Week 4 Assignment: Graphing Linear Equations

Week 4 – Solving Systems of Linear Equations by Elimination

Looking for a solution written from scratch with No plagiarism and No AI?

WHY CHOOSE US?

Visit the Urban Institute

https://apps.urban.org/features/baltimore-investment-flows/

. Click on one of the interactive features. Review the feature and reflect on the following:

• Describe the asset.
• Explain how the asset can benefit community development.
• Discuss ways you can leverage your asset to address a problem in the community.

Looking for a solution written from scratch with No plagiarism and No AI?

WHY CHOOSE US?

Directions:

Respond to two colleagues separately:

• Explain how theories help inform social work competencies related to engaging with diversity and difference and advancing human rights and social, economic, and environmental justice.

Be sure to support your responses with specific references to the week’s resources.

Looking for a solution written from scratch with No plagiarism and No AI?

WHY CHOOSE US?

This assignment is to articulate a meaningful response that provides respectful and constructive feedback to another students discussion board post. Here is the students post that you are responding to:

Introduction

In this discussion board, we will examine the thoughts of Hardy (1990) on the Christian concept of work and choosing a vocation and how does choosing a vocation to coincide with the HRD job design and work systems? These are discussed in Chapter Six Mello (2019). The changing nature of work requires organizations to strategically manage change as part of the work design and redesign (Mello, 2019). The workplace is wanting and needing flexibility and being responsive to the employee’s needs as well as the needs of customers. Designing an organization to meet these needs is a challenge.

Choosing a Vocation and the Design of Work Systems

Choosing a career or a vocation is challenging. What if you choose something that you do like because it may pay well? Sometimes the choices we make when we are younger no longer fit our needs as we mature. The Christian concept of work is a twofold process. According to Hardy (1990), the general calling is to be a Christian, which means to take on the virtues appropriate to followers of Christ regardless of a persons station in life. The specific calling is to an occupation. It is when we are considering a specific occupation that we are comforted with the need to identify our gifts and talents; choose an occupation that allows us to use our gifts and talents (Hardy, 1990). The use of our gifts and talents are not just limited to Christian service in the church, but in society as well. When we examine this line of thinking in the design and redesign of work systems; there is a need to meet organizational goals while keeping employees engaged and able to use their gifts and talent.

Job Rotation

Job rotation is a lateral transfer of an employee between different jobs in the same organization without a change in the hierarchical rank or salary grade is often considered as a key instrument for management development (Kampkötter, Harbring, and Sliwka, 2018). Job rotation has been a long-standing practice for senior executives so that they can see how different parts of the organization function (Mello, 2019). Recently job the rotation has been offered a development tool for employees to gain additi0nal skills outside of regular job responsibilities (Mello, 2019).

Job Enrichment

Job enrichment is not just adding more tasks to an employee’s job. It is giving an employee responsible for their work (Mello, 2019). There are five characteristics will impact worker outcomes

Skill Variety. The extent that the work allows an employee to use a variety of acquired skills.

Task Identity. The extent to which the work allows the employee to complete a whole or identifiable piece of work.

Task significance. The extent to which the employee perceives that his or her work is important and meaningful to those in and outside of the organization.

Autonomy. The extent to which the employee can work and determine work procedures at their discretion, free of supervision.

Feedback. The extent to which the work allows an employee to gain a sense of how well responsibilities are being met (Mello, 2019).

Job enrichment also is job satisfaction and organizational commitment. A negative work-family interface may jeopardize the human resource management efforts that develop committed employees who contribute to the firm’s competitive advantages (Martinez-Sanchez, Perez-Perez, Vela-Jimenez, and Abella-Garces, 2018)

Human Capital and Investment Theory

The human capital theory sees employees as an investment. In strategic Human Resource Development, is investing in its key decisions makes. Hardy (1990) discusses that each of us has gifts and talents and it is up to us to find out what those skills are and develop them. Employee development is vital in maintaining and developing the capabilities of both individual employees and the organization as a whole. The theory of investing in employee development is that it creates conditions where employees believe that their organizations value their contribution and care about their employability ( Lee, and Bruvold, 2003). Investing in employees gives the employee a sense of well being, and they are more likely to work harder at their jobs.

References

Lee, C. H., and Bruvold, N. T. (2003). Creating value for employees: investment in employee development. The International Journal of Human Resource Managemen, 14(6), 981-1000. doi:10.1080/0958519032000106173

Hardy, L. (1990). The Fabric of This World. Grand Rapids, MI.: William B. Eerdmans Publishing Company.

Kampkötter, P., Harbring, C., and Sliwka, D. (2018). Job rotation and employee performance – evidence from a longitudinal study in the financial services industry. The International Journal of Human Resource Managemen, 29(10), 1705-1735. doi:10.1080/09585192.2016.1209227

Martinez-Sanchez, A., Perez-Perez, M., Vela-Jimenez, M. J., and Abella-Garces, S. (2018). Job satisfaction and work-family policies through work-family enrichment. Journal of Managerial Psychology, 35(4/5), 386-402. doi:10.1108/JMP-10-2017-0376

Mello, J. A. (2019). Strategic human resource management. (5, Ed.) Mason, OH: South-Western.

*** Here is the original instructions for this students post that you are responding to:

How does Hardy’s conceptualization of vocation and the “divine economy” specifically connect with the codified work/job design theory outlined in chapter 6 of Mello (2019), and with the general/overarching “investment orientation” regarding human capital framed in chapters 1-4 of Mello?

Type your response in a Microsoft Word document. Your written response must be in current APA format, double-spaced, and 400–700 words.

Include a reference page and be sure to have in-text citations for the following sources:

At least 2 citations from Mello (2015).

At least 1 citation from Hardy (1990).

At least 2 citations from related scholarly journals (e.g. Human Resource Management Journal, Journal of Applied Psychology, Journal of Strategic Human Resource Management, Journal of Biblical Integration in Business, Christian Scholars Review).

Looking for a solution written from scratch with No plagiarism and No AI?

WHY CHOOSE US?