DB8008
Discussion 1
Collecting Visual Data
In your post, address the following:
Why might organizations, and even participants, be skeptical about allowing a researcher to collect visual data?
What are the practical concerns you might face as a researcher?
What are the ethical considerations you must consider?
How can you address both practical and ethical constraints?
Response Guidelines
Respond to at least two learners. Your responses should be substantive and do at least one of the following:
Ask a probing question.
Offer a suggestion.
Elaborate on a particular point.
Provide an alternative opinion.
In your responses, reference the assigned readings and other theoretical, empirical, or professional literature as needed to support your views and writing.
Response to classmate (Gail Boyd)
Organizations, even participants may be skeptical about allowing a researcher to collect visual data. Some practical concerns of the researcher may be that the data is misinterpreted. Data visualization is very important in academic research. Data sets are sometimes too difficult to understand. Data visualization allows for easier interpretation of data for users. Data can be depicted and more easily understood using colors, tables and plots.
Some practical concerns that you may face as a researcher are where to begin, whom are your participants, how will you interpret the results and knowing when you have collected enough data. According to (Sanjari, et al, 2014) Researchers face ethical challenges in all stages of the study, from designing to reporting. These include anonymity, confidentiality, informed consent, researchersâ potential impact on the participants and vice versa.
There are some things that the researcher cannot control. Both practical and ethical constraints may be evaluated by ensuring that there is adequate funding in order to conduct the research. There may be time constraints or limitations. Practical constraints can be addressed by ensuring that participants consent to the data and types of data being collected. Ethical constraints may include not following the rules and knowing the difference between right and wrong. There are several reasons why it is important to adhere to the ethical norms in research. First, norms promote the aims of research, such as knowledge, truth and the avoidance of error. (Resnik, 2015).
Resnik, D. B. (2015, December 1). What is Ethics in Research & Why is it Important? Retrieved December 8, 2019, from https://www.niehs.nih.gov/research/resources/bioethics/whatis/index.cfm.
Sanjari, M., Bahramnezhad, F., Fomani, F. K., Shoghi, M., & Cheraghi, M. A. (2014). Ethical challenges of researchers in qualitative studies: the necessity to develop a specific guideline. Journal of medical ethics and history of medicine, 7, 14.
Response:
Response to classmate (Starr Craft)
Introduction
The purpose of this discussion is to analyze why participants are skeptical in participating in visual data research. Next, describe barriers a researcher might face. Also, describe the ethical considerations. Lastly, explain how to address practical and ethical constraints.
Gathering Visual Data
According to (Gray et al., 2017), examined the process in collecting visual data, ethical challenges the researcher should consider. The authors main point determines two approaches to visual data collection empirical and theoretical. Organizations are skeptical because, visual analysis is critical to aligning the photo and accurate data with the context in which it was meant. There are two key elements for visual data to be a success, a) two different publications or b) two different time periods (Banks,2007). The barriers a researcher can experience are time constraints, technical issues, hidden observations and obtaining consent. There are five ethical elements to consider intrusiveness, informed consent, capture of logos and brands and credibility (Gray et al., 2017). In summary, collecting visual data is subjective to the method the researcher has selected. Visual data is less restrictive and practical since we live in a virtual community.
Gray, D. E. (2017). Doing research in the business world. Thousand Oaks, CA: Sage.
Response:
Discussion 2
Primary and Secondary Data
In your post, address the following:
Why is it important to distinguish between the use of primary and secondary data?
What are the advantages and drawbacks of using secondary data?
How do you, as a researcher, determine which is the most appropriate?
Response Guidelines
Respond to at least two learners. Your responses should be substantive and do at least one of the following:
Ask a probing question.
Offer a suggestion.
Elaborate on a particular point.
Provide an alternative opinion.
In your responses, reference the assigned readings and other theoretical, empirical, or professional literature as needed to support your views and writing.
Response to classmate (Ramon Bates)
Use of primary and secondary data?
According to Grey (2017) secondary examination includes the utilization of existing information, gathered with the end goal of an earlier reports. This clear distinction is important because readers can understand the exploration of original work vs someone elseâs work. A researcher gathering primary or secondary information, needs to recognize the source of the information that will be utilized during the examination venture.
Advantages and Drawbacks with Secondary Data
Advantages
Grey (2017) list the advantages as such.
Cost because the researcher is building on exist collected data
Time because sets have already been established
Data sets mostly will be available and tested
Replicating the study for validity
Disadvantages
Quality of Data
Objectives my not line up to objective or research needed
Outdated information
Unseen is data that has been collect but not understood by the researcher in the content intended. This includes surveys possibly under unethical procedures or possible data not confirmed for the validity of information.
