BMGT- 8410 Learning Handbook: HRM Discussions, Assignments, Competencies, and Leadership Instructions

Introduction

 This guide offers a focused overview of BMGT-8410 discussions and assignments, highlighting key HRM concepts, theories, and practices. It includes examples and tips to help students actively engage in weekly tasks. For extra support, learners can access HRM Assignment Help on Owlisdom for expert guidance.

BMGT-8410 Week 1 Discussion: The SHRM Competency Model

Instructions of BMGT-8410 Week 1 Discussion: The SHRM Competency Model

Week 1 Discussion: The SHRM Competency Model

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The SHRM competency model is a major source of information in the field of HR management. Its development required exhaustive research with a large number of HR professionals. As a result, it is often considered the definitive source for the necessary skills for professionals at all organizational levels.

After reviewing each of the nine competencies, consider and comment on the following:

• Which of these competencies seems the most difficult to develop as an HR professional? For example, many university HR programs teach HR knowledge and, often, general business knowledge, but many of the other competencies are not taught in school. Identify the one or two competencies you think would be most difficult for a professional to develop, and defend your answer.
• Which of the nine competencies are likely to evolve over the next ten years? Why do you think this is true, and in what way do you see this competency evolving? Explain your response.

Note: In discussions, you are expected to collaborate and build threads, engaging in a respectful, back-and-forth exchange of substantive dialogue. Posts must be well-argued and supported by scholarly sources and practice. Replies to colleagues must adhere to these same guidelines.

The Discussion Participation Scoring Guide includes details on how your instructor will evaluate your discussion participation. Read the Discussion Participation Scoring Guide to learn more.

Response Guidelines

Respond to at least one of your peers’ posts, continuing the conversation about HRM competencies as you see fit.

Resources

Discussion Participation Scoring Guide.

Introduction to BMGT-8410 Week 1 Discussion

Welcome to the BMGT-8410 Week 1 Discussion: The SHRM Competency Model! This week, we delve into the SHRM Competency Model, a critical framework in Human Resource Management. The SHRM model outlines nine essential competencies that HR professionals need to excel at various organizational levels. This Owlisdom guide will help you navigate the Week 1 discussion post, ensuring you address all necessary components thoughtfully and thoroughly.

Which of these competencies seems the most difficult to develop as an HR professional? Identify the one or two competencies you think would be most difficult for a professional to develop, and defend your answer.

Most Challenging Competency to Develop 

As mentioned in the BMGT-8410 Week 1 Discussion: The SHRM Competency Model instructions, we must start this by reviewing each of the nine competencies, considering and commenting on the following: we will discuss which competency seems the most difficult to develop as an HR professional and then we will identify one or two competencies which I think would be most difficult for a professional to develop. Lastly, I will defend my answer. 

• Identify the one or two SHRM competencies you find most difficult to develop.
• Provide a rationale for your choice, citing scholarly sources or personal experiences where possible.
• Discuss why these competencies are challenging to develop in typical HR educational programs.

Example

In my opinion, the most challenging SHRM competency to develop is Relationship Management. This competency necessitates a high level of emotional intelligence, conflict resolution abilities, and the capacity to establish and sustain good relationships with a varied spectrum of stakeholders. Unlike technical HR knowledge, which can be taught in a classroom setting, Relationship Management is developed through experience and interpersonal interactions, making it harder to cultivate in a formal educational program. Furthermore, the nuances of human behavior and organizational politics add layers of complexity to mastering this competency. 

Which of the nine competencies are likely to evolve over the next ten years? Why do you think this is true, and in what way do you see this competency evolving? Explain your response.

Competency Likely to Evolve

Then, in the next section of BMGT-8410 Week 1 Discussion: The SHRM Competency Model, we must again review each of the nine competencies to answer the following question and also consider and comment on it: we will discuss which of the nine competencies are likely to evolve over the next ten years. We will also discuss why it is true and why I see this chosen competency evolve. Then, I will explain my research. 

• Choose one of the nine competencies that you believe will evolve significantly in the next decade.
• Explain your reasoning, supported by current trends in HR, technological advancements, or shifts in organizational practices.
• Discuss how this evolution might impact HR practices and the development of HR professionals.

Example

The competency I believe will evolve the most over the next decade is Technology Management. With the rapid advancements in HR technology, including AI-driven recruitment tools, employee engagement platforms, and data analytics, HR professionals will need to continuously adapt to new technologies. This evolution will likely require ongoing education and training to keep pace with technological innovations and their applications in HR. As organizations increasingly rely on data-driven decision-making, the ability to manage and leverage technology will become even more critical for HR professionals.

Respond to at least one of your peers’ posts, continuing the conversation about HRM competencies as you see fit.

Responding to Peers

Responding to peers is one of the vital parts of BMGT8410. We need to provide at least one peer response. I will provide an example post. You can write your peer responses by keeping the following points in mind.

• Read at least one of your peers’ posts and provide a meaningful response.
• Extend the conversation by adding insights, asking questions, or offering alternative perspectives.
• Ensure your response is respectful, constructive, and supported by scholarly sources where applicable.

Response

Hi Sam, great post! I agree with your assessment that Relationship Management is a challenging competency to develop. Your point about the necessity of emotional intelligence is particularly insightful. I also find that navigating organizational politics can be quite complex and often requires a nuanced understanding of various stakeholders’ motivations. Have you encountered any specific strategies or training programs that have helped you improve your relationship management skills?

Closing

This How-To guide aims to assist you in navigating the BMGT-8410 Week 1 Discussion: The SHRM Competency Model effectively. By thoughtfully considering the SHRM competencies and engaging in meaningful dialogue with your peers, you will receive significant insights into the critical skills needed by HR professionals. You can also read BMGT-8410 next module Week 2 Discussion: The Rise of the Human Relations Movement.

