Define Social Ecological Model and why it is important in the analysis of trauma exposure

Description
WATCH the movie Lion, which contains a trauma theme. After viewing that movie 1. Apply a Social Ecological Model to a character in the movie, Lion. You can use the model described in SAMHSA Tip 57 or the CDC model described in the Dahlberg & Krug (2002) article. Analysis must include the topics of: safety, immigration trauma/acculturative stress, self concept, and resiliency (analysis of resiliency should include factors from class lecture on topic). If you chose the CDC model, please remember that you are not specifically applying your analysis to the issue of violence, despite the article’s focus on that topic. Format: answer all items a. Definition of a Social Ecological Model and why it is important in the analysis of trauma exposure b. Analysis of Saroo’s individual characteristics c. Analysis of Saroo’s relational experiences d. Analysis of community, cultural, societal and historical factors. How do any of these factors influence Saroo’s experience of safety, immigration/acculturation, self concept and resiliency. https://en.wikipedia.org/wiki/Lion_(2016_film)

Does the behaviour of Spotify and Amazon constitute a violation of Article 101 TFEU?

Description
case is about Amazon buying a large percentage of the ad space of Spotify. I need to answer:

1.1. Does the behaviour of Spotify and Amazon constitute a violation of Article 101 TFEU? 1.2. In case you find a potential violation of Article 101 TFEU, what are the next steps the Commission can take? 1.3. Does the fact that Amazon occupies 70 per cent of Spotify’s ad space for 2022 violates Article 102 TFEU? 1.4. In case you find a potential violation of Article 102 TFEU, what are the next steps the Commission can take?

How can small fast food takeaway businesses effectively motivate their employees to enhance their retention rate?

How to Retain and Motivate Employees in a Small Fast Food Takeaway Business in the UK

 

Background

Small fast food takeaway businesses are faced with a myriad of challenges in retaining their employees. A significant section of employees in fast food businesses often choose employment in this sector as an interim job as they study or look for alternative job opportunities (Johennesse and Chou, 2017). The fast-food sector thus experiences exceptionally high employee turnover rates which is a major problem for the management of such businesses. Having high turnover levels is thus disadvantageous to fast-food chains since they are not able to effectively train and develop the skills of their employees (Kim and Ramos, 2018). Therefore, having effective means to motivate fast-food employees is key towards enhancing the level of quality of their work, and increasing the retention rate.

Research Question

How can small fast food takeaway businesses effectively motivate their employees to enhance their retention rate?

Aim and Objectives

The study aims at investigating the factors that cause the high turnover rate in fast food takeaway businesses, and to establish effective strategies to motivate employees working for such businesses. The identification of these strategies will contribute towards increasing employee retention rates within such businesses (Johennesse and Chou, 2017).

The specific objectives are as follows:

  1. To identify the causes of high turnover rates within fast food businesses in the UK.
  2. To explore the impacts of the high turnover rates on UK fast food businesses.
  3. To establish effective strategies for employee motivation in UK fast-food businesses.

Significance of the Study

The area of employee motivation and retention strategies has been widely explored in past literature. However, there has been limited focus on factors affecting the high turnover rate in fast food takeaway businesses in the UK. Therefore, the current study expands the existing literature on employee motivation by focusing on the fast-food sector. Additionally, the study is useful for the managers of such businesses to develop strategies to enhance the level of job satisfaction amongst their employees. This is useful for such companies to maintain and enhance the quality of their products and services.

Is bisexuality a temporary stage?

Topic: Is bisexuality a temporary stage?

Description
The research paper must be 6 pages long and include a title page, abstract, 3 pages of text, and a reference page. It should be formatted in APA style. Papers that vary in format will lose points. Submit your Research Paper to the Dropbox. Additional information and guidelines can be found in the Course Information module

Provide a rationale for your recommendations based on an evaluation of the benefits, risks and financial implications of potential solutions.

Data analysis and review
Section two of the report needs to showcase to senior managers how people professionals use and analyse data on people practices.

