) for the countries,

Japan: CDR= (Total no. of Deaths /population) x1000

(560472.475 /64,808,000)1000

=8.648

Bangladeshi: CDR = (538,884/80,093,000) 1000

=6.728

b. Using the 2010 Japanese female population as the standard population, calculate the indirectly standardised death rates (ISDR) for Japanese and Bangladeshi female population (Note: use 3 dcp. decimal point for SDR).

Expected number of death= sum[(ASDR standard x population Agex)/1000

  Japan Bangladesh Age x Female Pop. Expected number of death ASDR (per 1000) Female Pop. Expected number of death ASDR (per 1000) 0-4 2,577,000 1,510 0.586 8,816,000 151,186 17.149 9-May 2,723,000 218 0.08 9,179,000 12,851 1.4 14-Oct 2,877,000 204 0.071 8,820,000 6,518 0.739 15-19 2,929,000 480 0.164 8,180,000 9,816 1.2 20-24 3,106,000 792 0.255 7,434,000 9,070 1.22 25-29 3,531,000 1,024 0.29 6,719,000 9,481 1.411 30-34 4,073,000 1,662 0.408 6,269,000 12,093 1.929 35-39 4,761,000 2,690 0.565 5,565,000 11,019 1.98 40-44 4,251,000 3,533 0.831 4,335,000 13,187 3.042 45-49 3,932,000 4,966 1.263 4,032,000 15,318 3.799 50-54 3,812,000 7,376 1.935 3,033,000 21,143 6.971 55-59 4,414,000 12,196 2.763 2,290,000 20,196 8.819 60-64 5,062,000 19,944 3.94 1,787,000 28,719 16.071 65-69 4,304,000 25,622 5.953 1,406,000 41,619 29.601 70-74 3,742,000 36,791 9.832 1,033,000 55,481 53.709 75-79 3,355,000 60,424 18.01 674,000 45,285 67.189 80-84 2,643,000 91,485 34.614 359,000 31,287 87.149 85+ 2,716,000 292,383 107.652 162,000 44,615 275.4   64,808,000   80,093,000   Total 563,300 538,884 Standardized mortality ratio= (Actual deaths/ Expected Deaths)

For Japan=560472.475/563,300 =0.995

For Bangladesh=538,884/538,884=1.000

Indirect SDR= SMR x CDR standard population

For Japan=8.648 x0.995 =8.605 deaths per 1000 population

For Bangladesh=6.728×1.000 =6.728 deaths per 1000 population

c.If the standardized mortality ratio (SMR) for Bangladeshi population is estimated 4.52 and for Japanese population is estimated 1.00. Using the 2010 Japanese female population as the standard population, what are the new values of the indirectly standardized mortality rates (ISDR) for Bangladeshi population and for Japanese population?

If the estimated SMR= 4.52 and 1 for Bangladeshi and Japan respectively, then the new values of ISDR

For Bangladesh= 4.54 x 6.728 = 30.545

For Japan=1 x 8.648 = 8.648

A.3. Population Projection

Project the female population of Japan from 2010 to 2015 with the following assumptions:

Female mortality is constant at the levels described by the 2010 Japanese female life table,

Fertility declines by 5% from its level in 2010 levels,

The sex ratio at birth is 106 males per 100 females.

The additions of population in 2010 are also affected by net female migration.

The estimated numbers of females in Japan by age on 30/6/2010 and age-specific fertility rates (per 1000) for Japanese in 2010 are presented in the following table:

Age (x) Number of females

on 30/06/2010 ASFR

(per 1000)

