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Ethical Issues in Research
Locate and read an article related to a topic you may investigate via Practitioner Inquiry (self reflection and strengthening of skills). Select a peer-reviewed primary research article found in published research (typically in an academic journal) written by a researcher about a research project they conducted. It presents the research background, design of the study, data collected, results or findings, and conclusions of the research.
Peer-reviewed primary research articles can be found through the library databases. There is a description of peer-reviewed primary research on the library webpage. Based on your selected peer-reviewed primary research article, in 2 pages, answer the following questions related to research ethics:
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RFID Technology vs Bar Code Technology
Why RFID Technology is Better than Bar Code Technology
RFID technology is often regarded as a successor of the technology that has dominated for decades. Bar codes have been in place since the second part of the 20th century and are now used in all the spheres where inventory management is relevant (Smith-Ditizio & Smith, 2017). The method enables people to trace the flow of items with a significant degree of accuracy, which made the technology popular worldwide. Bar coding involves the use of the codes usually typed on packages or even items, and readers (Lee, Choi, & Lee, 2017).
RFID technology was introduced later, but it soon became widely used as well (Bibi, Guillaume, Gontard, & Sorli, 2017). This method implies the use of tags and a reader. Both technologies have certain advantages and disadvantages, which makes it difficult for users to chose between the two options. However, the use of RFID is often regarded as more efficient and cost-effective due to various features of the technology (Lui, Ngai, & Lo, 2016). This paper includes a brief discussion of the statement of problem and research questions.
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Purpose of Study
As has been mentioned above, both technologies are now used widely, but people are still reluctant to switch to a more recent method. One of the major barriers to the successful implementation of RFID technology is associated with investment as this technology requires more funds than the bar code method (Bibi et al., 2017). One of the benefits of bar codes is their universality as the vast majority of retailers and manufacturers have adopted this technology. However, to assess the effectiveness and benefits of the technologies under analysis, it is critical to identify the most relevant criteria. The purpose of this study is to identify the benefits of using RFID technology as compared to bar code technology.
As has been mentioned above, both technologies are now used widely, but people are still reluctant to switch to a more recent method. One of the major barriers to the successful implementation of RFID technology is associated with investment as this technology requires more funds than the bar code method (Bibi et al., 2017).
One of the benefits of bar codes is their universality as the vast majority of retailers and manufacturers have adopted this technology. However, to assess the effectiveness and benefits of the technologies under analysis, it is critical to identify the most relevant criteria. The purpose of this study is to identify the benefits of using RFID technology as compared to bar code technology.
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Understanding and Managing People
Understanding and managing people can be a daunting task. The process involves numerous concerns brought about by the complexity of handling multiple individuals with the balance of following strict regulations. This paper breaks down a section of such complexity by addressing a number of contemporary issues facing organisational behaviour. In addition, the paper seeks to point out the impact of such issues on the human resource practices within the company.
Contemporary issues facing the field of organisational behaviour
Given the breadth of content and research in the field of organisational behaviour, many of the issues and topics are widely researched. However, the field is rather flex, with issues changing every now and then. As such despite the numerous research in the field, there are always new and incoming issues that require attention and research. This section discusses a number of contemporary issues facing the field of organisational behaviour as outlined below.
Diversity in the workplace
For the longest time, workplace diversity has been an issue under the radar of a lot of companies and their management. Over the years, the management and definition of diversity in the workplace have titled and shifted with changing global concerns. Workplace diversity refers to the inclusion of the various characteristics, similarities, and differences between the members of staff in a given organisation. Such differences include race, age, cultural background, handicaps, education levels, religion, and sexual orientation among others (Saxena, 2014, pp. 77 – 78).
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While the issue of diversity has its impact on organisational behaviour, it is not among the most crucial. However, mismanagement of diversity can have potentially disastrous outcomes (Davidson & Burke, 2016, pp. 254 – 257). To counter such, modern management practice calls for inclusion to cater for such differences. While the concept is theoretically simple, the implementation calls for much more focus and can be quite resource-incentive as discussed in the next section.
A recent contentious issue in organizational behaviour tied to diversity and inclusion is the inclusion of women in management. In the recent years, research has indicated that firms have had a direct increase in various metrics of business success from improved gender equality, inclusion, and diversity within the company (Davidson & Burke, 2016, pp. 29 – 30). Such inclusion fosters better relationships and promotion of women as integral parts of the organization rather than unwelcome players.
