Big Drive Auto Essay Example for Free

Big Drive Auto Essay With the current hard economic times, there is a need to implement the new alternatives that are there for Big Drive. The main aim of all these is to increase sales while at the same time they decrease the expenses that will be incurred. Some steps needs consideration while implementing these new alternatives. It is clear that the company will be involved with production of completely new product owing to the fact that the customers now need electric car. The company should first comply with the government requirement of production of electric car. They should then renovate the factories so that they can be in a position to produce the new breed of cars. Later on when the company is stable in the market, it can try to produce cars according to customer’s specification. (Arthur, S. Sheffrin, M. , 2003) It is also clear that the labor or the job market has reduced by thirty percent. This means that there is no longer available labor and for the company to survive, it must adopt to new labor methods. Fortunately, for the company, the line of production allows mechanized type of labor. The company should therefore modify the plan so that it can adapt to the use of the new technology. It can use machines in places where it previously used human labor and this will be able to cover up on the labor shortage. It is also clear that the number of dealership as seriously decreased. This means that the company must be prepared to have a good relationship with the current dealerships that are in the market. The company may also decide to look for new alliances with new dealers especially the ones who are entering the market, as they are more likely to accept such alliances. (Arthur, S. Sheffrin, M. , 2003) These three options happen to be serious non-pricing barriers to entry in this market. For the company to survive, it must be prepared to try to adapt to the new technology as much as possible. It would be recommendable for the company to set aside more resources so as to modernize the plant to produce the type of cars the customer wants and at the same time be able to penetrate the market as much as possible using the available dealers and the new and upcoming ones. ? References Arthur, S. Sheffrin, M. . (2003). Economics: Principles in Action. New Jersey: Upper Saddle River.

Advertising in Scholls Essay -- Economics

Imagine walking around the hallways of Cherokee High School and seeing big corporate logos hanging everywhere. Though, some may not find this to be an ideal situation to having corporate sponsors or partners, but the opportunities that accompany these small sacrifices are vast. Although, there are some negative effects about having corporate sponsors, such as unsuitable product influence, there are countless ways that having a corporate sponsor or partner can improve the well-being of the school and provide more chances for local businesses to show their support, help students advance in their studies and helping schools with their budget problems. Local businesses such as Ragazzi’s, Sal’s and Champp’s, could help fortify the student body and the community as a whole, while also gaining publicity at the same time. All of these restaurants could help the school by sponsoring their sports teams, school events and catering club parties, fundraisers or sports banquets. By sponsoring and catering these events, the business would not only be helping out the school by catering them fo...

Violence Against Nurses Psychiatric Settings Health And Social Care Essay

The motive of this paper stemmed from a late intelligence in the media describing the increased incidents of force and aggression faced by nurses in Jordanian infirmaries. The media intelligence prompted the writer to reflect on current cognition and apprehension of these events in both in Jordan and around the universe to do recommendations for pull offing reduction, and bar of these events in the hereafter. Recommendations for future research in this country were addressed besides. Recommendations for future research will enable nurses to intensify their apprehension of force and aggression in psychiatric scenes & A ; which in bend will take to improved schemes, policy and pattern taking to increased safety for nurses and patients. This paper was intended to be a commentary paper on the phenomena of force in psychiatric scenes ; nevertheless, to notice on this phenomenon an extended literature reappraisal was conducted and will be presented besides. The paper design compared the â €Å" force † with the â€Å" offense † . The culprit of this offense is the psychiatric or mentally sick patient, while the victim is the psychiatric/mental wellness nurse. The scene where the offense occurred is the psychiatric scene. The Aim This paper aims to supply a general apprehension of the whole image of force against nurses in psychiatric scenes. In order to accomplish that, this paper addressed the undermentioned subjects: ( 1 ) Recent epidemiology of episodes of force in psychiatric words, ( 2 ) Specifying force and related constructs, types, and signifiers, ( 3 ) The culprit, ( 4 ) The victim, ( 5 ) Prevention of violent incidents, ( 6 ) Appraisal of force, ( 7 ) Management of violent episodes. Methods The undermentioned databases were searched: EBSCO host service databases ( Academic Search complete, Accumulative Index to Nursing and Allied Health Literature ( CINAHL Plus ) , MEDLINE, Psychology and Behaviours Sciences Collection ) . These databases were searched for English linguistic communication documents published between 1 January 2006 and 1 April 2011 utilizing the cardinal words â€Å" violen* † ( force or violent ) and â€Å" in-patient † or â€Å" psychiatric words † or â€Å" psychiatric scenes † . Limiters were used in each database to include and except certain surveies. The hunt was limited to full text articles, available mentions articles, articles published between 1 January 2006 and 1 April 2011 in scholarly ( peer reviewed ) diaries. Particular clippers for Academic Search Complete were periodical publications, English linguistic communication articles, and articles with PDF full text. Particular clippers for CINAHL Plus were articles with available abstract, English linguistic communication articles, research articles merely, articles that considered worlds merely as research topics, articles with at least one nurse writer, surveies conducted in inmate scenes merely, and articles with PDF full text. Particular clippers for MEDLINE were: articles with abstract available, English linguistic communication articles, articles that considered worlds merely as research topics, articles published in nursing Diaries merely. Merely PDF full text articles were searched in psychol ogical science and Behavioural Sciences Collection. After finishing hunt, 197 surveies resulted. Most of them were included in this paper. However, some were non included because they did non react to the objects of this paper. Some of surveies in mentions lists of the attendant articles were besides reviewed and included for epidemiological intents even they are older than five old ages. Some of them were besides used for critically reexamining the updated surveies ( aaˆÂ °A?5 old ages ) . Definitions Violence in the workplace can take assorted signifiers runing from opprobrious linguistic communication, menaces, physical assaults, and even homicide ( Wassell, 2009 ) . There are many different definitions of force. This subdivision will specify and distinguish between force signifiers and signifiers. The universe Health Organization ( WHO ) define force as: â€Å" The knowing usage of physical force or power, threatened or existent, against oneself another individual, or against a group or community, that either consequences in or has a high likeliness of ensuing in hurt, decease, psychological