BMGT-8410 Week 2 Discussion: The Rise of the Human Relations Movement

Instructions for BMGT-8410 Week 2 Discussion: The Rise of the Human Relations Movement

Week 2 Discussion: The Rise of the Human Relations Movement

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The Hawthorne studies have been called the seed point of human resource management. Following this work, researchers like Elton Mayo, Kurt Lewin, and Douglas McGregor evolved theories to explain and expand the findings of the Hawthorne studies. Other theories and models also evolved from these studies. Some of the theories that arose include:

• Equity theory.
• Exchange/social exchange theory.
• Social comparison.
• Cognitive dissonance.
• Theory X and Y.
• Social Darwinism.

For this discussion, address the following:

• What changes did the Hawthorne studies bring about in the way management leaders viewed employees?
• Which theory best explains this change? Justify and explain your choice, including how you think the Hawthorne studies impacted the development of this theory.

Response Guidelines

Respond to the post of one of your fellow learners in oneof the following ways:

• Your peer has shown how one theoretical model provides a valuable framework for understanding the historical impact of Hawthorne studies. Since no theoretical model is all-encompassing, what aspects of this historical shift does this model miss? What else should be accounted for?
• What further implications do you see, based on the analysis your fellow learner has provided here? For example, does this theoretical model help to explain other historical events? Does it have implications for the future of HR?

Resources

Discussion Participation Scoring Guide.

Introduction to BMGT-8410 Week 2 Discussion

Welcome to the BMGT-8410 Week 2 Discussion: The Rise of the Human Relations Movement! This week, we explore the impact of the Hawthorne studies and the evolution of the Human Relations Movement in HR management. You will examine how these studies changed management perspectives on employees and analyze various theories that developed from this shift. This Owlisdom guide will help you navigate the BMGT-8410 Week 2 Discussion: The Rise of the Human Relations Movement, ensuring you address all necessary components thoughtfully and thoroughly.

What changes did the Hawthorne studies bring about in the way management leaders viewed employees?

Changes Brought by the Hawthorne Studies

As mentioned in the BMGT-8410 Week 2 Discussion: The Rise of the Human Relations Movement instructions, we must start this by determining what changes the Hawthorne studies brought about that influenced the way management leaders viewed their employees.

• Discuss the key changes in management perspectives on employees resulting from the Hawthorne studies.
• Highlight how these changes shifted the focus from purely technical and efficiency-based approaches to more human-centered approaches.

Example

The Hawthorne studies revolutionized how management leaders viewed employees by shifting the focus from purely technical efficiency to the social and psychological aspects of work. These studies revealed that employees are not just motivated by monetary incentives but also by social factors and the attention they receive from management. This led to the realization that employee productivity could be enhanced through improved working conditions, increased attention, and better interpersonal relationships within the workplace.

Which theory best explains this change? Justify and explain your choice, including how you think the Hawthorne studies impacted the development of this theory.

Theory Best Explaining the Change 

Then, in the next section of BMGT-8410 Week 2 Discussion: The Rise of the Human Relations Movement, I will discuss which theory among the Hawthorne studies explains the change. Then, I will justify and explain my choice of the theory and how I think that Hawthorne's studies will make an impact on the development of my chosen theory. 

• Identify the theory you believe best explains the change in management perspectives.
• Justify your choice by explaining how this theory aligns with the findings of the Hawthorne studies.
• Provide examples or scenarios to illustrate how this theory applies to the changes observed.

Example

I believe the Equity Theory best explains the changes brought about by the Hawthorne studies. Equity Theory posits that employees are motivated by fairness and will compare their input-output ratio to others to ensure they are being treated equitably. The Hawthorne studies highlighted the importance of perceived fairness and recognition in the workplace, showing that employees’ motivation and productivity increased when they felt valued and fairly treated. This theory aligns with the findings of the Hawthorne studies by emphasizing the role of social and psychological factors in employee motivation and satisfaction.

Respond to the post of one of your fellow learners in one of the following ways: Your peer has shown how one theoretical model provides a valuable framework for understanding the historical impact of Hawthorne studies. Since no theoretical model is all-encompassing, what aspects of this historical shift does this model miss? What else should be accounted for?

Responding to Peers

Responding to peers is one of the vital parts of BMGT-8410. We need to provide at least one peer response. I will provide an example post. You can write your peer responses by keeping the following points in mind.

• Read at least one of your peers’ posts and provide a meaningful response.
• Extend the conversation by adding insights, asking questions, or offering alternative perspectives.
• Ensure your response is respectful, constructive, and supported by scholarly sources where applicable.

Response

Hi Jamie, great post! I agree that the Hawthorne studies fundamentally changed management’s view of employees. Your choice of Social Exchange Theory is insightful, emphasizing reciprocal relationships. However, it might miss aspects like individual psychological processes highlighted by the Hawthorne studies, such as increased motivation from personal attention and feeling valued. It also might overlook the impact of group dynamics and peer influence on individual productivity, which was a significant finding of the Hawthorne studies. Great job on your analysis! Your insights have prompted me to think more deeply about the multifaceted nature of employee motivation and organizational dynamics.

Closing

This How-To BMGT-8410 guide aims to assist you in navigating the BMGT-8410 Week 2 Discussion: The Rise of the Human Relations Movement effectively. By thoughtfully considering the impact of the Hawthorne studies and engaging in meaningful dialogue with your peers, you will gain valuable insights into the evolution of HR management theories. Good luck with your discussion. You can also read BMGT-8410 next module Week 3 Discussion: Goal Setting.