Positivity
Positivity as an independent field of psychological knowledge has widespread research and coverage. However, the case is not the same for its impact in the workplace, and on the organisational behaviour. New studies indicate the impact of positivity in an individual to an increase in their work effort and ethic (Warr, Bindl, Parker, & Inceoglu, 2013). In addition, such positivity has a high potential to spread across the firm and create a phenomenon known as positive organisational behaviour.
With an increase in positive organisational behaviour, there is an increase in firm qualities such as hope, optimism, resilience, the development of psychological capital, and self-efficiency (Luthans & Youssef, 2007, pp. 327- 336). Luthans and Youssef (2007, pp. 339 – 340) also indicate the presence of strong links between the positivity of the individual, better firm performance, and positive organisational behaviour.
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Reciprocity and Social Exchange Theory
As with the other terms, the history of reciprocity and theories of social exchange has been an issue under research for a long time. However, only recently did scholars gain interest in its relationship with organisational behaviour. The concept of reciprocity at the workplace may result either from transactional needs, folk belief or as a moral and cultural norm. In an organisational setting, transactional reciprocity is most common.
In such a setting, most of the interactions are interdependent on the exchange of various resources. Such engagements form the basis of social exchange relationships in the workplace. Here, reciprocity begins upon signing a work contract, and negotiations kick in almost immediately, where the exchange is between the hours of work and a form of agreed compensation, that is usually monetary (Cropanzano & Mitchell, 2015).
The concepts of reciprocity and social exchange influence organisational behaviour in a number of ways. Among the most common is the fostering of cordial interactions between employees (Cropanzano & Mitchell, 2015). A second is the enhancement of personal, behavioural and team commitment to various tasks and the company as a whole (Shiu, Jiang, & Zaefarian, 2014), and a third is the increase of equity and inclusion of historically marginalized groups within the organisation (Singh & Vinnicombe, 2004).
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Trade Unions
The impact of trade unions and their influence on work productivity is not as widespread a topic as their relationship with worker remuneration. However, trade unions have an impact on employment, career growth and the behaviour of firms, employees, and employers (Blanchflower, Millward, & Oswald, 1991; Bryson, 2005). Unionisation has a largely positive effect on the work relationships between employees, and between employees and the employer. The change in behaviour emanates from the changes in pay levels, employment levels, and security of tenure (Millward, Forth, & Bryson, 2001).
The influence of these issues on Human Resource practices
Diversity in the workplace
Inclusion and improving on increased diversity in the workplace is a key goal for the human resources department in a firm. Therefore, the increase in scholarly discourse and willingness of firms to increase inclusion and foster equality is a big boost to HR practices, especially the inclusion of women in managerial and decision-making positions.
Positivity
The concept of individualistic positivity, as well as positive organisational behaviour, increase the wellness of the individual as well as overall increase in work output and efficiency of the firm. According to the CIPD, this increases the ability to meet work targets and set quotas of work (CIPD, 2015). Therefore, the issue of positivity helps further human resource practices within the organisation.
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Reciprocity and Social Exchange Theory
Successful implementation of reciprocity and SET within the workplace is vital towards better overall relations. SET calls for better relationships between colleagues, and between workers and employers. This is in line with the goals of HRM practices. Therefore, reciprocity and social exchange within the organisation help to improve HR practices.
Trade Unions
In spite of the common goals of both human resource practice and trade unions at improving welfare and providing better working conditions, the two sometimes find fault with each other. For example, while unionisation uses a collectivist approach, HRM prefers an individualistic approach to managing situations. In addition, human resource models are based on high trust levels, while adversarial relations pushed by unionisation call for decreased trust.
Conclusion
Improving diversity in the workplace, enhancing a sense of positivity, implementing the concept of reciprocity and social exchange theory, and unionisation stand out as examples of contemporary issues facing the organisation and with an impact on the organisational behaviour. Each has its distinctive influence on organisational behaviour, as well as its effect on the human resource practices, where some foster such operations, and others provide challenges to the HR department. However, they all serve to increase the understanding and management of people within an organisation.
References
Blanchflower, D. G., Millward, N., & Oswald, A. J. (1991). Unionism and employee behaviour. The Economic Journal, 815 – 834.