injury, maldevlopment, or want † ( WHO, 2005, p.5 ) . Work-related force is any activity or event occurred in the work environment affect the international usage of physical or emotional maltreatment against an employee, ensuing in negative physical and emotional effects ( Nachreiner, et al. , 2007 ) . A less restrictive definition was the definition of Baron and Neuman ; they define workplace force as direct onslaughts which occur in the workplace itself or within an organisation ( Baron & A ; Neumann, 1998 ) . Physical assault is hitting, slapping, kicking, forcing, catching, sexually assaulted, or any type of physical contact aimed to injury or harm ( Nachreiner et al. ) . A menace occurred when person used words, gestures, or actions for freighting another one without trying injury or hurt ( Nachreiner et al. ) . Sexual torment occurred when 1 is a topic for any type of unwanted sexual behavior ( words or actions ) . ( Nachreiner et al. ) . Verbal maltreatment is naming another individual -must be associated with the name- with unfavorable words for the intent of aching & A ; emotionally wounding. Jenkins ( 1996 ) believes that even menace of physical force is considered physical force ( Jenkins, 1996 ) . WHO determined three types of violent Acts of the Apostless: physical, sexual, and psychological ( WHO, 2005, p.6 ) . Violence and aggression are two inte rconnected constructs extensively studied in nursing literature. Although, they are non the same, nursing literature widely used them interchangeably. In this paper, force and aggression will be used interchangeably. Epidemiology The hazard of being subjected to violence among wellness staff is 16 times higher than in other occupational groups in the service sector ( Kingma, 2001 ) . There is an intensifying dismaying tendency of all signifiers and types of force towards nurses in wellness attention scenes ( Whelan, 2008 ) . Nurses are at the highest rates of nonfatal workplace assault and violent victimization in all wellness attention scenes ( Lanza, Zeiaa, & A ; Rierdan, 2006 ) . There is a considerable difference in the prevalence and incidence of episodes of force in mental wellness scenes, depending on the states in which the surveies were carried out. A study of 4.826 nurses conducted by the American Nurses Association, 17 % reported that they have been physically assaulted, and 57 % reported that they had been abused in the last twelvemonth ( Peek-Asa, et al. , 2009 ) . Besides, merely 20 % reported that they felt safe in their current work environments. Psychiatric nurses are the highest topics of vi olent victimization rates of all types of nurses ( Islam, Edla, Mujuru, Doyle, & A ; Ducatman, 2003 ) . In an analysis of the consequences of the Assaulted Staff Action Programme ( ASAP ) that persists for 15 old ages ; 1.123 mental wellness nurses ( 69.58 % ) were victims of force by patients. They were the topics of physical ( 85.32 % ) , sexual ( 1.18 % ) , gestural bullying ( 1.67 % ) , and ( 6.01 % ) assaults. 46.34 % of injures were soft tissue contusions, 10.16 % were caput and dorsum hurts, 5.76 % were bone/tendon/ligament injures, 12.39 % were unfastened lesions, abrasions, or ptyalizing incidents, 1.8 % were abdominal lesions, and 18.65 % were psychological fear. 36.69 % were mild injures, 31.52 % were moderate, and 14.13 % serious and intense ( Flannery, Farley, Rego, & A ; Walker, 2007 ) . A study in psychiatric establishments in Switzerland reported that 70 % per centum of nurses reported being physically attacked at least one time in their calling ( Needham, et al. , 2 004 ) . A multiregional survey of nursing staff members from acute psychiatric scenes showed that 76 % of the participants reported that they were assaulted at least one time ( Peek-Asa, et al. , 2009 ) . In a survey in Iran, verbal maltreatment was experienced by 87.4 % of nurses during a 6-month period, and physical force by 27.6 % during the same period of clip ( Shogi, Sanjari, Shirazi, Heidari, Salemi, & A ; Mirzabeigi, 2008 ) . The most frequent and most terrible signifiers of verbal maltreatment reported were judging and knocking, impeaching and blaming, and opprobrious choler ( Kisa, 2008 ) . In one Arabic survey, a national cross sectional study was conducted in Kuwait to document the prevalence and determiners of force against nurses in health care installations. 48 % of nurses experient verbal force ; and 7 % merely experienced physical injury over the old six months ( Adib, Al-Shatti, Kamal, El-Gerges, & A ; Al-Raqem, 2002 ) . Another Arabic survey in Bahrain, Hamadeh and co-workers found the mean assault rate on nurses is 4.4 % . ( Hamadeh, Al Alaiwat, Al Ansari, 2003 ) . No similar surveies were conducted in Jordan. However, this high consequences may be an emergent index of the intensifying tendency in Jordan and other Arabic states because of their similar Arabic civilization to Kuwait and Bahrain. Epidemiologic surveies were recommended to carry on to find the incidence and prevalence of this phenomenon in Jordanian wellness attention scenes and particularly in mental 1s. Despite the high prevalence of force Acts of the Apostless toward nurses, merely 20 % of violent incidents are reported by nurses. This is due to staff being accustomed to force ; peer force per unit area non to describe ; differential coverage based on gender of the victim, fright of incrimination ; inordinate paper work ; and incomplete or invalid information on studies completed by individuals non witness to the event ( Crilly, Chaboyer, & A ; Creedy, 2004 ) . This job should besides be addressed in future surveies to look into its causes and to work out it. The Victim Nurses are normally the topics of force victimization. However, Other mental wellness attention professionals such as doctors and physical therapists are besides at a considerable of violent Acts of the Apostless ( Stubbs & A ; Dickens, 2009 ) . This paper addressed nurses merely as topics of victimization from psychiatric and mentally sick patients. Psychiatric patients assaults on nurses victims are a world-wide occupational job. There is singular consistence in victim features over clip ( Flannery, Juliano, Cronin, & A ; Walker, 2006 ) . Work force nurses were exposed to more maltreatment than adult females ( Shagi, et al. , 2008 ) . However, there is an inconsistent determination in the literature placing whether males or females are more violence-prone ( Camerino, Estryn-Behar, Conway, Der Heijden, & A ; Hasselhorn, 2008 ) . The hazard of sing maltreatment was higher in nurses with more occupation experience or who worked more hours ( Shagi et al. ) . On the other manus, a longitudinal cohort survey showed that younger nurses with less occupation experiences are at increased hazard force ( Camerino et al. , 2008 ) . However, exposure to force was non significantly associated with age, gender, continuance of employment in nurses working in kid and adolescent psychiatric units ( Dean, Gibbon, McDermott, Davidson, & A ; Scott, 2010 ) . Having a lower occupation rubric ( air or practical nurse ) , being in closer contact with patients, holding particular personality traits, utilizing drug or intoxicant, describing utmost weariness, may take to higher hazards for aggression and torment at the workplace ( Cooper & A ; Swanson, 2002 ) . Nachreiner et Al, agree with Copper & A ; Swanson on that LPNs an increased hazard for both physical assault and non-physical force compared to RNs ( Nachreiner et al, 2007 ) . Violent incidents are frequently related to the low consciousness of nurses about the equal curative communicating accomplishments in covering with patients ( Cooper & A ; Swanson, 2002 ) . Perceptions & A ; attitudes of nurses on patients ‘ violent incidents in psychiatric scenes are extensively studied in the literature. Psychiatric nurses attitudes are different across states ( Jansen, Middel, Dassen, & A ; Reijneveld, 2006 ) . Harmonizing to some nurses force is perceived as dysfunctional/undesirable. Whereas in others, force is perceived as a functional comprehensible phenomenon ( Abderhalden et al. , 2002 ) . 