in 2010 Proportion Surviving

x à x+5 Projected

Female pop. before Migration Net

Female Migrants

in 2015 Projected

Female

Population in 2015

0-4 2,577,000 0.9993 2,577,000 -3,299 2573701

5-9 2,723,000 0.9997 2575196.1 -977 257419.1

10-14 2,877,000 0.9994 2722183.1 174 2722357.1

15-19 2,929,000 5.4 0.9987 2875273.8 7,771 2883044.8

20-24 3,106,000 39.6 0.9987 2925192.3 10,649 293584.3

25-29 3,531,000 91.4 0.9983 3101962.2 -1,898 3100064.2

30-34 4,073,000 93.2 0.9976 3524997.3 -3,462 3521535.3

35-39 4,761,000 39.3 0.9966 4063224.8 -1,630 4061594.8

40-44 4,251,000 6.2 0.9948 4228894.8 401 4229295.8

45-49 3,932,000 0.1 0.9921 3900937.2 252 3901189.2

50-54 3,812,000 0.9885 3900937.2 -139 3900798.2

55-59 4,414,000 0.9835 3768162 856 3769018

60-64 5,062,000 0.9598 4341169 2,306 434375

65-69 4,304,000 0.9627 4858507.6 1,105 4859612.6

70-74 3,742,000 0.9348 4143460.8 724 4144184.8

75-79 3,355,000 0.8803 3498021.6 406 3498427.6

80-84 2,643,000 0.7762 2953406.5 139 2953545.5

85+ 2,716,000 0.4725 1248817.5 21 128838.5

Total 64,808,000 51,232,586

Note: Use 5 decimal places for proportion surviving ( x à x+5)

Use 0 decimal places for the projected population

Some values from the Tx column of an abridged life table (l0 = 100,000) for Japanese females (2010) are presented in the following table:

Age x 5Lx Tx Age x 5Lx Tx

0 498,769 8,627,756 50 486,565 3,666,062

5 498,414 8,128,987 55 480,988 3,179,497

10 498,244 7,630,572 60 473,053 2,698,509

15 497,965 7,132,329 65 461,643 2,225,456

20 497,427 6,634,364 70 444,446 1,763,813

25 496,765 6,136,937 75 415,454 1,319,367

30 495,905 5,640,172 80 365,730 903,913

35 494,729 5,144,267 85 283,872 538,183

40 493,020 4,649,538 90 254,311

45 490,456 4,156,518

B.1.Using the results from A.1, describe and comment on the differences in the fertility parameters (ASFR, TFR and NRR) of Bangladeshi and Japanese female population. Comment on how do the values of Net Reproduction Rate (NRR) for Bangladeshi and for Japanese female population in 2010 compare to the replacement level? Suggest possible causes or determinants of its differences in those fertility measures.

According to result of A1, the fertility parameters of Japan and Bangladeshi vary significantly owing to the population contents and growth of the two countries. The TFR, NRR as well as the ASFR of Bangladeshi are higher than that of Japan due to a number of factors. Notably, the NRR of Bangladeshi reflects high female proportion and survival probability raising the figure higher than that of Japan in 2010 at the replacement level. More importantly, with this projection, Bangladeshi shows strong signals of reproduction rate, for women aged 15 to 44 (at the reproductive age). Japan on the other hand shows strong signal of fertility rate owing to different population growth indicators.

Some of the possible causes of the differences in fertility measures are owed to survival mechanisms of the women population, social interactions, and the pre-existing fertility conditions. The determinants of these measures are the fertility transitions, mortality changes, income levels of the population, and the net production rates.

B.2.Using the results from A.2, describe and comment on the differences in the mortality parameters (CDR and I-SDR) and patterns of Japanese and Bangladeshi female population. Please justify what are the possible reasons of its differences.According to A2, Japan shows high mortality parameter rates in terms of CDR and ISDR than Bangladeshi. The female population is high in Bangladesh than In Japan. However, the expected number of deaths is high in Japan than in Bangladesh. The difference is owed to the differences in their ASDR.

The possible reasons for this difference are among others due to their significant differences in the social strata of the two countries that reflect high population variances. The economic differences of the two nations is big as well making different population indicators, perceptions, and the health pre-existing conditions to vary.

a. Compare and contrast the main characteristics of the long term population projections produced by the following five organisations (mention at least two points for each organisation):

United Nations (UN)

The UN publishes their population projections every 2 years with scenarios which differ in their assumptions on fertility rates. The main characteristics of these projections produced by the United Nations are production of these population scenarios with high, low and medium fertility trends assumptions in the future ((Brian, et all. 2001, pp 203-238).). It also characterized by scenarios that illustrate the influence of rising life expectancy on projection outcomes though comparisons of fertility and alternative mortality scenarios in the future.