Which Data Source is Appropriate?
Both formats of data collection should yield to the objective of the researcher. Based on Gray (2017) secondary data may spawn a new research question or provided a different perspective on the original question in understanding why. Primary data my spawn the understanding to create and explore a new understanding of information, theory or design. The motivation by the researcher is important when the researcher understand the epistemological approach (Gray, 2017).
References
Gray, D. E. (2017). Doing research in the business world (1st ed.). London: SAGE Productions Ltd
Response:
Response to classmate (Andrew Marshall)
Introduction
Coe, (2016) stipulates that in dealing with a study and analysis, there are two types of sources: primary sources and secondary sources. Coe, (2016) postulates that primary sources are actual descriptions of a theme while secondary sources are a description of something that is not a primary source. âPublished research, newspaper articles, and other media are typical secondary sources (Coe, 2016)â. Coe, (2016) suggest that secondary sources can, however, refer to both primary sources and secondary sources.
Primary and secondary data
According to Coe, (2016) sometimes the worth and substance of the data isnât equivalent. Basically, information from a primary source is the perfect type of data to obtain; the more meticulous that one can get to a primary description of the intended data or even the more precise the information will be. âPrimary source data is particularly important when doing research or trying to gain a deep understanding of a situation as it contains the original or raw evidence (Coe, 2016)â. In association, secondary sources usually comprise of data where people begin progressing original perceptions of a theme and journalism reviews posited by Coe, (2016). Coe, (2016) suggest although both primary and secondary source information are utilized in investigations, new information develops from study of primary source data.
Secondary data secondary
Babinski, (2003) postulate that secondary data may be obtainable at no cost to the community or acquired through affiliation in a business establishment or from a subscription to its journals. âOften private data sources provide summarized versions of raw data collected by organizations involved in various types of research (Babinski, 2003)â. These alliances produce and render accessible the information as a by-product of their product posited by Babinski, (2003). In further occurrences, Babinski, (2003) stipulates that privately-operated establishments collect and advertise a record explicitly to complement secondary data accessible from community sources. Rabianski, (2003) postulate that secondary data is regularly obtainable from both the initial source, which gathers and categorizes the information, and from sources that basically condense information accumulated by others and promote the data.
However, secondary data should be examined for oversights to validate its accurateness posited by Rabianski, (2003). Rabianski, (2003) stipulate that when authentication cannot be achieved, then secondary data should be considered as questionable. âWhenever it is possible, visual and/or statistical techniques should be employed to eliminate errors or to explicitly take them into account (Rabianski, 2003)â.
Most appropriate
Teherani, Martimianakis, Stenfors-Hayes, Wadhwa, and Varpio, (2015) suggest that prior to engrossing in any qualitative study; contemplate how your opinions about what is possible to analyze will influence your method. Teherani, et al (2015) suggests that select a suitable method within which to operate. Teherani, et al (2015) stipulates that affiliation between the belief system supporting the research approach, the research query, and the research approach itself is a precondition for a demanding qualitative research.
Conclusion
Shuttleworth, (2008) in a perfect world, untried research methods would be utilized for every type of research, satisfying all of the necessities of falsifiability and simplification. Nevertheless, ethics, time and budget stand major factors, so any new enterprise must make compromises posited by Shuttleworth, (2008). âAs long as a researcher recognizes and evaluates flaws in the design when choosing from different research methods, any of the scientific research methods are valid contributors to scientific knowledge (Shuttleworth, 2008)â.
References
Coe, A. (2016) Differences between primary and secondary sources. Retrieved from https://research.phoenix.edu/blog/differences-between-primary-and-secondary-sources
Rabianski, J. (2003). Primary and secondary data: concepts, concerns, errors, and issues. Appraisal Journal, 71(1), 43. Retrieved from http://search.ebscohost.com.library.capella.edu/login.aspx?direct=true&db=bth&AN=8990045&site=bsi-live&scope=site
Shuttleworth, M. (2008) Different research methods. Retrieved from https://explorable.com/different-research-methods
Teherani, A., Martimianakis, T., Stenfors-Hayes, T., Wadhwa, A., & Varpio, L. (2015). Choosing a Qualitative Research Approach. Journal of graduate medical education, 7(4), 669â670. doi:10.4300/JGME-D-15-00414.1
Response:
JWI 521
WEEK 10
Whats in a Name?