BMGT-8410 Week 3 Discussion: Goal Setting

Instructions for BMGT-8410 Week 3 Discussion: Goal Setting

Week 3 Discussion: Goal Setting

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The success of setting goals is based on the idea that employees will work hard to achieve the goal. In reality, this idea is not quite as simple as it sounds. For example, if a goal is set too high and someone knows he or she will not be able to achieve that goal, that employee is likely to simply give up. Conversely, if a goal is set too low, employees may not be motivated to exceed that goal. Other issues that can occur include people becoming too focused on one goal and disregarding others as less important (sales goals versus quality goals, for example).

While goal-setting concepts are often seen by management leaders as a way to accomplish a task (for instance, getting salespeople to sell 10 cars in a week), from an HR perspective, goal-setting programs are about motivating employees to achieve a hard, but achievable goal. Goal-setting concepts are not intended to provide a single-purpose method of achieving a motivated workforce.

• What other motivation concepts discussed in the readings for this week would need to be combined with goal setting to develop an effective motivational program? Defend your ideas with reference to appropriate scholarly sources.

Response Guidelines

Respond to at least one other learner’s post, continuing the conversation about goal setting as you see fit.

Resources

Discussion Participation Scoring Guide.

Introduction to BMGT-8410 Week 3 Discussion

Welcome to the BMGT-8410 Week 3 Discussion: Goal Setting! This week, we explore the concept of goal setting and its effectiveness in motivating employees. You will discuss the complexities of goal setting and identify additional motivation concepts that can enhance goal-setting programs. This Owlisdom guide will help you navigate the BMGT-8410 Week 3 Discussion: Goal Setting, ensuring you address all necessary components thoughtfully and thoroughly.

What other motivation concepts discussed in the readings for this week would need to be combined with goal setting to develop an effective motivational program?

Combining Motivation Concepts with Goal Setting

As mentioned in the Goal Setting BMGT-8410 Week 3 Discussion: Goal Setting instructions, we must start this by analyzing what other motivational concepts were discussed in the readings for this week, which can be combined with goal setting and lead to the development of a more effective motivational program.

• Identify other motivation concepts discussed in this week’s readings that should be combined with goal setting.
• Explain how these concepts can enhance the effectiveness of a goal-setting program.
• Provide specific examples or scenarios where these combined concepts can be applied to create a more effective motivational program.

Example

One key motivation concept that should be combined with goal setting is the Self-Determination Theory (SDT). SDT emphasizes the importance of autonomy, competence, and relatedness in fostering intrinsic motivation. By incorporating elements of SDT, managers can create a more supportive environment where employees feel a sense of ownership over their goals, increasing their intrinsic motivation to achieve them. For example, allowing employees to participate in setting their own goals can enhance their sense of autonomy, making the goals more meaningful and motivating.

Another important concept is the Expectancy Theory, which suggests that employees are motivated when they believe their efforts will lead to desired performance and rewards. By clearly linking goal achievement with specific rewards, managers can enhance employees’ motivation to strive towards their goals. For instance, setting up a transparent reward system where employees know the exact benefits they will receive upon achieving their goals can increase their commitment and effort.

Defend your ideas with reference to appropriate scholarly sources.

Defend Your Ideas

Then, in the next section of Goal-setting Week 3 Discussion, I will defend my ideas of combining new motivation concepts with goal setting in order to create a more effective and sustained motivational program. 

• Support your ideas with references to appropriate scholarly sources.
• Discuss why combining these motivation concepts with goal setting is necessary for developing a comprehensive motivational program.
• Highlight the potential benefits and outcomes of integrating these concepts.

Example

Combining these motivation concepts with goal setting is necessary for developing a comprehensive motivational program. Research shows that when employees have a sense of autonomy and believe their efforts will be rewarded, they are more likely to be engaged and motivated. According to Fishbach & Woolley (2022), intrinsic motivation, driven by autonomy and competence, leads to higher levels of performance and satisfaction. Similarly, Vroom’s Expectancy Theory highlights the importance of clear expectations and rewards in motivating employees.

By integrating SDT and Expectancy Theory with goal setting, managers can create a holistic motivational program that addresses both intrinsic and extrinsic motivators. This approach not only enhances individual performance but also fosters a more positive and productive organizational culture.

Respond to at least one other learner’s post, continuing the conversation about goal setting as you see fit.

Responding to Peers

Responding to peers is one of the vital parts of BMGT-8410. We need to provide at least one other learner’s post. I will provide an example post. You can write your peer responses by keeping the following points in mind.

• Read at least one of your peers’ posts and provide a meaningful response.
• Extend the conversation by adding insights, asking questions, or offering alternative perspectives.
• Ensure your response is respectful, constructive, and supported by scholarly sources where applicable.

Response

Hi John, great post! I agree with your assessment that combining various motivation concepts with goal setting can create a more effective motivational program. Your mention of Equity Theory is particularly interesting, as it emphasizes the importance of fairness and justice in the workplace. Since no single theory can cover all aspects of motivation, combining Equity Theory with Self-Determination Theory and Expectancy Theory could provide a more well-rounded approach. Do you think there are any potential challenges in integrating these theories into a cohesive motivational program?

 Closing

This How-To BMGT-8410 guide aims to assist you in navigating the BMGT-8410 Week 3 Discussion: Goal Setting effectively. By thoughtfully considering the combination of motivationconcepts and engaging in meaningful dialogue with your peers, you will gain valuable insights into developing comprehensive motivational programs. Good luck with your discussion! You can also read BMGT-8410 next module Week 4 Discussion: Motivation Theories.

BMGT-8410 Week 4 Discussion: Motivation Theories

Instructions of BMGT-8410 Week 4 Discussion: Motivation Theories

Week 4 Discussion: Motivation Theories

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You have explored four concepts of motivation in this week’s Studies, with two focused on the job and the characteristics of the job, and two looking at how employees think about inputs at work. Many HR professionals find that this combination of theories, which focus on job characteristics and how employees view job inputs, goes a long way in explaining what motivates most employees in today’s complex job market.