1. Below is the data of labour turnover across three departments over a five-year period. Level 5 Associate Diploma Year Administration Total in department = 32 Drivers Total in department = 141 Production Total in department = 385 2016 4 21 39 2017 2 18 54 2018 8 32 82 2019 12 16 80 2020 9 32 112 The costs for recruiting an employee up until 2018 was £2065 however this rose to £3012 from this date onwards. • Present the costings for each year across each of the three departments. • Represent the turnover per year as a percentage of the total number of employees in each department. 2. Presented below are two sets of data that has been collected from two departments during exit interviews. Table 1 shows the feedback that has been elicited from employees in production and table 2 is from payroll. • Review and analyse the two data sets below. Table 1. Production – the data represents the number of employees making the comment of their main reason for leaving (52 refused to comment). Level 5 Associate Diploma Left the job role because there was limited opportunity to enhance career. 24 Left because the work was boring or monotonous 45 Left the role because targets set by their line manager were unachievable. 3 Left because the working hours were unsocial 38 Left the job because their manager was aggressive and difficult to work with. 52 Left because of unforeseen life change 4 Left because there was limited opportunity to develop 12 Left through ill health 14 The role did not afford the opportunity to flexible working 68 Left because I wanted to retire early 7 Left because the working environment was not conducive to well-being 15 Left due to travel difficulties 5 Left to pursue another career 82 Left due to poor pay 94 Left because there was conflict amongst fellow employees 34 Left due to limited reward incentives 87 Left to go to further/higher education 19 Left due to emigrating to another country 1 Left because of leaving the area 5 Left due to care responsibilities 18 Table 2. Payroll – the data represents the number of employees making the comment of their main reason for leaving (27 refused to comment). Left the job role because there was limited opportunity to enhance career. 4 Left because the work was boring or monotonous 12 Left the role because targets set by their line manager were unachievable. 17 Left because the working hours were unsocial 2 Left the job because their manager was aggressive and difficult to work with. 7 Left because of unforeseen life change 4 Left because there was limited opportunity to develop 2 Left through ill health 1 The role did not afford the opportunity to flexible working 3 Left because I wanted to retire early 0 Left because the working environment was not conducive to well-being 1 Left due to travel difficulties 0 Level 5 Associate Diploma Left to pursue another career 3 Left due to poor pay 2 Left because there was conflict amongst fellow employees 4 Left due to limited reward incentives 5 Left to go to further/higher education 8 Left due to emigrating to another country 0 Left because of leaving the area 3 Left due to care responsibilities 8 • From the analysis present your findings using appropriate methods to highlight themes and trends that appear to be occurring. (2.1, 2.2, 3.2, 3.3) • Make at least three recommendations to reduce employee turnover based on your analysis. Provide a rationale for your recommendations based on an evaluation of the benefits, risks and financial implications of potential solutions. (2.4) It is essential that you relate to academic concepts, theories and professional practice for the tasks to ensure that your work is supported by analysis. Please ensure that any references and sources drawn upon are acknowledged correctly and supported by a bibliography.

Provide evaluation of the concept of evidence-based practice and assess how evidencebased practice approaches can be used to provide insight to support sound decision-making and judgments for people practitioners across a range of people practices and organisational issues.

You are required to prepare a report to senior managers at their forthcoming annual meeting. The report needs to: • Provide evaluation of the concept of evidence-based practice and assess how evidencebased practice approaches can be used to provide insight to support sound decision-making and judgments for people practitioners across a range of people practices and organisational issues. (1.1) • Provide evaluation of one appropriate analysis tool and one method that might be applied by organisations to recognise and diagnose current and future issues, challenges, and opportunities. (1.2) • Explain the main principles of critical thinking and describe how these might apply to individual and work colleagues’ ideas to assist objective and rational debate. (1.3) • Assess a range of different ethical theories and perspectives and explain how understanding of these can be used to inform and influence moral decision-making. (1.4) • Explain a range of approaches that could be taken by people practitioners to identify possible solutions to a specific issue relating to people practice. (2.3) • Appraise one approach an organisation can take to measure financial and non-financial performance. (3.1) • Explain how a variety of people practices add value in an organisation and identify a range of methods that might be used to measure the impact of a range of people practices

Identify and justify 5 key skills / knowledge areas / abilities which you believe are essential for an effective project manager to possess.

Reflect on your learning from the PMT module. Identify and justify 5 key skills / knowledge areas / abilities which you believe are essential for an effective project manager to possess. Evaluate your current level of skills in these 5 areas and identify further personal development which you may need to confidently practice project management in the future

Offer an explanation which compares and contrasts the two projects and evaluates why alternative approaches were taken

You have been asked by senior management in Trusted Techie’s to explain, why, as Project Manager, you took different approaches to projects recently fulfilled. The first project was the refurbishment of the staff rest room whilst the second was the purchase and installation of new computer software which the organisation needed for the specialist diagnostic work which it undertakes.

Offer an explanation which compares and contrasts the two projects and evaluates why alternative approaches were taken to:

  1. Confirm the project scope, key deliverables and constraints
  2. Determining the project lifecycle and use of a methodology
  3. Evaluate the role and contribution of stakeholders
  4. Plan the project (timescale, budget and key resources, tools and techniques used to do this)
  5. Explains how the project’s performance will be monitored including justification of techniques which you propose to use
  6. How the project teams were structured and managed to ensure timely completion to scope
Critically assess the suitability of information systems planning tools and techniques for an organization.
Learning Outcomes to be Assessed:

 

1   Critically assess the suitability of information systems planning tools and techniques for an organization.

 

2   Formulate an information systems strategy to address the information needs of an organization.

 

3   Critically evaluate the information systems strategy formulated.

 

4   Communicate the IS strategy professionally, engaging with stakeholders throughout the process of formulating the strategy.