97 % of participants believed that covering with aggressive behavior was a portion of work in mental wellness inmate unit ( Dean, Gibbon, McDermott, Davidson, & A ; Scott, 2010 ) . In the same survey, 69.7 % of participants believed that the current degree of physical aggression in the ward was unacceptable, whereas merely 12 % study that it was acceptable, and the others reported feelings of uncertainness ( Dean et al, 2010 ) . They rationalize that by recognize that staff with more positive attitudes exhibited lower province anxiousness. There are neg ative attitudes of nursing pupils ‘ to violent incidents, and these attitudes are deteriorated over clip ( Bowers, Alexander, Simpson, Ryan, & A ; Carr-Walker, 2007 ) . The perceptual experience of aggression graduated table ( POAS ) is a freshly developed attitude stock list measuring nurses ‘ attitude toward aggressive patients ( Palmstierna & A ; Barredal, 2006 ) . Consequences of violent incidents on nurses were besides extensively investigated in the literature. Responses to violence encompassed three major classs associating to physical emotional and professional impact ( Dean, et al. , 2010 ) . They found that physical hurts divided to: direct hurts from the violent incidents, hurts while implementing restrictive intercessions, and physical symptoms such as concern and musculus tenseness ( Dean, et al. ) . Major physical hurts were on the caput, the bole, the upper and lower appendages ( Langsrud, Linakker, & A ; Morken, 2007 ) . Ongoing mental weariness, emphasis, daze, weakness, choler, exposure, feelings of being emotionally drained, dying, impaired slumber and concentration were all emotional responses of nurses as a consequence of being violent ( Dean, et al. ) . Nurses besides respond with the undermentioned emotions and behaviors: defeat, desperation, hopelessness, substance maltreatment, absenteeism, revenge and the development of à ¢â‚¬Å" I do non care † attitude ( Bimenyimana, Poggenpoel, Myburgh, & A ; Niekerk, 2009 ) . The consequences of verbal maltreatment or force by patients, frequently result in a terrible psychological impact in nurses ( Inoue, Tsukano, Muraoka, Kaneko, and Okamara, 2006 ) . The most common emotional reaction to force was anger, followed by shame, humiliation and defeat ( Kisa, 2008 ) . The Perpetrator Violence is common among persons come ining mental & A ; substance maltreatment words. Episodes of force on psychiatric wards have been extensively studied, with one of the chief purposes being to place who is more likely to be violent during hospitalization. However, it is hard to find that, because force is a complex behavior links with a assortment of biological, psychopathic, and societal factors. 15-years survey concludes that older male patients with schizophrenic disorder and younger personality-disordered patients are bad attackers ( Flannery, Juliano, Cronin & A ; Walker, 2006 ) . Antisocial personality upset poses a great hazard for force among adult females than work forces ( Yang & A ; Coid, 2007 ) . Anxiety upsets and any personality upset are more terrible among violent adult females ; alcohol dependance and risky imbibing are more terrible among violent work forces ( Yang & A ; Coid ) . In a recent literature, Cornaggia and co-workers found that the psychiatric diagnosing most often associated with aggressive behavior is paranoid schizophrenic disorder. As patients with paranoid schizophrenic disorder retain sufficient ability to program and commit Acts of the Apostless of force related to their psychotic beliefs ( Cornaggia, Beghi, Pavone, & A ; Barale, 2011 ) . Higher degrees of hostility-suspiciousness predict the deterioration of the form of force ( Amore et al. , 2008 ) . Persecutory psychotic beliefs appear to increase hazard of force in some patients ; accompaniment of persecutory psychotic beliefs and emotional hurt may increase the hazard of force ( Bjorkly, 2006 ) . Lower societal category of beginning, piquing behavior in the parental coevals loss of the male parent, a new partnership of the staying parent, turning up in blended households promoted the development of piquing behavior in general ( Stompe, et al. , 2006 ) . Past history of force toward others, & A ; substance maltreatment upsets are risk factors for future force ( Flannery, Julliano, Cronin, & A ; Walker ) . Past history remains the most consistent and stable forecaster of future force ( Amore et al. , 2008 ) . Dual diagnosed patients with substance maltreatment upsets and bipolar sample have more violent Acts of the Apostless ( Grunebaum, et al. , 2006 ) . Black and minority ethnic are more frequently perceived as potentially violent to others ( Vinkers, Vries, Van B aars, & A ; Mulder, 2009 ) . Internalizing symptoms and affectional responsiveness contributed to aggression badness more than impulsivity and demographics ( Kolko, Baumann, Bukstein, & A ; Brown, 2007 ) . Even the month of birth of patients is considered a hazard factor of violent behavior ( Cailhol, et al. , 2009 ) . Repeatedly violent patients had a higher length of residence, a higher figure of old violent behaviors ( Grassi, et al. , 2006 ) . A past history of head hurt with loss of consciousness was more frequent among persistently physically aggressive patients ( Amore, et al. , 2007 ) . Appraisal Many surveies besides discussed high hazard kids in the literature. Aggression appears associated with a broad assortment of normally psychiatric upsets in kids ( Connor & A ; McLaughlin, 2006 ) . Children of bipolar parents are at high hazard of ill will, aggression, force ( Farchione, et al. , 2007 ) . Adolescent behavior upset patients are more likelihood to be violent ( Ilomak, Viilo, Hakko, Marttunen, Makkikyro, & A ; Rasanen, 2006 ) . Children with larning disablements who had a comorbid psychopathology diagnoses reported a significantly higher sum of equal victimization than kids without a cormobid psychiatric disease ( Baumeister, Sterch, & A ; Geffken, 2007 ) . Many other consequences showed consequences opposed to what cognize. Foley and co-workers found that force at presentation with first-episode psychosis is non associated with continuance of untreated psychosis ( Foley, Browne, Clarke, Kinsella, Larkin, & A ; O`Callagham, 2007 ) . No significant grounds support the relation between penetration and force hazard ( Bjorkly, 2006 ) . The Scene The scene of force victimization against the psychiatric nurses by psychiatric and mentally sick patients is the psychiatric scenes. The construction of the scene can arouse the manifestation of force ( Steffgen, 2008 ) . Besides, environmental design have been demonstrated to discourage force ( Wassell, 2009 ) . Inadequate staffing degrees and deficiency of chances for clients to take part in therapy may arouse force behavior ( Sturrock, 2010 ) . The function of uncertainness refering occupation stableness represent a insouciant factor Besides, deficiency of occupation security may do violent behaviour The absence of societal support and colleagues increases the hazard of nurses in this scene to physical and verbal force ( Steffgen ) . The happening of workplace force may do harm to both the person and the establishments. Organizations may confront increased absenteeism, ill leave, belongings harm, decreased public presentation and productiveness, security costs, judicial proceeding , worker ‘s compensation, and increasing turnover rates ( Jackson, Clare, & A ; Mannix, 2002 ) . Prevention Previous nursing literature suggested a figure of schemes that can be considered by nurses to forestall force. There is limited research on effectual intercessions to forestall