A search for America’s “best places to work” yields several sources. Using a source of your choice, select any three companies it lists as the best place to work and describe how that company uses any of the motivation theories discussed in this week to develop a motivated workforce. Be sure to specify which theory you are referring to and how you think the company applies it to its work environment.

Response Guidelines

Respond to at least one other learner’s post, continuing the conversation about job characteristics and employee perspectives as you see fit.

Resources

Discussion Participation Scoring Guide.

Introduction to BMGT-8410 Week 4 Discussion

Welcome to the BMGT-8410 Week 4 Discussion: Motivation Theories! This week, we dive into various motivation theories, focusing on job characteristics and employee perspectives. You will analyze how different companies use these theories to develop motivated workforces. This guide will help you navigate the BMGT-8410 Week 4 Discussion: Motivation Theories, ensuring you address all necessary components thoughtfully and thoroughly.

A search for America’s “best places to work” yields some sources. Using a source of your choice, select any three companies it lists as the best place to work and describe how that company uses any of the motivation theories discussed in this week to develop a motivated workforce. 

Company Selection and Theory Application

As mentioned in the MBMGT-8410 Week 4 Discussion: Motivation Theories instructions, I must start this by analyzing various sources related to America’s “best places to work.” Then, I will select three companies with excellent work environments from the source of my choice. After this, I will describe how that company uses the motivational theories discussed this week to develop a motivational workforce.

• Select three companies listed as the best places to work.
• For each company, describe how it uses one of the motivation theories discussed this week.
• Explain how the selected theory is applied to enhance the company’s work environment and motivate employees.

Example

One company consistently listed as a great place to work is Google. Google applies the Job Characteristics Model by ensuring jobs are designed to provide employees with skill variety, task identity, task significance, autonomy, and feedback. This approach helps employees find their work meaningful and engaging, leading to higher motivation and job satisfaction.

Another excellent company is Salesforce, which uses Self-Determination Theory (SDT) to motivate its workforce. By promoting a culture of autonomy, competence, and relatedness, Salesforce ensures that employees feel empowered and connected to their work and colleagues, fostering intrinsic motivation.

Finally, Zappos applies the Expectancy Theory by creating clear links between employee performance and rewards. Zappos has a robust reward system that includes financial incentives, recognition programs, and career development opportunities, which motivate employees to achieve high performance by aligning their efforts with desired outcomes.

Be sure to specify which theory you are referring to and how you think the company applies it to its work environment.

Specify and Explain

Then, in the next section of Motivation Theories Week 4 Discussion of BMGT-8410, I will discuss which motivational theory I have selected, and then I will discuss how my selected theory can be applied to the company’s work environment. 

• Clearly specify which motivation theory you are referring to for each company.
• Provide examples or scenarios to illustrate how each company applies the theory in practice.

Example

Google’s application of the Job Characteristics Model includes designing roles that allow employees to use a range of skills and receive regular feedback. Salesforce fosters intrinsic motivation by creating an environment where employees have the autonomy to make decisions and feel competent in their roles. Zappos motivates employees through Expectancy Theory by clearly communicating how performance leads to specific rewards, thus encouraging employees to strive for excellence.

Respond to at least one other learner’s post, continuing the conversation about job characteristics and employee perspectives as you see fit.

Responding to Peers

Responding to peers is one of the vital parts of BMGT-8410. We need to provide at least one other learner’s post. I will provide an example post. You can write your peer responses by keeping the following points in mind.

• Engage with at least one peer’s post by providing a thoughtful and meaningful response.
• Enhance the discussion by contributing additional insights, posing questions, or offering alternative viewpoints.
• Ensure your response is courteous, constructive, and backed by relevant scholarly sources where appropriate.

Response

Hi Alex, great post! Your analysis of how Microsoft uses Equity Theory to maintain a motivated workforce is spot on. Ensuring fairness in rewards and recognition is crucial for employee satisfaction. Additionally, it would be interesting to explore how Microsoft’s focus on transparency and communication reinforces this theory. Do you think there are any potential challenges Microsoft might face in maintaining equity as the company grows?

 Closing

This How-To Owlisdom guide aims to assist you in navigating the BMGT-8410 Week 4 Discussion: Motivation Theories effectively. By thoughtfully considering how companies use motivation theories and engaging in meaningful dialogue with your peers, you will gain valuable insights into developing motivated and productive workforces. Good luck with your discussion! You can also read BMGT-8410 next module Week 5 Assignment: Organizational Structure.

BMGT-8410 Week 5 Assignment: Organizational Structure

Instructions for BMGT-8410 Week 5 Assignment: Organizational Structure

Week 5 Assignment: Organizational Structure

Assignment Overview

In today’s fast-paced world, change seems inevitable. Organizations come and go, and are bought and sold at a rapid pace. Organizations like Amazon, Walmart, AT&T, Microsoft, and Disney buy and sell smaller organizations regularly. Most of these changes are based on the intent to develop a more efficient and linked organization. But, as these changes occur, one common issue is the difficulty of bringing these organizational structures together. A great example of this is in the airline industry: the mergers of United-Continental, American-U.S. Airways, Delta-Northwest, and Southwest-Air Tran have all resulted in a variety of challenges in merging their dissimilar structures.

By completing this assessment, you will demonstrate your proficiency in the following course competencies:

• Assess the historical context that has shaped the current practice of HRM and the theories and models that have evolved to support these practices.
• Analyze the social and economic events that impact HR roles and practices in the global workforce of the 21st century.
• Integrate relevant theory and best practices to design HRM strategies that foster an innovative, creative workplace, given 21st-century challenges.
• Analyze the shifting role of human resources in today’s organization and the impact of changing competency models on this role.
• Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the business professions.