World Bank (WB)

Population projections characterized by their annual projections at the country levels. The long term projections are six biennial projections to 2150, which have base case and assumptions of either slow or rapid fertility decline. Their long-term projections are also characterized by 40 years projection output, and mainly for internal use.

(3) US Census Bureau (USCB)

The USCB long term projections are characterized by single a scenario with printed versions that show their output for 15 to 25 years into the future. Their projections are updated annually through to 2050.

(4) International Institute for Applied Systems Analysis (IIASA)

The IIASA population projections are characterized by three scenarios of output in 13 regions in the world through to 2100. The three outputs are fertility, mortality, and migration. The main characteristic of this institution is that they provide probabilistic output.

(5) Population reference Bureau (PRB)

The long-term population projection of the PRB is characterized by limitations of their public output to population size. In addition, their projections combine country-supplied projections, projections by the UN as well as that of the USCB to generate their own projections in minority of countries. The main characteristic of their projections is their generation of projections if only in access to more and reliable data on baseline population, fertility and mortality (Brian, et all. 2001, pp 203-238).

b. What projection method is used by each of these organizations?

The projection method used by all the above institutions is the cohort-component methodology.

c. What are the two possible approaches discussed for allowing for a range of projected outcomes relating to assumptions about the future?

The two approaches discussed are the single scenario and the use of different scenario approach. They also use time based approach for projections.

d. Summarize in point form (cover at least 5 points), the issues discussed in section 5 relating to assumptions for fertility trends for different countries over the future period of projections.

Individual institutions have made massive steps in making significant contributions in making global projections in population by of use different methodologies in population projections

United States and the United Nations have taken leadership roles and contributions to population projections in the world that are significant in global socio-economic planning.

Most long term projections have myriad approaches but are characteristically based on time series scenarios that cover periods of time.

The input assumptions which are the basis of these projections, for instance future rates of fertility, mortality and migration, vary considerably with the number output scenarios produced.

The United Nations are best suited in producing long term projections based on their 10 years approximations which caters substantial changes and assumptions over the period.

Reference List

Brian, et all. 2001, A Guide to Global Population Projections, Demographic research, vol (4); p 203-288.

Frejka, T., & Sardon, J.-P. (2004). Childbearing trends and prospects in low-fertility countries: a cohort analysis. Dordrecht [u.a.], Kluwer.

United Nations. (2009). Completing the fertility transition. New York, N.Y., United Nations.

Most consultation firms are presently trying to implement processes and technologies that will transform individual experience into organizational knowledge. They try to preserve these experiences and make them available to employees as continuation of progressive acceleration towards collective learning. These experiences are geared towards the improvement of competitiveness and to facilitate response to market changes. Knowledge dynamics is however an art that should be utilized for organizational development. It is definitely divided into technical and scientific knowledge. Individuals familiar with technical know-how utilize it to read and interpret data and act on the basis of generalizations. Scientific knowledge is however propositional as it takes on the form of casual generalizations. It assumes that since A has happened then B will certainly follow. However, we can not say that since all experience is helpful, it should be incorporated into organizational knowledge. There is a great discrepancy when we think about this area. Knowledge is only helpful if it can be used as a recipe or solution for the specific situation present.

If individuals were taken as part of organization knowledge, then a great deal of modification has to be done for them to fit in. since each organization has particular means of operation, managers can only use knowledge in a more flexible and opportunistic way rather than in a planned and careful way. Experience in the work place, and with the organization culture considered, then individual knowledge is considered helpful to the company. More so, if the possessed knowledge is tacit knowledge, then they will be very useful to the company. This is because personal intuition is in play rather than the formal explicit type of knowledge. This will make it manageable since the managers can tell what is inherent in the individual and what is explicit in accordance to the way the individual reacts to situations. The managers will then seek to establish policies and procedures that will transfer, store, develop and disseminate the organizational knowledge.

If the organization is to be considered as a brain, then several aspects have to be taken into consideration. First and foremost, who will feed the brain with information? How will this feed occur and who is to control what type of information is fed? How will it be synthesized and how will others be aware of the expected outcome?