patient force ( Kling, Yassi, Smailes, Lovato, & A ; Koehoorn, 2010 ) . However, neglecting to accept and implement preventative steps in psychiatric scenes has an impact to cut down force in these scenes ( Wassell, 2009 ) . Improved coverage may be of large benefit of cut downing physical force ( Nolan & A ; Citrome, 2007 ) . This may be occur by early acknowledgment and intercession of potentially happening violent incidents in the hereafter. After carry oning the Violence Prevention Community Meeting ( VPCM ) , a important lessening in patients force were found across twenty-four hours, eventide and dark displacement for pre-treatment vs. intervention and pre-treatment vs. station intervention comparings. VPCM is a semi-structured protocol for the intent of force bar ( Lanza, Rierdan, Forester, & A ; Zeiss, 2009 ) . Early acknowledgment has strong practical deductions for psychiatric nurses by assisting them to help patients with the sensing of early warning marks. Early acknowledgment is pay particular attending to the early societal and interpersonal factors that may deteriorate the patient behavior to violent one ( Fluttert, Meijel, Webster, Nijman, Bartels, & A ; Grypdonck, 2008 ) . Steffgen identified many preventive steps of workplace force such as: steps refering the physical environment, measures refering the direction of the organisations and the behavior of the members in the organisations, policies, reding and developing steps ( Steffgen, 2008 ) . A 6-module plan have been shown to be effectual in cut downing and forestalling violent incidents in a 6-months rating period. The 6 faculties were approximately force hazard appraisal, theoretical theoretical accounts of force, self-asserting preparation, ethical & A ; legal issues of force direction ( Anderson, 2006 ) . Dubin et al identified six gilded recommendations to forestall force incidents in psychiatric exigencies. First, all freshly admitted patients should be assessed for hazard of force ; those who have risk factors should be continually assessed. Second, nurses should avoid measuring and/or handling patients at hazard for force alone or in an stray office. Third, nurses must retrieve that patient ‘s force is a response to feelings of weakness, passiveness, and perceived or existent humiliation ; therefore nurses should avoid going verbally or physically towards them. Fourth, nurses are supposed to utilize non-coercive methods such as de-escalation to forestall escalation of patients ‘ aggression. Fifth, bound scene should ever offer the patient two options with one option being the preferable option. Sixth, an armed patient should non be threatened and the clinician should react in a non-threatening mode offering aid and apprehension. Finally, rating of environment safety sh ould happen sporadically and alterations should be implemented that will heighten safety ( Dubin, Julius, Novitsky, & A ; William, 2009 ) . Appraisal The first measure in mental nursing procedure and one of the most of import responsibilities in psychiatric scenes is assessment. Psychiatric nurses are faced with a great figure of state of affairss in which hazard appraisal are needed. Risk appraisal is a procedure concerned with a assortment of issues aa‚ ¬ † hazard for what, when, where, and to whom-not merely the were â€Å" Prediction † of future force ( Haggard-Grann, 2007 ) . Predicting force has been compared to calculating the conditions. Like a good conditions predictor, the nurse does non province with certainty that an event will happen. Alternatively, he/she estimates the likeliness that a future event will happen. Like conditions prediction, anticipations of future force will non ever be right ( Scott & A ; Resnick, 2006 ) . Three major types of force hazard appraisal are extensively reviewed in the literature. The three types are: ( 1 ) Clinical force hazard appraisal, ( 2 ) Structural hazard appr aisal tools, ( 3 ) Functional appraisal. The figure of hazard appraisal instruments has increased in the recent old ages ( Haggard-Grann ) . Risk appraisal tools should include situational facets, behavioral forms, and predicted events or stressors ( Haggard-Grann ) . The first measure when finding which instrument to utilize for a specific hazard appraisal is to find the intent and context for which the instrument is needed ( Haggard-Grann ) . Decision should be made sing whether the appraisal is for the first clip ( to divide the extremely hazard patients from others ) or for uninterrupted on-going appraisal ( Haggard-Grann ) . If adopted in clinical pattern with a professional manner, these instruments will so help in the appraisal and early acknowledgment of violent incidents. However, they are ineluctable portion in the clinical pattern in psychiatric scenes. ( Haggard-Grann ) . Awareness of the bounds and abilities of such instruments is required. Lurigio and Harris underscored the importance of executing more accurat e appraisal tools that can for illustration determine the approaching type of force, or the likeliness of arms use ( Lurigio & A ; Harris, 2009 ) . A hazard appraisal tool chiefly contains two types of factors: inactive and dynamic. Dynamic factors are of a great importance in a determination context whereas inactive factors are at less importance. Dynamic factors should be assessed on a regular basis in a structured clip agenda ( ex. every 1 hour ) . ( Haggard-Grann ) . Inactive variables are based on intrapersonal factors ( ex. , personal & A ; biological features ) that served as hazards factors for a patient to be potentially violent in the hereafter. ( Haggad-Grann ) . Many violent hazard appraisal tools were developed for the purpose to measure the violent incidents in psychiatric scenes. Sexual Aggression graduated table is an effectual appraisal tool to enter consistently the happening of sexually aggressive behaviors for patients who reside in psychiatric infirmaries. ( Jones, Sheitman, Hazelrigg, Camel, Williams, & A ; Paesler, 2007 ) . It is a brief scale consists of 4 bombers graduated tables with a brief description of them. The Alert System is a system includes a hazard appraisal signifier used by nursing staff to buttocks patients upon admittance to the psychiatric scene in order to place these at an increased hazard of force ( Kling, et Al. , 2010 ) . If identified as at hazard for force, a flag is placed on the patient ‘s chart and wristband to incorporate staff of a patient ‘s potency for force ( Kling et Al ) . The warning is intended to let workers to take safeguards to forestall violent incidents in flagged patients. These safeguards may include: have oning a personal dismay, being near a security personals, non holding crisp objects in the patient ‘s room, and non come ining the patient ‘s room entirely ( Kling et Al ) . Study consequences indicate that the Alert System is effectual in placing potentially violent patients. However, the ultimate end of implementing the Alert System is to cut down the hazard of violent incidents ( Kling et Al ) . Hazard for in-patient force in acute psychiatric intensive unit can be a high grade be predicted by nurses utilizing the Broset force checklist ( Bjorkdahl, Olsson, & A ; Palmstierna, 2006 ) . The BVC is a method to foretell hazard for force from patients within the coming 24 hour in acute psychiatric inmate scenes ( Bjorkdahl, Olsson, & A ; Palmstierna ) . BVC is used to measure the patient three times day-to-day: in the forenoon, midday, and dark displacements ( Bjorkdahl, Olsson, & A ; Palmstierna ) . The BVC buttocks absence or presence of six behaviors: confusion, boisterousness, crossness, verbally, endangering, physically endangering and assailing object ( Bjorkdahl, Olsson, & A ; Palmstierna ) . The HCR-20 is a structured professional checklist designed for the appraisal of hazard hereafter force in patients with violent history / or a major