In the Afterword, Laszlo Bock describes how Google renamed his position from VP of Human Resources to VP of People Operations. The HR function in todays workplace has been rebranded with many names: e.g., Human Resources, People Operations, Talent Management, Human Capital, Employee Engagement, Team Member Services, etc.
In your opinion, which of the above names for the HR function best describes the role, and why?
How has your understanding of the role of an HR professional changed as a result of taking this course?
https://www.hrdive.com/news/why-career-frameworks-are-becoming-a-must-have/524855/
Response to classmate (Sharon Mason)
have never been caught up in any titles, especially about work. Job titles are supposed to capture the essence of how you spend your day, but sometimes that shorthand, well, falls short. I feel job titles should represent your skills and expertise. Some job titles are irrelevant and do not outline your accomplishments that define your true role. Some jobs make titles so important that employees feel job title make the difference between feeling appreciated at work or not. Job titles should not define capability or respect. However, I do understand job titles do hold a certain level of importance for many employees. In regards to, Human Resources, the title Human Resources have always covered a multitude of human functions. The word human to me describes real people. Resources refers to the source of supply, support, or aid, especially one that can be readily drawn upon when needed, so the term Human Resources is a go for me.
This course has been an eye-opener for me as a small business owner. It showed me where I am weak in certain areas and ways to improve. It also allowed me to understand the importance in continuous feedback and letting people know where they stand. I will use what I learned and implement these concepts to hire better people.
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Response to classmate (Lindsey Schrauf)
Hi Dr. D and class, I cant believe we are already on our final week! I have enjoyed this class immensely and I wish everyone a Merry Christmas and hope everyone gets a chance to relax during the break. Good luck in your remaining classes!
I think the name for the HR function is dependent on the company you are working for. Google changed the title because HR was viewed in a negative light, whereas âPeople Operationsâ allowed engineers to view the team with more respect (Bock, 1).
HR tends to have the reputation of being an administrative hub who enforces and creates rules, but thatâs no longer the case. A lot of companies have changed their titles to things like âPeople Operationsâ or âTalent Managementâ to better reflect their departmentâs vision. HR leaders are stepping up and becoming more like business partners with the company, developing culture, talent and strategy.
I donât believe that there is a one title fits all answer to this question as I believe a lot depends on what message the department is trying to send. If I was tasked with changing the title at my current organization, I might consider something like Talent Development or People and Culture because we have put a lot of emphasis on developing our culture to match the needs of our growing company and helping our employees grow with us.
I would say throughout this course my understanding of HR has developed in a similar light. I initially gained an interest in HR because I enjoyed interviewing and hiring people at a previous company I worked for. I had no real grasp of everything that HR encompasses until I started my degree with JWMI and began working in the industry. There are so many areas of focus for HR, whether that means recruiting, or talent development, or strategy, or something else and no matter which area of focus, the end goal is to help people grow and perform so they can, in turn, help the business grow and perform.
References:
Laszlo Bock. 2015. Work Rules!
Response:
WEEK 11
Learning Journal
This question is designed for personal reflection and does not require citations. It is a required, non-credit entry and will impact attendance records. Please answer the following:
Reflect on this class as a whole, identify and briefly describe a concept that was especially relevant or meaningful. How did this concept challenge your understanding or prompt you to grow as a leader?
Response to classmate (Carlethia Rushin)
Hi Everyone,
The concept of differentiation was very meaningful to me. I have always believed that high performing employees should be rewarded, and non performers should be let go. However, I feel that this will only work with ethical managers. There are many people regarded as the top 20%, who should actually be in the 70%, but is ranked higher because of their relationship with management and not their work performance. The concept has prompted me to be mindful of how important adequate feedback, performance reviews, and checks and balances are in the workplace. I plan to develop my skills in these areas in the future.
Thanks,
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Response to classmate (Anna Jacobs)
Dr. DiBenedetto & 521 Class,
Reflect on this class as a whole, identify and briefly describe a concept that was especially relevant or meaningful. How did this concept challenge your understanding or prompt you to grow as a leader?
So many of this courseâs concepts were meaningful to me. I found much of the course content to be extremely valuable. I did really enjoy the techniques we learned about performance management and evaluations because so much of that is at the core of leadership. Those lessons helped me to feel more confident leading others and having a coach mentality when it comes to my team.
This class reinforced my passion for HR and Iâm excited to learn more in this program. Thank you so much for everything!
Response:
JWI 522
WEEK 10
Revisiting Your Scorecard and Continuing Your Journey
Over the past 10 weeks, we examined a number of critical factors needed for HR to build a strong strategic partnership with the C-Suite. As you reflect on our journey together, and as you look at the road ahead:
How optimistic or pessimistic are you that HR will continue to grow as a strategic partner to the C-Suite?