Managers use what is referred to as the experiential knowledge which is basically a narrative of how real people deal with real problems in the world. If they are the ones that will feed the organization with knowledge, and then who will determine the checks and the balances? The manager is considered as being overall. However, if the manager utilizes ethical communication as a tool of advancement, then the rest of the workforce will be involved in decision making. Borrowing knowledge from different quarters is helpful especially in situations where others have been through and come out successfully. Therefore, if this information is to be fed through consultative forums between the top management and the workforce, then it is easy to adapt to recipes that will provide solutions to difficult challenges. The outcomes will therefore be in form of market capitalization, increasing profit margins, a surge in client retention and employee turnover rate. These will be experienced through out the organization and society as well. This will tell whether the information was well synthesized and what needs to be done to increase adaptive capability in cases of difficult challenges. Therefore, if organization is referred to as a “brain”, then those in it must be prepared to work towards the creation of information helpful to the organization. Managing the knowledge will be the next step so as to keep the knowledge circulation and modifiable to suite dynamism of the market and clientele needs.

Career Development Plan Part I—Job Analysis and Selection

Eustace Langley

HRM 531

University of Phoenix

Job Analysis

The merger between InterClean and EnviroTech will create some new directives for the company. The merger will also require a new sales team, so we will have to develop a new strategic plan and change the focus for InterClean. As a manager, my first step in the company’s job analysis will be to determine the KSAs required by the job. To do this, I will use the Common-Metric Questionnaire (CMQ) by Psychological Corporation because it is comprehensive enough to be use with any job found in any organization and administer it to the five to seven employees that I will be choosing to join my sales team. I will also conduct interviews and do observations for the new employees who are coming from EnviroTech and then make my selections.

Job duties and specifications that will pertain to the new sales department that will be form at InterClean:

Good communication skills: the most important trait of good sales person is his or her communication skills. The salesperson must demonstrate good communicate skills both oral and written. Must be able to interact with customers and make accurate decisions under stressful situations in a clear and precise manner.

Contract Negotiations: Employees must posse strong negotiation techniques, and are also required to have knowledge of contract laws, contracting policies and procedures. It is also Require that the employee have knowledge of InterClean performance commitments and related rewards or penalties (e.g., rewards for exceptional performance and penalties for poor performance). An effective salesperson must have the ability to apply the knowledge and techniques.

Product and Compliance Knowledge: The employee must be able to differentiate our various products and he or she must also have a knowledgeable background in the areas of sanitation, environmental regulation of cleaning and cleaning systems, and OSHA standards. The employee should be able to develop customized cleaning and sanitation packages of products and services for customers that do not conflict with the current legal, environmental, safety, ethical, and regulatory standards.

Account management: The employee must maintain customer records and use customer relationship management (CRM) software to develop and maintain long-term customer relationships. The employee must answer customer questions about products, services, prices, availability, product uses, and credit terms. The employee must be available to resolve any problems that the customer might encounter with the products or services provided. This task requires customer service skills, the ability to use the CRM software, problem solving, and inductive reasoning.

Lead Generation and Prospecting: employee must have detailed knowledge about company products, processes, policies and procedures including but not limited to pricing and time to market. Applicant should also posses the ability to identify customer needs and be able to sell the solution and its value, rather than focusing on price alone. Requires the skills associated with moving beyond customer objections.

Workforce Planning System

Workforce planning is a systematic process for identifying the workforce competencies required to meet the agency’s strategic goals and for developing the strategies to meet these requirements.

My workforce planning system will include the four basic phases. Phase one will be where I analysis and determine the profile of the current workforce and future workforce needed to attain the team and organization goals, Phase two will be of planning; I will evaluate the actions that are vital and remove those that are not from the current workforce and transform them into actions necessary for the future workforce. Phase three is the implementation phase, executing both phases one and two of the plan that I described above.