mental upset or personality upsets. ( De Vogel & A ; De Ruter, 2006 ) . The HCR-20 consists of 20 points, divided into three subscales: historical graduated table, clinical graduated table, and hazard direction graduated table. The prognostic cogency of the HCR-20 was good ( De Vogel & A ; De Ruiter ) . The Forensic Early Warning Signs of Aggression Inventory ( FESA ) was developed to help nurses and patients in placing and supervising early warning marks of aggression in forensic patients ( Fluttert, Meijel, Leeuwen, Bjorkly, Nijman, & A ; Grypdonck, 2011 ) . The Maudsley Violence Questionnaire contains 56-items step a figure of knowledge ( including: beliefs, regulations, deformations and ascriptions ) that are related to force ( Warnock-Parkes, Gudjonsson, & A ; Walker, 2007 ) . The Psychopathy Checklist ( PCL ) is a clinical evaluation graduated table designed to mensurate psychopathologic properties in mentally sick patients, Patients who score higher have higher rates of violent recidivism ( Scott & A ; Resnick, 2006 ) . The PCL uses a semi-structured interview, case-history information, and specific standards to rate each of 20 points on a three- point graduated table ( 0, 1, 2 ) . ( Scott & A ; Resnick ) . Entire tonss ( runing from 0 to 40 ) reflect an estimation of the grade to which the patient lucifers psychopathy ( Scott & A ; Resnick ) . The Violence Risk Appraisal Guide ( VRAG ) is a hazard appraisal instrument of 12 points. It is likely the most well-known assessment instrument aimed to measure dangerousness in bad mentally sick patients. It is used to measure the force hazard in psychiatric and other wellness scenes ( Scott & A ; Resnick, 2006 ) . It is constructed by taking variables known to foretell violent behavior among work forces with mental upsets who have records of old violent behavior so sum uping the variables into one strategy ( Haggard-Grann, 2007 ) . Synergistic Classification Tree is a recent tool for measuring the force hazard of patients discharged from psychiatric installations ( Scott & A ; Resnick, 2006 ) . This tool utilizes a sequence of inquiries related to hazard factors for possible force ( Scott & A ; Resnick ) . Harmonizing to the replies, another related inquiry is posed, until the platinum is classified into a class of high or low hazard of future force ( Scott & A ; Resnick ) . Structured hazard appraisal tools have built-in restriction when used entirely. Criticisms of instruments include the undermentioned: they provide lone estimates of hazards ; their usage is non generalizable beyond the studied populations: they are stiff, and they fail to inform force bar & A ; hazard direction ( Scott & A ; Resnick, 2006 ) . Functional appraisal attacks seek to clear up the factors responsible for the development, look and care of job behavior. This is achieved through appraisal of the behavior of involvement, the person ‘s predisposing features, and the antecedent events, considered of import for the induction of the behavior, and the effects of the behavior, which maintain and direct its developmental class ( Daffern, Howells, & A ; Ogloff, 2007 ) . They identify 9 common maps of violent behavior in psychiatric scenes in the literature: demand turning away, to coerce conformity, to show choler, to cut down tenseness, to obtain tangibles, societal distance decrease ( attending seeking ) , to heighten position or societal blessing, conformity with direction, to detect agony ( Daffern, Howells, & A ; Ogloff ) . Functional appraisal have many deductions for the anticipation and bar of inpatient force and for the intervention of violent patients. The differentiation of functional appraisal attacks and structured appraisal tools is that the first stress the right categorization of the signifier of a peculiar behavior and the other one emphasize the intent of the behavior ( Daffern, Howells, & A ; Ogloff ) . The clinical hazard appraisal method is the oldest method of force hazard appraisal. It is the classical method of anticipating, foretelling, and assessing of hazard. This means that the nurse gathers the information that he or she believes to be utile and on the footing of that information makes a judgement of the hazard ( Haggad-Grann, 2007 ) . Unfortunately, this method can non foretell future force with high truth. The truth of a clinician ‘s appraisal of future force is related to many factors, including the fortunes of the rating and the length of clip over which force is predicted ( Scott & A ; Resnick, 2006 ) . It is the most common method of measuring force hazard in psychiatric scenes in Jordan although it is non used so much over the universe. Management Many direction methods of force were reported in the literature. Three major direction methods were extensively reviewed in the literature: ( 1 ) Training programmes, ( 2 ) Coercive methods, and ( 3 ) De-escalation techniques. Nurses believed that preparation in breaking away techniques, increasing the figure of trained security officers on responsibility, publishing personal dismaies, and encouraging staff to officially describe all incidents, are the best ways to pull off force in psychiatric scenes ( Erkol, Gokdogan, Erkol, & A ; Boz, 2007 ) . Previous researches suggest that staff attitudes to patient force affect usage, or pick of method ( Bowers, Alexander, Simpson, Ryan, & A ; Carr-Walker, 2007 ) . It is of import that nurses have the cognition and accomplishments to be able to pull off force suitably. Many different developing programmes have been discussed in the literature. There is much variableness among surveies on the types and effectivity of preparation, and there is no unequivocal grounds that developing cut down hurt among wellness attention workers ( Wassell, 2009 ) . Good communicating among nursing staff, and between staff and clients, is critical to better the direction of aggressive behavior ( Sturrock, 2010 ) . Chandler- Oatts and Nestrop recommend listening to the voices of mental wellness service users to develop guideline recommendations on pull offing violent behaviors ( Chandler-Oatts & A ; Nestrop, 2008 ) . Anger direction programmes were effectual to advance anger look and direction in psychiatric patients ( Son & A ; Choi, 2010 ) . Aggression Control Therapy ( ACT ) , a intervention programme developed in the Netherlands for violent psychiatric patients with behavior upsets or antisocial personality upset. Consequences suggested that ACT diminished aggressive behavior ( Hornsveld, Nijman, & A ; Kraaimaat, 2008 ) . Firearm hurt bar preparation should be proposed in order to assist bar piece self-destructions and homicides among the mentally sick ( Khubchandani, Wiblishauser, Price, & A ; Thompson, 2010 ) . Training in the acknowledgment and direction of violent and aggressive behavior would be a good add-on to the course of study of nursing programmes ( Nau, Dassen, Needham, & A ; Halfens, 2009 ) . Aggression direction preparation is able to better nursing pupil ‘s public presentation in de-escalating aggressive behavior ( Nau, Dassen, Needham, & A ; Halfens ) . Giving nursing pupil ‘s cognition about force and related subjects and developing them on physical and verbal accomplishments lead to extremely important enhanced assurance in pull offing force ( Nau, Dassen, Halfens, & A ; Needham, 2007 ) . De-escalation is a bar of extremely aroused patients from going violent by agencies of verbal and gestural communicating ( Paterson, Turnbull, & A ; Aitken, 1992 ) . Nurses need to cognize how to de-escalate the state of affairss of force. The De-escalating Aggressive Behaviour Scale ( DABS ) can observe alterations in de-escalation public presentation degrees ( Nau, Dassen, Needham, & A ; Halfens, 2009 ) . De-escalation involves a figure of different techniques. Affect direction for illustration involves three basic stairss: foremost, admiting the patient ‘s affect ; secondly, formalizing the affect when appropriate ; and eventually, promoting the patient to speak about his or her feelings. ( Dubin, Julius, Novitsky, & A ; William, 2009 ) . Active listening techniques such as paraphrasing are used in de-escalation to assist clinician convey apprehension of patient ‘s experience ( Dubin, Julius, Novitsky, & A ; William ) . Massage therapy has immediate good effects on anx iousness related steps and may be a utile de-escalating tool for cut downing emphasis, anxiousness and possible force in acutely hospitalized psychiatric patients ( Garner, et al. , 2008 ) . Comfort suites are suites constructed in acute psychiatric units. They designed with comfy furniture, comforting colorss, soft lightening, and quiet music to assist cut down patient`s degrees of emphasis ( Cummings, Grandfield, & A ; Coldwell, 2010 ) . Coercive methods include mainly privacy and restraints. Restraints are any manual method, physical or mechanical device, stuff, or equipment that immobilizes or reduces the ability of a patient to travel his or her weaponries, legs, organic structure, or caput freely ; or a drug or medicine ( Paterson, Turnbull, & A ; Aitken, 1992 ) . There was greater blessing of coercive methods in direction of force by male nurses than female nurses. Male nurses are more likely to see containment methods acceptable and dignified ( Muir-Cochrane, Bowers, & A ; Jeffery, 2008 ) . Greater consideration should be given to cultural and gender issues in restraint incidents ( Sturrock, 2010 ) . Training in restraint techniques and how to avoid the usage of restraint is indispensable in nursing pattern ( Sturrock, 2010 ) . However, Bjorkdahl and co-workers found an increased rate of coercive intercessions without a corresponding addition in staff hurts after a 2 twelvemonth force bar intercession a psychiatric intensive attention unit. The intercession aimed to better nursing attention by turn toing patient force from multiple positions ( Bjorkdahl, Heilig, Palmstierna, & A ; Hansebo, 2007 ) . Privacy is defined as physical parturiency of a patient entirely in a room for the protection of others from serious injury ( Davison, 2005 ) . Privacy is used as a regular footing in response to a scope of different signifiers of violent behavior of different signifiers ( Thomas, Daffern, Martin, Ogloff, Thomson, & A ; Ferguson, 2009 ) . Privacy is considered a curative step for nurses working in psychiatric scenes ( Larue, Dumais, Ahern, Bernheim, & A ; Mailhot, 2009 ) . However, Davison asserts that privacy must ne'er used as a portion of a intervention program of violent patients, and it must utilize merely as a last resort ( Davison ) . If de-escalation techniques are failed, the violent patient may necessitate to be placed in privacy ( Dickinson, Ramsdale, & A ; Speight, 2009 ) . Many jobs may ensue from utilizing coercive methods such as act uponing patients` determination to seek out professional mental wellness services. ( Prospero & A ; Kim, 2009 ) . Besides, they suggest that coercion has a differential negative consequence on victims from minority groups. ( Prospero & A ; Kim ) . Furthermore, memories of violent events, including childhood maltreatment and colza, were reawakened by their experiences of restraints and privacy ( Sturrock, 2010 ) . Recommendations The followerss are recommendations for pattern, research, and policy have been established from the literature: Psychiatric and mental wellness nurses must be cognizant of the being of violent behaviors against them in their clinical scenes. They have to cognize that this behavior is ineluctable portion in their work. So, they have to be well-prepared to cover with such state of affairss. Psychiatric and mental wellness nurses must be cognizant of the differences of many types and signifiers of violent Acts of the Apostless. Besides, future nursing surveies should distinguish between these types and signifiers. Nurses must be cognizant of the intensifying tendency of violent behaviors in their clinical scenes. Surveies and epidemiological surveies should carry on on Jordan to find the prevalence of this job in Jordanian wellness attention scenes. High hazardous nurses of patients ‘ force should place themselves harmonizing to the literature. If they are known to be hazardous, particular considerations should be taken by them and their establishments where they are work to guarantee the optimum safety of them. Negative, false perceptual experiences and attitudes of nurses to violent patients and violent incidents should be addressed with more inside informations in the nursing literature. The job of countertransference should be addressed by developing programmes or awareness Sessionss conducted by the establishments in the attempt to extinguish these negative feelings and attitudes or at least cut down it. Lending factors of nurses ‘ perceptual experiences and attitudes should besides be considered by farther surveies. Negative effects of violent incidents on nurses should besides be addressed and studied more in nursing literature. Although, it is extensively investigated in the literature, the literature did non suggest assuring methods to cut down theses negative effects. Undergraduate and alumnus nursing pupils ‘ exposure to force in their clinical preparation should be discussed in more inside informations in future nursing literature. Their perceptual experiences, attitudes, feelings, and emotions towards violent experiences should be investigated more. Health establishment should develop policies, addition available nursing staff, addition security forces to guarantee the optimal safety for nursing pupil trainee. Psychiatric and mental wellness nurses should place and acknowledge the high hazardous culprits ( patients ) harmonizing to the literature. For that cause, they should be updated with the latest findings in this field. Nurses should non besides neglect the interpersonal and environmental factors for triping the violent incidents. Violent kids and repeatedly violent patients are two particular populations should be paid more attending from the nursing literature. Nursing literature should turn to specific intercessions force in these two particular populations. Underreporting of force in psychiatric scenes is a major job. Nurses should be encouraged to describe incidents of force. High hazardous establishments and scenes have to be cognizant of the intensifying tendency of violent Acts of the Apostless. They have to be well-prepared for this. They should follow policies, developing programmes for their staff, and other suited step to confront this challenging job. An ounce of bar is worth a lb of attention. This adage besides applicable in the force. So, establishments should follow a successful bar steps to forestall this malignancy to travel frontward. Nurses should follow an attack incorporating the three major types of appraisal in their appraisal procedure. Clinical hazard appraisal, structured hazard appraisal tools, and fictional appraisal. Such an attack, may cover shortages in any individual method of appraisal. Structured hazard appraisal tools should be carefully and sagely. Nurses should be cognizant the bounds and abilities of such instruments to take the best on the footing of context. Psychiatric wellness attention establishments should develop its nursing staff on de-escalation techniques, breakaway techniques, and coercive methods. Psychiatric and mental wellness nurses should utilize the least restricts method when covering with violent patients. Further surveies should be conducted to suggest more successful de-escalation techniques and to happen new options of coercive methods. Decision The lifting rate of force against nurses in wellness attention scenes in Jordan motives the writer to compose this commentary paper. The purpose of this paper is to supply a