Bryson, A. (2005, September 1). Union effects on employee relations in Britain. Journal of Human Relations, 58(9), 1111 – 1139. doi:10.1177/0018726705058912
Cropanzano, R., & Mitchell, M. S. (2015). Social Exchange Theory: An Interdisciplinary Review. Journal of Management, 31(6), 874 – 900. doi:10.1177/0149206305279602
Davidson, M. J., & Burke, R. J. (2016). Women in Management Worldwide: Progress and Prospects (2nd ed.). New York: Routledge Publishing.
Luthans, F., & Youssef, C. M. (2007). Emerging Positive Organizational Behavior. Journal of Management, 33(3), 321 – 349. doi:10.1177/0149206307300814
Millward, N., Forth, J., & Bryson, A. (2001). Who calls the tune at work? The impact of trade unions on jobs and pay. Layerthorpe: Joseph Rowntree Foundation.
Saxena, A. (2014). Workforce Diversity: A Key to Improve Productivity. Procedia Economics and Finance, 11(1), 76 – 85. doi:10.1016/S2212-5671(14)00178-6
Singh, V., & Vinnicombe, S. (2004). Why So Few Women Directors in Top UK Boardrooms? Evidence and Theoretical Explanations. Corporate Governance: An international review (pp. 479 – 488). Blackwell Publishers.
Warr, P., Bindl, U. K., Parker, S. K., & Inceoglu, I. (2013). Four-Quadrant Investigation of Job-related Affects and Behaviours. European Journal of Work and Organizational Psychology, 23(3), 342 – 363. doi:10.1080/1359432X.2012.744449
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Estimating Returns and Deciding on Refinancing
Overview Complete a 2–4-page, two-part assessment addressing two different hypothetical scenarios. In Part 1, apply a probability analysis in estimating returns for a company. In Part 2, recommend whether or not to refinance a home.By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
• Competency 1: Maximize shareholder wealth.o Estimate the expected return for a company.o Formulate the standard deviation for a company.o Assess how the standard deviation clarifies expectations in terms of a return.• Competency 3: Evaluate capital expenditure investment projects.o Describe the decision-making process for refinancing.o Explain qualitative considerations in the decision-making process.o Devise examples of calculations.
Estimating Returns and Deciding on Refinancing
Resources
The following optional resources are provided to support you in completing the assessment or to provide a helpful context.
o Chapter 9: Mortgages and Mortgage-Backed Securities.• Gibson, R., Michayluk, D., & Van de Venter, G. (2013). Financial risk tolerance: An analysis of unexplored factors. Financial Services Review, 22(1), 23–50.
• Mansur, I., Odusami, B., & Nasseh, A. (2011). The relationship between money market mutual fund maturity and interest rates. Journal of Financial Service Professionals, 65(4), 58–66.
• Woodford, M. (2010). Financial intermediation and macroeconomic analysis. Journal of Economic Perspectives, 24(4), 21–44.
• Downes, J., & Goodman, J. E. (2014). Dictionary of finance and investment terms (9th ed.).Hauppague, NY: Barron’s.
• Brigham, E. F., & Houston, J. F. (2016). Fundamentals of financial management (14th ed.). Boston, MA: Cengage.
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Estimating Returns and Deciding on Refinancing
Assessment Instructions
This assessment consists of two parts, each of which includes a hypothetical situation for you to respond to.
Part 1. Estimating Returns
Imagine the following scenario:
A company is faced with a 20 percent chance of a poor economy, a 40 percent chance of an average economy, and a 40 percent chance of an above-average economy. The company would expect only a 10 percent return in a poor economy, an 18 percent return in an average economy, and a 30 percent return in an above-average economy. Use the hypothetical situation above to answer these questions to demonstrate the use of probability analysis in estimating returns:
• What would the expected return be for this company?• What would the standard deviation be for this company?• How does the standard deviation help you better understand what to expect in terms of a return?
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Part 2. Deciding on Refinancing
Use at least two resources to support your ideas.
Changing interest rates create opportunities for home owners to gain advantage by refinancing their homes. For this part of the assessment, use the following scenario to consider this issue.Imagine you have a $100,000 mortgage. Your current loan is at 7 percent with 14 years left, negotiated one year ago and involving $2,000 in closing costs. You are considering refinancing at 5.5 percent for 15 years. The closing costs would be $1,500.