Assignment Instructions

For this assignment, analyze the following elements of organizational structure in relation to a recent merger of your choice, from any industry. Address an actual merger that has received news coverage.

Address all of the following:

1. Assess how HR practices have changed from 10 years ago to the present when preparing for a merger of organizations, using literature from at least three points in time (9–10 years ago, 4–6 years ago, and the present).

• Distinguished score: Critically analyzes the changes in HR practices from 10 years ago to the present when preparing for a merger of organizations, using literature from at least three points in time (9–10 years ago, 4–6 years ago, and present).

Describe the key social and economic events that made this merger necessary.

• Distinguished score: Identify any labor market factors involved in these circumstances, or assert why you do not believe labor market forces were involved.

Identify ways that this company’s HRM group would have needed to redefine its own role in interacting with employees following this merger. Be specific and suggest at least two major changes that it would need to make.

• Distinguished score: Support your assertions with evidence from reputable sources.

Select two theories or models from the course readings and/or your own research that would have been most applicable to this scenario. If HRM at this company had chosen to apply the two theories or models you selected, how might this decision have eased the changes that impacted the employees of the organization?

• Distinguished score: Also identify the weaknesses or limitations of each theory or model.

Compare and contrast how these two theories or models define HRM and the assumptions behind their definitions. For example, what assumptions do the authors of each theory or model make about the parameters of HRM roles? Is either theory or model more applicable to a specific industry than it might be to other industries? Are there any cultural factors implied in their assessments?

• Distinguished score: Describe how the author’s perspective might affect how the theory or model should be applied to this scenario.

In all of your responses, support your ideas with references.

Refer to the rubric for information on how you will be graded.

Formatting Requirements

• Written communication: Written communication should be free of errors that detract from the overall message.
• APA formatting: Resources and citations should be formatted according to current APA style and formatting standards.
• Font and font size: Times New Roman 12-point font.

Submit your Organizational Structure paper to this assignment.

Introduction to BMGT-8410 Week 5 Assignment

Welcome to the BMGT-8410 Week 5 Assignment: Organizational Structure! This week, we will analyze the elements of organizational structure in the context of a recent merger. You will explore how HR practices have evolved, identify key social and economic events that necessitated the merger, and discuss how HRM strategies can be designed to foster an innovative workplace. This How-To Owlisdom guide will help you navigate the BMGT-8410 Week 5 Assignment: Organizational Structure, ensuring you address all necessary components thoughtfully and thoroughly.

Assess how HR practices have changed from 10 years ago to the present when preparing for a merger of organizations, using literature from at least three points in time.

Changes in HR Practices

To commence with the BMGT-8410 Week 5 Assignment: Organizational Structure, we will understand how HR practices have changed from 10 years ago to the present day.

• Start by assessing how HR practices have evolved over the past decade in preparing for mergers.
• Use literature from three different points in time (9–10 years ago, 4–6 years ago, and the present) to support your analysis.
• Discuss specific changes and their implications for HRM.

Describe the key social and economic events that made this merger necessary.

Social and Economic Events

Next, we will have to describe the key social and economic events that are needed to make the merger of organizations successful.

• Describe the key social and economic events that necessitated the merger.
• Explain how these events influenced the decision to merge and the subsequent HR practices.

Identify ways that this company’s HRM group would have needed to redefine its own role in interacting with employees following this merger. Be specific and suggest at least two major changes that it would need to make.

Redefining HRM Roles

Then, for the next step in BMGT-8410 Week 5 Assignment: Organizational Structure! We will identify the ways through which a company’s HRM can redefine its own role, through which it can interact with its employees.

• Identify ways the HRM group would need to redefine its role in interacting with employees post-merger.
• Suggest at least two major changes that would be necessary.
• Provide examples to illustrate these changes.

Select two theories or models from the course readings and/or your own research that would have been most applicable to this scenario. If HRM at this company had chosen to apply the two theories or models you selected, how might this decision have eased the changes that impacted the employees of the organization?

Applicable Theories or Models

Next, we will select two theories that would prove more applicable to this situation and discuss how this decision might affect employees of the organization.

• Select two theories or models from the course readings or your own research that apply to this scenario.
• Explain how these theories or models could have eased the changes impacting employees.
• Identify the strengths and weaknesses of each theory or model.

Compare and contrast how these two theories or models define HRM and the assumptions behind their definitions.

Compare and Contrast Theories

For the last section of BMGT-8410 Week 5 Assignment: Organizational Structure, we will briefly compare and contrast the two selected theories to see how they reflect on HRM. 

• Compare and contrast the two selected theories or models.
• Discuss how they define HRM and the assumptions behind their definitions.
• Highlight any industry-specific or cultural factors that might affect their applicability.

Closing

This How-To BMGT-8410 guide aims to assist you in navigating the BMGT-8410 Week 5 Assignment: Organizational Structure effectively. By thoughtfully considering the evolution of HR practices, social and economic events, and applicable theories, you will gain valuable insights into managing organizational mergers. Good luck with your assignment!

BMGT-8410 Week 6 Discussion: Leadership and Change

Instructions for BMGT-8410 Week 6 Discussion: Leadership and Change

Week 6 Discussion: Leadership and Change

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There are a number of organizations today that have become successful by adopting a new style of business. Common examples include:

• Apple.
• Southwest Airlines.
• Amazon.