general apprehension of the whole image of force against nurses in psychiatric scenes. First, methods of seeking the literature were described. Then, Definitions of many types and signifiers of force were provided. Besides, related constructs were described and differentiated from the construct â€Å" force † . However, â€Å" force † and â€Å" aggression † are two footings used interchangeably in this paper. Recent epidemiology surveies were reviewed to reflect on the high incidence and prevalence of force in psychiatric scenes over the universe. The paper design compared the â€Å" force † with the â€Å" offense † . The culprit of this offense is the psychiatric or mentally sick patient, while the victim is the psychiatric/mental wellness nurse. The scene where the offense occurred is the psychiatric scene. This paper identified who is more likely to be the victim of violent Acts of the Apostless in psychiatric scenes, perceptual experiences and attitudes of nurses on patients ‘ violent incidents, and effects of such incidents on the nurses. This paper besides identified who is more likely to be the culprit of violent Acts of the Apostless harmonizing to the literature. Repeatedly violent patients and high hazard kids were besides included. The high hazard psychiatric scenes were described as the sludge of violent incidents. Prevention of violent incidents by many new methods was besides addressed. Appraisal of violent incidents is besides addressed in its three major types: the clinical hazard appraisal, the structured hazard appraisal tools, and the functional appraisal. Most well-known structured hazard appraisal tools were besides overviewed. Finally, direction of force incidents one time occurred is besides reviewed. Three major direction methods were included: ( 1 ) Training plans, ( 2 ) Coercive methods: privacy and restraints, and ( 3 ) De-escalation techniques.

Links between Strategy and Human Resources - Free Essay Example

Sample details Pages: 7 Words: 2072 Downloads: 1 Date added: 2017/06/26 Category Management Essay Type Narrative essay Did you like this example? Through their management strategy, the companies use the human resources as the way to be more competitive. The HR is in parallel with the strategy by the priorities of the company to reach different goals. The human resources permit to develop flexibility into the organization part of a competitive environment. Don’t waste time! Our writers will create an original "Links between Strategy and Human Resources" essay for you Create order Besides that, the management of people is very important in order to keep the knowledge and techniques up. In fact, HRM has a lot to do with the organizational strategy. To reach the goal, a good coordination is needed to be efficient. As we can find in Johnson and Scholes, 2002: 16, the understanding of a strategic position of an organization is relates to managements understanding in terms of the impact of the external environment, the organizations strategic capability and the influence and expectation of its key stakeholders (Strategic human resource management by Mike Millmore, Philip LewisÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦). An evaluation of the company environment has to be done to evaluate the real situation and the one the company want to reach in a long term. The human resources manager needs to have a good knowledge of each sector and the people working in the company. In fact, the way an organization is adapted to its environment will affect its action. I fact, enviro nmental determinism is more important in an evolutionary perspective strategy than in a classical approach (Poole, 1990). It means that environmental factors control the future of an organization and human resources strategy must matched to the organizational strategy determined in order to achieve success. This is kind of the link between the managers and the first line workers. The strategy is elaborated by the top managers and then the HR has to find out the best way to achieve it by looking and examine what has to be done concerning the staff to do it in the best conditions as possible. The management of knowledge is one of the most important parts of the job of the HR. They have to analyze if every competence is in link and update enough to do the job in a most efficient way. So the HRM job is to look for the best performance in the organization. For many organizations HRM is not really strategic. The organizational strategy drives the possible and practical HRM style. HR strategies are shaped by the business strategy. As it is said in Purcell, 2001, HRM will be informed by organizational strategy as well as helping to shape the nature of this strategy. In organizations where there is high commitment or involvement, employees can have input on tactical direction and even strategy. In that case, HRM facilitates the employee input, but the HRM model itself is still driven by the top-down requirements. The practice of HRM needs to be integrated with the overall strategy to ensure effective use of people and provide better results to the organization in terms of ROI (return on investment) for every dollar spent on them. Unless the HRM practice is designed in this way, the firm stands to lose from not utilizing people fully. This doesnt match well with the success of the organization. HRM needs an organization to: Engage in human resource planning Develop required employee competences Ensure required role behavior Promote employee mo tivation This is the four task model illustrated by Schuler and Jackson (1987). In fact, the HR plays a big role in the strategy of a company because it helps motivates people at work. HRM function is to improve workers performances by giving them better working conditions, make them feel belonging to the company, giving them advantages. The goal of organizational strategy is to increase performances to gain more productivity and this is the link. KEY INITIATIVES FOR STRATEGY To make predictions regarding human resources, it is not necessary to implement techniques more or less sophisticated, but rather to help managerial staff to outline new directions and support the new strategy set by the board of executive. HR strategies are management answers to concrete questions. These forecasts provide opportunities and competitiveness through the management of individuals. Prediction in the field of human resources is called strategic when it helps the manager to anticipate and to proceed faster, even during periods of frequent change. The human resources strategy is the mean to match the human resources management and strategic context of business. All strategies have the same characteristics: they allow obtaining an overall direction, involving several programs, several functions of the organization and must be spread over more than a year. But first the HR department has to think about a whole strategy. The context of strategic human resources can be divided into three phases: Evaluation of the Companys environment Example of Development and Implementation of a strategy Controlling if the new strategy can match with employee welfare The first step in a human resources strategy is to be aware of business priorities, compare the HR strategy and business strategy and address gaps between current and desired situation. To define the context of human resources, the first initiative which is necessary is: Conduct an Evaluation of the companys environment That is to say understand the new business strategy and think about the future HR strategy application with it: Evaluate and spot the internal and external changes to the companys business that may affect its future performance Collect all data that suggest future changes Make an analysis of changes expected Evaluate the expected changes, Identify the context of human resources which can evolve due to external