Complete a 1–2 page evaluation of the refinancing possibility.
• Would you decide to refinance? Why or why not?• What qualitative considerations would you consider in your decision to refinance or not refinance?Provide examples of calculations you would use to help you make your decision. In addition, use at least two resources to support your ideas.
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Additional Requirements
• Length: Your analyses should total 2–4 double-spaced pages. In addition, include a title page and references page.• Written communication: Written communication should be free of errors that detract from the overall message.• Style and Formatting: Apply APA style and formatting.• Resources: You must use at least two references for each part of the assessment (totaling at least four references).• Font and font size: Times New Roman, 12 point.
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Diverse Population
Overview:
The resources/reference links above in Lesson 5 provides an overview of various diverse populations that are vulnerable, most commonly have healthcare disparities.
Diverse-populations, who are in an interlocking intersectionality system, are among the most vulnerable or disadvantaged. Intersectionality refers to a sociological theory that outlines how an individual or population may face overlapping, interlocking systems of various social stratification, such as class, race, sexual orientation, age, income, disability, and gender, do not exist separately from each other, but are interwoven together.
Part I Assignment Instructions:
This assignment (Diverse Population Assignment) is Part I and (Diverse-Population Project) is Part II (in next lesson).
In the “first part” of the assignment, all that you need to do is to answer the following four questions.
1) Select and list one of the vulnerable/diverse populations for further review. It is best to select a population that is one you would like to learn more about.
2) Briefly describe (one paragraph) where you would find the vulnerable/diverse population selected above are they in individual States, U.S., or Global, etc.
3) Briefly explain (one paragraph) why the diverse groups are vulnerable and have disparities and why the disparities matters
4) Briefly describe (two or more paragraphs) if the vulnerable/diverse groups face overlapping or interlocking systems with various social stratification, such as class, race, sexual orientation, age, income, disability, and gender, etc.
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Urban Emergency Room
You are an acute care nurse practitioner who works in an urban emergency room (ER). You see many people who come to the ER who have overdosed (OD) on heroin. Emergency medical services personnel may administer a drug that might reverse the overdose such as naloxone (Narcan). You may see three ODs during each 12-hour shift; some of these patients are admitted to the hospital, and others are sent home with a consultation for psychiatric follow-up. You are becoming hardened to the issue and have begun to question what you can do to address this epidemic.
You hear that the state health director is convening a task force. List four actions you can take to be invited to participate in this task force.
Which other healthcare professionals should be included in the task force?
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Toxicological effects of a chemical
Describe a time when you were concerned about the possible toxicological effects of a chemical. For example, a child digesting a dangerous chemical or pharmaceutical product, an actual chemical you worked with that touched your skin or you inhaled, etc. Why were you concerned about this chemical’s toxicology profile?
Chemicals can be toxic because they can harm us when they enter or contact the body. Exposure to a toxic substance such as gasoline can affect your health. Since drinking gasoline can cause burns, vomiting, diarrhea and, in very large amounts, drowsiness or death, it is toxic.
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ATSDR’s Toxic Substances Portal
Go to the chemical classifications section of the ATSDR’s Toxic Substances Portal. Have you ever been exposed to one of these chemicals? If so, how did it happen? Did it cause any symptoms? If you have not, which chemical do you feel is the most dangerous that you would try to protect your friends and family from exposure?
The Agency for Toxic Substances and Disease Registry (ATSDR) is a federal public health agency within the United States Department of Health and Human Services. The agency focuses on minimizing human health risks associated with exposure to hazardous substances. It works closely with other federal, state, and local agencies; tribal governments; local communities; and healthcare providers. Its mission is to “Serve the public through responsive public health actions to promote healthy and safe environments and prevent harmful exposures.” ATSDR was created as an advisory, nonregulatory agency by the Superfund legislation and was formally organized in 1985.
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Use of household products for the purpose of getting high
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Use of household products for the purpose of getting high
According to the National Institute on Drug Abuse, many common household products are used for the purpose of getting high, especially by children and adolescents. Many of these chemicals include gases used as propellants. Based on your opinion, should we ban these chemicals and only deal with organic types of cleaners like mild soaps, lemon juice, etc.?
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