Conduct an Internet search for a list of the best companies to work for (you may use the same source for this discussion that you used in Week 4). Review the source’s best companies and select one of the companies listed. Research and describe the style of leadership that is exhibited by a current leader of that organization. Address the following:

• Analyze why you think this style of leadership has been effective in this organization.
• Under what conditions do you think a different style of leadership might be needed to move the organization forward?
• Do you see this leadership style being effective in the next three to five years?

Defend your responses with references from your research.

Response Guidelines

To earn full participation credit, you must be actively engaged in the discussion and respond to at least one fellow learner during the week.

Resources

• Discussion Participation Scoring Guide

Introduction to BMGT-8410 Week 6 Discussion

Welcome to the BMGT-8410 Week 6 Discussion: Leadership and Change! This week, we focus on analyzing different leadership styles and how they contribute to organizational success. You will explore how leadership styles need to adapt to changing circumstances and the future effectiveness of these styles. This guide will help you navigate the BMGT-8410 Week 6 Discussion: Leadership and Change, ensuring you address all necessary components thoughtfully and thoroughly.

Conduct an Internet search for a list of the best companies to work for and select one of the companies listed. Research and describe the style of leadership that is exhibited by a current leader of that organization.

Company Selection and Leadership Style

As mentioned in the leadership and change BMGT-8410 Week 6 Discussion: Leadership and Change instructions, we must start this by analyzing various sources given in week 4 and select one of the listed companies to analyze the leadership style adopted by its owner. 

• Conduct an Internet search for a list of the best companies to work for.
• Select one company from the list and identify a current leader.
• Describe the leadership style exhibited by this leader, providing specific examples of their leadership practices.

Example

One of the companies frequently listed as a great place to work is Apple. Tim Cook, the current CEO, exhibits a transformational leadership style. Cook is known for his open communication, emphasis on collaboration, and ability to inspire and motivate employees towards innovation. His leadership is marked by a focus on ethical practices, inclusivity, and a strong vision for the company’s future.

Analyze why you think this style of leadership has been effective in this organization.

Effectiveness of Leadership Style

Then, in the next section of leadership and change Week 6 Discussion, we will discuss why the leadership style used by that specific owner of my selected company has been effective so far.

• Analyze why this leadership style has been effective in the organization.
• Discuss the impact of the leader’s style on the company’s culture, employee engagement, and overall success.

Example

Tim Cook’s transformational leadership style has been highly effective at Apple. This style has fostered a culture of innovation, where employees feel valued and are encouraged to contribute their ideas. The open communication channels and collaborative environment have led to high levels of employee engagement and retention. Cook’s ethical approach and focus on diversity have also enhanced Apple’s reputation and customer loyalty.

Under what conditions do you think a different style of leadership might be needed to move the organization forward?

Conditions for Different Leadership Styles

Next, in the leadership and change Week 6 Discussion, we will analyze the current leadership style and discuss some scenarios that could help move the organization even further. 

• Discuss under what conditions a different leadership style might be needed.
• Provide scenarios where the current leadership style might not be effective and suggest an alternative style.

Example

While transformational leadership has been effective, there might be conditions where a different style is needed. For example, during times of financial crisis or significant operational changes, a more directive or transactional leadership style might be necessary to provide clear guidance and maintain stability. In such scenarios, leaders who can make quick decisions and enforce strict policies may be more effective.

Do you see this leadership style being effective in the next three to five years?

Future Effectiveness of Leadership Style

In the last section of leadership and change Week 6 Discussion, we will evaluate to determine if the current leadership style seems effective in the near future (say, three to five years or more). 

• Evaluate whether the current leadership style will be effective in the next three to five years.
• Consider potential changes in the industry, market, or organizational structure that might influence the effectiveness of the leadership style.

Example

Considering the rapid advancements in technology and increasing competition, Tim Cook’s transformational leadership style is likely to remain effective over the next three to five years. However, adapting to new market demands and maintaining Apple’s innovative edge will require continuous evolution of leadership practices. Emphasizing agility and resilience will be key to sustaining success.

To earn full participation credit, you must be actively engaged in the discussion and respond to at least one fellow learner during the week.

Responding to Peers

Responding to peers is one of the vital parts of BMGT-8410 Week 6 Discussion: Leadership and Change. We need to provide at least one other learner’s post. I will provide an example post. You can write your peer responses by keeping the following points in mind..

• Engage with at least one peer’s post by providing a thoughtful and meaningful response.
• Enhance the discussion by contributing additional insights, posing questions, or offering alternative viewpoints.
• Ensure your response is courteous, constructive, and backed by relevant scholarly sources where appropriate.

Response

Hi Jamie, great post! Your analysis of Microsoft’s leadership under Satya Nadella is insightful. Nadella’s empathetic and inclusive leadership style has indeed transformed Microsoft’s culture and performance. I agree that in a highly competitive and dynamic tech industry, maintaining a flexible and adaptive leadership approach is crucial. Do you think Nadella’s leadership style could face challenges with any potential future industry disruptions?

 Closing

This How-To Owlisdom guide aims to assist you in navigating the Week 6 Discussioneffectively. By thoughtfully considering the impact of different leadership styles and engaging in meaningful dialogue with your peers, you will gain valuable insights into how leadership can drive organizational success. Good luck with your discussion! You can also read BMGT-8410 next module Week 7 Assignment: Overseas Work Assignments.

BMGT-8410 Week 7 Assignment: Overseas Work Assignments

Instructions for BMGT-8410 Week 7 Assignment: Overseas Work Assignments

Week 7 Assignment: Overseas Work Assignments

Assignment Context

In your Studies for this week, you read Donna Chamberlain’s 2013 article, “Overseas Work Assignments,” which explores areas beyond compensation that can be used to entice an employee to accept an overseas assignment. You have also been reading about Hofstede’s cultural model and about the complexities of managing an international team.