The final phase is monitoring. This is the most important phase in the process, because it is during this process that I will be able to measure the effectiveness of my plan and make take corrective action if necessary. With everything being reviewed and understood of what is expected for the “new” sales team, I believe that certain positions are needed to make a “complete” sales team of at least six individuals. Each employee of the sales team will be crossed trained in other areas so as to allow for sick days, vacations, promotions, or loss of employees. For To meet the needs of the new sales team that is about to be formulated, there will be a senior sales position, a sales coach, an educational trainer, and three outside sales positions.

My selection method

Based on the assumption that one of the best predictors of what a person will do in the future is what he or she has done in the past, (Cascio, 2005). The selection method I will use is Application Blanks and Resumes; because much of the information gathered on application blanks is objective, it will make it easier for me to verify them. The disadvantage to this method is, if you don’t verify information gathered, it will sometimes lead to claims of negligent hiring Results show that 96% of firms use this type of selecting method more frequently than the other methods. The use of situational tests, such as the leaderless group discussion, the in-basket, and business simulations, lies at the heart of the assessment center method. Key advantages of the method are its high validity, fair evaluation of each candidate’s ability, and flexibility of form and content. Other features include the use of multiple assessment techniques, assessor training, and pooled assessor judgments in rating each candidate’s behavior (Cascio, 2005).

My team

Terry Garcia, Outside Sales Representative: Terry is a 56 year-old Hispanic female who was hired 6 years ago by Sally Lindley, CEO of EnviroTech. Terry was a former high school teacher who was hired by Sally for her ability to communicate, educate, and her use of critical thinking skills in problem resolution.

Ving Hsu, Outside Sales Representative: Ving is a 42 year-old Asian male who was hired 12 years ago by Sally Lindley, CEO of EnviroTech. Ving enjoys working with customers and performs training seminars on a regular basis in order to help train the employees of his customers.

Eric Borden, Outside Sales Representative: Eric is a 41 year-old African-American male who was hired by Sally Lindley, CEO of EnviroTech. Eric has a solid reputation for servicing the customer and helping the customer get the best products for the best prices.

Susan Burnt, Outside Sales Representative: Susan is a 62 year-old Caucasian female who was hired by David Spencer, Sr., the founder of InterClean. Susan has performed numerous jobs during her 24 years at the company, achieving success in each role.

Mark Pierce, Outside Sales Representative: Mark is a 24 year-old Caucasian male who was hired by Shane Huck eight months ago from a competitor (non-compete agreement is still valid) in the sanitation industry to work at InterClean. He is an aggressive sales rep who has a “get the sale at all costs” reputation in the local market.

Jim Martin, Vice president of Sales: Jim is a 54 year-old Caucasian male who was recently hired by David Spencer of InterClean to be the new VP of Sales, taking sales leadership away from Tom Jennings, VP of Marketing. Jim is an experienced and knowledgeable sales manager in the industrial cleaning and sanitation industry and he has a reputation for taking great care of the customer.

I choose Jim, Mark, Susan, Eric, Ving, and Terry to represent my sales team because of what they can bring to the team as individuals and also as a group. They represent various ethnicities, making it a diverse team, both male and female genders are employed; they have extensive knowledge and experience in the industrial cleaning industry this will give us a competitive edge over other companies in the same business; and most important, they have a high commitment to providing the best customer service, which ultimately will establish long-lasting customer relationships.

Jim Martin will be the senior sales representative because of his experience and knowledge of the entire company. Eric Borden will be the sales coach because he has a solid reputation of helping the customer get the best product for his or her needs. The educational trainer Ving Hsu will be because of his experience and he is already performing training seminars. The outside sales representatives will be Mark Pierce and Tom Gonzalez for their years of sales experience and Terry Garcia for her ability to communicate, educate, and her use of critical thinking skills in problem resolution.

References:

HRM: A strategic approach 4th Edition (Chap 6)

SUPPLEMENT: Employee ProfilesCascio, W. F. (2005). Managing Human Resources. (Chap 5-8) Retrieved from https://ecampus.phoenix.edu/content/eBookLibrary2/content/eReader.aspx

Scenario: InterClean, Inc. Retrieved May 1, 2009, from University of Phoenix, Week One and two, HRM/531 Human Capital Management.