 

 

Assessment Details:

 

 

 

Title: Propose an Information Systems Strategy

 

Style: One-Page Proposal, Slide Stack and Progress Meetings

 
 

Rationale:

Information systems professionals are called upon to propose recommendations of how information systems can be used to gain and sustain competitive advantage in organizations. In this assessment you will have the opportunity to develop your skills in assessing an organization’s strategic position and propose an information systems strategy. Throughout the assessment you will discuss completed tasks with tutors to receive feedback on your work, as in industry you will need to demonstrate regular progress on your allocated work.

Description:

This assignment focuses on exploring the current strategic opportunities and threats faced by an organization and proposing a new information systems strategy to help the organization improve its strategic position. Prepare an information systems strategy for the Managing Director of a given organization. Details of the organization are given in the assessment section on Moodle.

There are four stages of work to complete the assessment:

·      Stage 1: Analyse the organisation and select appropriates strategic analysis tools (25%).

·      Stage 2: Apply the strategic analysis tools and identify appropriate information systems (25%).

·      Stage 3: Evaluate the information systems identified (25%).

·      Stage 4: Document the information systems strategy (15%)

·       Demonstrate regular progress (10%).

A template is provided on Moodle for each stage of work.

The learning outcomes will be assessed using the elements of assessment as follows:

Learning Outcome Elements of Assessment Weighting
1.     Critically assess the suitability of information systems planning tools and techniques for an organization. Stage 1 Slide stack of tasks 1-3 25%
2.     Formulate an information systems strategy to address the information needs of an organization. Stage 2 Slide stack of tasks 4-6 25%
3.     Critically evaluate the information systems strategy formulated. Stage 3 Slide stack of tasks 7-8 25%
4.     Communicate the IS strategy professionally, engaging with stakeholders throughout the process of formulating the strategy. Stage 4 One Page Proposal of tasks -10 15%
Stage 1: Progress Meeting

Stage 2: Progress Meeting

Stage 3: Progress Meeting

Stage 4: Progress Meeting

 

 10%

 

1.     Critically assess the suitability of information systems planning tools and techniques for an organization.

Stage 1 will involve:

·       Task 1: Applying Cox’s (2014) business model to the organization you have been allocated.

·       Task 2: Developing a corporate summary diagram.

·       Task 3: Critically evaluating the strategic analysis tools.

We will be looking for accurate analysis of the organization’s situation, detailed critical analysis of tools and robust critical rationale for the choice of tools.

2.     Formulate an information systems strategy to address the information needs of an organization.

Stage 2 will involve:

·       Task 4: Applying appropriate tools and techniques.

·       Task 5: Analysing the results of applying the tools and techniques.

·       Task 6: Preparing a coherent IS strategy specifying information systems, and/or changes to existing information systems, aligned with the internal and external analysis of the organization, demonstrating a strong business case.

We will be looking for accurate application and insightful analysis of tools, alignment of changes proposed with the analysis of the organization presented and coherence of the strategy proposed.

3.     Critically evaluate the information systems strategy formulated.

Stage 3 will involve:

·       Task 7: Assessing the potential benefits of the strategic information systems strategy proposed for the organization.

·       Task 8: Providing critical evaluation of the potential challenges of implementing the IS strategy in the organization, demonstrating an appreciation of the organisation’s culture and priorities.

We will be looking for depth of critical analysis justifying the strategy proposed, the strength of relationship between theory and practice, and the degree of awareness of (and sensitivity to) the views of different stakeholders.

4.     Communicate the IS strategy professionally, engaging with stakeholders throughout the process of formulating the strategy.

Stage 4 will involve:

·       Task 9: Documenting the information systems strategy to meet the needs of a professional audience.

·       Task 10: Planning the next steps for the organisation.

 

We will be looking for clarity and coherence of the strategy, a professional standard of presentation to meet the needs of stakeholders and regular progress demonstrated at scheduled progress meetings, throughout the preparation of the assignment.

 

All material used in the report must be referenced correctly using Harvard referencing.

 

Additional information:

Use the templates provided for each stage of work.

Use the scheduled time in the module to discuss draft work with module tutors.

Ensure that you act on feedback from each stage of work.

For advice on writing style, referencing and academic skills, please make use of the Centre for Academic Success: https://icity.bcu.ac.uk/celt/centre-for-academic-success