factors (Social, political, legislative, demographic, economic, technological) Identify the strengths and weaknesses of the company and its competitors Compare the HR system with other companies (practicing benchmarking) Analyze the future Identify organizational requirements and very long-term competitiveness, Think about the possible failures to prevent Analyze all the possible sources of change that is to say: Internal Environment: Functional efficiency (if possible with numbers), Usual processes, Resources, Organization, Employees an d managers External Environment: Demographic, Legal, Politic, Technologic, International situation, Economic situation (of the country and all others countries related to the company) All other organizations: Clients, Competitors, Vendors / Suppliers, Economic partners, World of work, Unions And then we can understand and formulate a strategy for the company. Example of Development and Implementation of the Strategy This is the level in which strategic direction is reviewed or defined, programs and activities planned and resources allocated. Then implementation of the strategy in which the managerial levers of change is applied to ensure the desired economic results. There are many ways to act because there are several schools, several ways of thinking. As we can read in Strategic Human Resource Management (by Millmore, Lewis, Saunders, Thornhill and Morrow Prentice Hall by Pearson Education 2007 Page 7), Mintzberg (1998) distinguished 4 approaches to strategy: classical, evolutionary and systemic, and these approaches are more finely detailed in 10 schools. More specifically, in strategy development, Purcell (2001) differentiates 3 schools: the design school, the process school and the configuration school (read in Strategic Human Resource Management: A guide to action by Michael Armstrong Kogan Page 3rd Edition 2006 Page 49-50). Lets focus on The Process School, which is interested in how strategies are created. There are 3 ways to develop and implement a strategy in process school: Integrated Process: According Emery Gonin (Gà ©rer les ressources humaines, Pages 245-246, PPUR presses Polytechniques, 2009) there are 4 steps to follow this scheme: First you have to consider development as a mid-term investment, that is to say develop skills of employees rather than abusive recruitment. Then you need an analysis which will anticipate competences needs by creating a sort of database of collective skills of employees, which will be useful to create development pipelines for major staff categories (novices, new staff, expertsÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦) After you can examine the various services of the organization on future skill needs. It will be useful to find out the priority actions in which you could conduct trainings The last step of this process is implement a cycle of individual development, based on regular analysis of performance an d profile of qualifications for the position occupied, a development contract between the employee and his hierarchy, ensuring an ongoing transfer and evaluation. A training plan and an individual training passport will complement these instruments by providing the dimension professional development. We can see that with this process that the economic strategy is covering the whole areas of the organization, including HR. Indeed it is considered as part of the environment evaluation. The business strategy in covering the whole company orientation and HR will just analyze and implement what is ordered. Parallel process: This process involves the entire business strategy will be thought with the HR strategy and vice versa. This time HR problems can influence business strategy and overall results. To implement this type of action you first need to know what performance management is. According Robert Bacal in Performance Management (McGraw-Hill Professional, 1999 Page 3) it i s an ongoing communication process, undertaken in partnership, between an employee and his or her immediate supervisor that involves establishing clear expectations and understanding about: The essentials job functions the employee is expected to do How the employees job contributes to the goals of the organization What doing the job well means in concrete terms How employee and supervisors will work together to sustain, improve, or build on existing employee performance The parallel process implies that you must match the organization with all skills and with the performance management. Separate process: Here the HR strategy is developed as a separate functional plan. The previous economic plans are first analyzed. As Michael Armstrong says in Strategic human resource management: a guide to action (Kogan Page, 1st Edition 2000 Pages 51-52), the separate process is the most common approach, [where] a distinct HR plan is developed. It is both prepared and considered s eparately from the overall business plan. It may be formulated concurrently with strategic planning, before (and an input to), or following (to examine its implications). [ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦] Since the assessment is outside the strategic planning process, consideration of business strategy depends on a review of the current and past business strategies. The value of the HR strategy is therefore governed by the sufficiency (or insufficiency) of the business-related data. This approach perpetuates the notion of HR as a staff-driven, functionally specialist concern. There we focus on HR to evaluate the environment (at the staff, company or economic entity level). The executive board delegates its responsibilities. That is why this technique is most often used, particularly in large companies. Controlling if the new strategy can match with employee welfare To sum up, the human resources strategies can: Develop a more flexible, more adaptable in a competitive environment Gains and sustain competitiveness in the management of individuals. They start from an economic approach (customers, products, competitors) to progressively achieve specific actions and specified programs in terms of human resources (training, recruitment, compensation, etc. ). The result is a strategy that reflects the priorities needed for action. But we cant lose sight of the welfare of employees in these strategies. Aligning employee expectations with the strategy can be possible by keeping in mind some important elements: Managers influence the expectations of employees Communicate on strategy to build expectations, or requests for changes Translate strategies into operational objectives Change the culture of the organization to strengthen the implementation of the strategy. For example: If the new strategy is based on a process of tota l quality management, employees, at all levels, are involved in defined performance requirements, based on analysis of customer needs. The customer may be external or may be other individuals or entities of the company. Through this process, the performance targets are not imposed by management, but shaped by a process of continuous evaluation, feedback, redefinition and continuous improvement. These objectives must be declined at the whole company level, service, and each employee and has to be expressed in terms of results contributing to a higher performance of the company. In this way, everyone see its contribution and can be satisfied with its job. Furthermore it reinforces teamwork and avoids the divisions between hierarchical levels. You can create an entity where everybody works hard for the same goal, with the same spirit and sharing the same culture. Culture is a powerful weapon of competitiveness (q.v. Disney, Apple, Coca-Cola). It can also be an obstacle when it is not i n line with the strategy. The management challenge is to shape the culture, strengthen and put into perspective with the necessary strategy.