Use the theories and methods described in at least one of the readings for this week to identify the factors that would be most important to anticipate when preparing an employee for an overseas assignment. Justify why you selected this factor. What gaps still exist that need to be researched to make the use of this factor more effective?

Recall your change management readings from Week 6, as well, as you complete this assignment. Any move to a new location is changed. When this means adapting to an entirely new culture, the change is often amplified.

By completing this assessment, you will demonstrate your proficiency in the following course competencies:

• Analyze the social and economic events that impact HR roles and practices in the global workforce of the 21st century.
• Assess the historical context that has shaped the current practice of HRM and the theories and models that have evolved to support these practices.
• Integrate relevant theory and best practices to design HRM strategies that foster an innovative, creative workplace, given the 21st-century challenges.
• Analyze the shifting role of human resources in today’s organization and the impact of changing competency models on this role.
• Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the business professions.

Assignment Instructions

Note: In all of your responses for this assignment, support your ideas with references to course readings and/or your own research.

Choose a country where a U.S.-based company might choose to relocate an employee. Address the following, based on the cultural profile of the country you have chosen:

1. Use the theories and methods described in at least one of the readings for this week to identify the most important factor to anticipate when preparing an employee for an overseas assignment to the country of your choice. Justify why you selected this factor as a key one to anticipate.

• Distinguished score: In your analysis, account for what HRM professionals can realistically do in this scenario.

Select two models you have studied—in this course or elsewhere—that you would recommend for HR professionals in this scenario. Compare and contrast how these models would impact this process.

• Distinguished score: Account for what HRM professionals can realistically do in this scenario.

What gaps still exist that need to be researched to make the use of this factor more effective?

• Distinguished score: Identify ways that the HRM field can draw upon research provided by scholars in other disciplines.

Over the past decade to the present, describe changes to employee relocation processes. Considering these changes, how should an HR professional’s role be envisioned for the future with respect to employee relocation overseas? (Include citations to literature from previous to current.)

• Distinguished score: Use at least two pieces of literature to support your answer.

In responding to the above, be sure to incorporate at least two scholarly sources that you found in your own independent research.

Refer to the rubric for information on how you will be graded.

Formatting Requirements

• Written communication: Written communication should be free of errors that detract from the overall message.
• APA formatting: Resources and citations should be formatted according to current APA style and formatting standards.
• Font and font size: Times New Roman 12-point font.

Submit your Overseas Work Assignments paper to this assignment.

Precap

Last week, we discussed the impact of different leadership styles on organizational success and how they need to adapt to changing circumstances. Understanding these styles is crucial as we now shift our focus to managing international assignments and the unique challenges they present.

Introduction to BMGT-8410 Week 7 Assignment

Welcome to the BMGT-8410 Week 7 Assignment: Overseas Work Assignments! This week, we will explore the complexities of preparing employees for overseas assignments. You will analyze important factors to consider, identify gaps in current practices, and recommend models that can help HR professionals manage international teams effectively. This Owlisdom guide will help you navigate the BMGT-8410 Week 7 Assignment: Overseas Work Assignments, ensuring you address all necessary components thoughtfully and thoroughly.

Use the theories and methods described in at least one of the readings for this week to identify the most important factor to anticipate when preparing an employee for an overseas assignment to the country of your choice.

Country Selection and Key Factor

To commence with the BMGT-8410 Week 7 Assignment: Overseas Work Assignments, we will select theories and methods from one of our readings in order to analyze various significant parameters that can influence employees who are being sent overseas. We will identify these factors and prepare our employees based on them. 

• Choose a country where a U.S.-based company might relocate an employee.
• Identify the most important factor to consider when preparing for this assignment (e.g., cultural adaptation, language barriers, legal requirements).

Justify why you selected this factor as a key one to anticipate.

Justification of Key Factor

Next, we will have to give justification for why we have chosen this specific factor to anticipate. 

• Explain why this factor is crucial for the success of the overseas assignment.
• Provide examples or scenarios to illustrate its importance.

Select two models you have studied—in this course or elsewhere—that you would recommend for HR professionals in this scenario. Compare and contrast how these models would impact this process.

Recommending and comparing Models

Then, for the next step in BMGT-8410 Week 7 Assignment: Overseas Work Assignments! We will select two models that we would recommend to our HR to apply in such a situation. After this, we will compare the results reflecting how these models impact our process. 

• Select two models from the course readings or your research that apply to this scenario.
• Describe how each model can help HR professionals prepare employees for overseas assignments.
• Compare and contrast the selected models, discussing their strengths and weaknesses.
• Explain how each model addresses different aspects of the preparation process.

What gaps still exist that need to be researched to make the use of this factor more effective?

Identifying and Addressing Gaps

Next, in BMGT-8410 Week 7 Assignment: Overseas Work Assignments, we will identify the gaps that need to be researched in detail in order to make a more effective use out of these factors. 

• Identify gaps that still exist in the current practices for preparing employees for overseas assignments.
• Suggest how research from other disciplines (e.g., psychology, sociology) might help address these gaps.

Over the past decade to the present, describe changes to employee relocation processes. Considering these changes, how should an HR professional’s role be envisioned for the future with respect to employee relocation overseas?

Changes in Employee Relocation Processes

For the last section of BMGT-8410 Assignment Week 7, we will briefly describe changes that may occur during the relocation process and will also discuss their impact on HR's role.

• Describe changes in employee relocation processes over the past decade.
• Discuss how these changes impact the role of HR professionals in managing overseas relocations.
• Support your analysis with at least two pieces of literature from previous to current.

Closing

This How-To BMGT-8410 guide aims to assist you in navigating the BMGT-8410 Week 7 Assignment: Overseas Work Assignments. By thoughtfully considering the evolution of relocation processes, key factors in preparation, and applicable models, you will gain valuable insights into managing international assignments. Good luck with your assignment!