What are the reasons for your optimism or pessimism?
What will HR look like in the worldâs most successful companies in 5 or 10 years from now?
Be specific and provide examples to support your position.
Referring back to your first assignment and the scorecard you completed, answer the following:
Where do you see the greatest opportunities in the way that HR functions in your organization?
Where do you see the greatest opportunities for growth in your own career?
What do you need to do that you are not doing now to earn a seat at the table?
References:
https://blackboard.strayer.edu/bbcswebdav/pid-29463189-dt-content-rid-147474095_4/institution/JWMI/HR/522/Lectures/JWI_522_W10_Lecture_1192.pdf
https://services.hbsp.harvard.edu/lti/links/R1507E-PDF-ENG
Response to classmate (Syerra Johnson)
How optimistic or pessimistic are you that HR will continue to grow as a strategic partner to the C-Suite? Because I an a positive person I would like to feel optimistic.
What are the reasons for your optimism or pessimism? I can say I feel anything is possible however the lack of motivation to change and resistance to develop new strategies seems to prove the CEO feels his way is still the only way.
What will HR look like in the worldâs most successful companies in 5 or 10 years from now?
HR will be considered more than just a compliance office, the C-suite will be implemented and new teachings will be accepted.
Be specific and provide examples to support your position.
HR will he at the decision making table and their position will be valued. HR will not be outcasted by the administration or others when they are valuable players as well. HR will know how to explain changes in the company clearly explaining the numbers with gains and loses also providing solutions.
Referring back to your first assignment and the scorecard you completed, answer the following:
Where do you see the greatest opportunities in the way that HR functions in your organization?
The greatest opportunity for HR in my organization is to partner better with the CEO and have changes and adjustments come down the pipeline from them both. HR isnât respected as much as It should be.
Where do you see the greatest opportunities for growth in your own career?
I see greater growth in another company in my future because of the resistance this company has to evolve.
What do you need to do that you are not doing now to earn a seat at the table?
I need to communicate directly with the CEO and not the administrative team however the CEO doesnât respond as often or quickly to me as his male counterparts in administration.
JWI lectures week 1-6
Response:
Response to classmate (Sharrell Lockett)
How optimistic or pessimistic are you that HR will continue to grow as a strategic partner to the C-Suite?
What are the reasons for your optimism or pessimism?
What will HR look like in the worldâs most successful companies in 5 or 10 years from now?
Be specific and provide examples to support your position.
Optimism and pessimism are strong, stable traits that reflect our coping strategies. I optimistic that HR will improve. With technology will improve the team. If the task requires flexibility and had work toward uncertain goals, the teams should have an optimistic mind set. HR used to be just hiring and firing. In the next ten years, the HR will have many responsibilities. HR are the major players in creating employee experience. HR will focus on the companys culture and growth and ensures that employees feel valued and supported along every sstep of their workplace journey. HR will be taught to mentor and be thought as leaders. They will be the people to go to with suggestions and feedback of how to improve the workplace experience.
Referring back to your first assignment and the scorecard you completed, answer the following:
Where do you see the greatest opportunities in the way that HR functions in your organization?
Where do you see the greatest opportunities for growth in your own career?
What do you need to do that you are not doing now to earn a seat at the table?
Our HR will embraces technology to expand its role by using new tools like big data and analytics. They will have a better understanding about its employees and make more strategic decisions, as opposed to the old role of using emotion and tradition to make decisions. Internal data is available on just about everything, from how employees are performing to how often they visit certain areas of the office. They will use this data to find trends and create the best possible strategy and employee environment. HR will become virtual. I remember I had a virtual interview. I did not have to come in the office. To grow with the company they will pay for degrees and designations. One can get their CPCU or CPA. This will increase opportunities and growth to move up the ladder.
https://www.inc.com/jacob-morgan/what-does-future-
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WEEK 11
Learning Journal
This question is designed for personal reflection and does not require citations. It is a required, non-credit entry and will impact attendance records. Please answer the following:
Reflect on this class as a whole, identify and briefly describe a concept that was especially relevant or meaningful. How did this concept challenge your understanding or prompt you to grow as a leader?
Response to classmate (Daniel Cotto)
Dr. Wallace and Fellow Classmates,
I really liked this portion from Week 6âs McCord Chapter 6:
It is best for companies and their employees if the reason employees are happy is that theyâre doing great work with great people.
âWe also did not have a bonus system. If your employees are adults who put the company first, an annual bonus wonât make them work harder or smarter. We handled equity compensation in a completely different way than most companies do. We allowed employees to tell us what portion of their compensation they wanted in stock options, and rather than adding those onto their salary, the amount was in lieu of a portion of their salary. In addition, rather than using stock options as âgolden handcuffs,â we imposed no vesting period. Options would vest on a monthly basis. Those options were available to exercise for ten years, allowing for a long-term increase in the stock price.â
What this means to me is that we need to figure out what really engages employees instead of continuing with the traditional non-working traditional methods.
Thanks to all of you for making me a better leader.
Daniel
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Response to classmate (Daryl Byrd)
Hello Dr. Wallace and Classmates of JWI522. Thank you for sharing your perspectives with me as we made progress in JWI522 over the past several weeks. I learned something from each of you.
In this course, I really attempted to sit in the back seat and pay attention to the SMEs who have practiced leadership in Human Resources. My goal was to test my perspective on leadership effectiveness through the mindset of Human Resources professionals. As I combined my peer-observations with application of the reading and study materials, I confirmed that I was on the right path as a thought-leader/visionary support partner.
Week 10 included readings from Conatys Talent Masters, which may have gone unnoticed had I not been searching for relevance before realizing that citations were not required for the final assignment. I know, pinch me! Selecting the right HR Leadership and enthusing the right behavioral code throughout the organization is the core pulse of longevity for an organization which focuses on doing business with moral-ethical and legal insights.
It was a pleasure to meet new professionals here in our class and I hope that we all have opportunities to interact with each other as professionals again at some juncture of the future.
Kind Regards,
T. Daryl Byrd
Response:
JWI 556
WEEK 10
Continuing the People First Mission
Leading change by putting people first is a noble aspiration. It has been the central theme of this course, but one could argued it is the most prominent theme in the entire JWMI MBA program. Sustaining this focus and building a culture that embraces this ideal requires that senior leadership beyond the HR department: (a) believes this approach will lead to a competitive advantage, and (b) commits to the practices to make it happen.
As our course draws to a close, share your insights on the following:
What can we do as HR leaders to ensure that a people first agenda is truly embedded in the culture?
How can we ensure the changes we want to drive connect practices that put people first with competitive strength?
How will you apply change leadership differently based on what you learned in this and your other HR concentration courses?
Whatâs next in your own professional change journey?
https://blackboard.strayer.edu/bbcswebdav/pid-29466805-dt-content-rid-153664070_4/institution/JWMI/HR/556/Lecture%20PDF/JWI_556_Week_10_Lecture_Notes.pdf
https://services.hbsp.harvard.edu/lti/links/ROT285-PDF-ENG
Response to classmate (Adriana Mota Hernandez)
What can we do as HR leaders to ensure that a people first agenda is truly embedded in the culture?
Culture plays a vital role in any organization. HR leaders need to foster a culture that focuses on the organizationâs competitive efforts. Creating a culture for employees should include putting their people first. Caring about their employees is the first step which can increase employee satisfaction and retention rate. Investing in communication with each employee is an essential part of creating a transparent and caring culture. Lastly, providing real feedback opportunities from employees such as surveys, Q&A live and, open-ended sentences allows the company to obtain honest feedback from its employees.
How can we ensure the changes we want to drive connect practices that put people first with competitive strength?
Companies are beginning to focus and the most important tactic for a successful business. That tactic includes taking care of their employees. Leading change must begin at the top. Senior leadership team manages the process to ensure that each stablishes accountability across the organization, develop a cultural belief the statement, developing and communicating the case for change and constantly assuring alignment.
How will you apply change leadership differently based on what you learned in this and your other HR concentration courses?
All leadership is different; however, they all want the same successful outcome. The best way to make the necessary changes and connections is to constantly communicate and explain the purpose and organizations values and of course the urgency of change. I will also ensure to collaborate and bring people together to plan and execute all changes to help encourage employees to adopt the change.
Whatâs next in your own professional change journey?
Currently, we are working on rolling out a new texting system that will facilitate how we communicate with our clients. Employees are eager to adopt the new change because we have been having many issues with the current platform we have. There have been many glitches and although we have been working diligently to fix them, it impedes our employees work and slows down the process. With this new texting system coming out our employees will have a one-hour training with our experts and will have the ability to ask any questions for the remainder of the week as they work closely with each representative to ensure they understand how the system works. This has been one of the easiest changes to make because we not only had the support of our staff but the support of the company to equip us with an enhanced system.
1.4 Steps to becoming a people first culture. 2019.