BMGT-8410 Week 8 Discussion: Today’s Job World

Instructions of BMGT-8410 Week 8 Discussion: Today's Job World

Week 8 Discussion: Today’s Job World

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Based on this week’s readings and your research, why do you think employees choose to change careers approximately every three years (on average)? Do workers of the current generations simply get bored, or is it the result of having many more different career choices, or is there some other rationale involved? Frame your answers around the considerations of the new employment relationship.

Response Guidelines

Respond to at least one other learner’s post, continuing the conversation about career transitions as you see fit.

Resources

• Discussion Participation Scoring Guide.

Introduction to BMGT-8410 Week 8 Discussion

Welcome to the BMGT-8410 Week 8 Discussion: Today’s Job World! This week, we will explore the reasons why employees choose to change careers frequently and how these trends impact the modern job world. You will analyze the factors driving career transitions and discuss how organizations can adapt to retain their talent. This Owlisdom guide will help you navigate the BMGT-8410 Week 8 Discussion, ensuring you address all necessary components thoughtfully and thoroughly.

Based on this week’s readings and your research, why do you think employees choose to change careers approximately every three years (on average)?

Reasons for Career Changes

As mentioned in the BMGT-8410 Week 8 Discussion instructions, we must start by discussing why employees in today's era tend to change careers after every three to four years. 

• Discuss why employees today tend to change careers approximately every three years.
• Consider factors such as boredom, increased career choices, and other potential reasons.

Example

Employees today tend to change careers approximately every three years due to various factors. One significant reason is the desire for personal growth and new challenges. As the job market evolves, employees seek opportunities that align with their evolving skills and interests. Additionally, the rise of the gig economy and remote work has made it easier for individuals to explore different career paths without the constraints of traditional employment.

Do workers of the current generations simply get bored, or is it the result of having many more different career choices, or is there some other rationale involved?

Current Generations and Career Choices

Then, in the next section of BMGT-8410 Week 8 Discussion: Today’s Job World, we will discuss the reasons why the current generation leaves their careers every three to four years. We will analyze whether the reason is boredom or any other career preference. 

• Analyze whether current generations switch careers primarily due to boredom or because they have more career options.
• Provide examples or scenarios to illustrate your points.

Example

Current generations, particularly Millennials and Gen Z, are known for valuing experiences and continuous learning over long-term job security. This shift in priorities leads them to explore multiple career options rather than staying in one role for an extended period. For example, a software developer might transition to a product manager role to gain new skills and experiences. While boredom might play a role, the abundance of career choices and the desire for a better work-life balance are more significant drivers of these transitions.

Frame your answers around the considerations of the new employment relationship.

New Employment Relationship

For the final section of BMGT-8410 Week 8 Discussion, we will frame our outcomes about the current generation career switch around the concept of new employment opportunities. 

• Frame your answers around the concept of the new employment relationship.
• Discuss how changes in the job market and employee expectations influence career transitions.

Example

The new employment relationship is characterized by a shift from lifelong employment with one company to a more fluid and flexible career path. Employees now prioritize meaningful work, professional development, and work-life balance over job stability. This change has been driven by technological advancements, changing economic conditions, and evolving employee expectations. Organizations must recognize these shifts and offer career development opportunities, flexible work arrangements, and a supportive work environment to retain their talent.

Respond to at least one other learner’s post, continuing the conversation about career transitions as you see fit.

Responding to Peers

Responding to peers is one of the vital parts of BMGT-8410. We need to provide at least one other learner’s post. I will provide an example post. You can write your peer responses by keeping the following points in mind.

• Engage with at least one peer’s post by providing a thoughtful and meaningful response.
• Enhance the discussion by contributing additional insights, posing questions, or offering alternative viewpoints.
• Ensure your response is courteous, constructive, and backed by relevant scholarly sources where appropriate.

Response

Hi Ana, great post! Your analysis of the factors driving career changes is insightful. I agree that the desire for continuous learning and new challenges is a significant factor. Additionally, the gig economy has indeed provided more flexibility and options for career transitions. Do you think that organizations could do more to retain their talent by offering internal mobility and career development programs?

 Closing

This BMGT-8410 Week 8 Discussion: Today’s Job World How-To guide aims to assist you in navigating the Week 8 Discussion for BMGT-8410 effectively. By thoughtfully considering the reasons behind career changes and engaging in meaningful dialogue with your peers, you will gain valuable insights into the modern job world. Good luck with your discussion! You can also read BMGT-8410 next module Week 9 Assignment PART A: Annotated Bibliography.

BMGT-8410 Week 9 Assignment PART A: Annotated Bibliography

Instructions of BMGT-8410 Week 9 Assignment PART A: Annotated Bibliography

Week 9 Assignment: Annotated Bibliography Assignment Overview

The Bibliography Research studies in Weeks 1 through 8 asked you to compile a list of three sources per week, for a total of 24 sources, that are both related to the themes of each week and are relevant to your own doctoral research project. In this assignment, you will select no fewer than eight of those sources for the annotated bibliography outlined below.

By completing this assessment, you will demonstrate your proficiency in the following course competencies:

• Assess the historical context that has shaped the current practice of HRM and the theories and models that have evolved to support these practices.
• Analyze the social and economic events that impact HR roles and practices in the global workforce of the 21st century.
• Integrate relevant theory and best practices to design HRM strategies that foster an innovative, creative workplace, given the 21st-century challenges.
• Analyze the shifting role of Human Resources in today’s organization and the impact of changing competency models on this role.
• Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the business professions.

Assignment Instructions

Part A

Provide an annotated bibliography of sources that you intend to incorporate into your doctoral research project.

The sources in your list should meet the following requirements:

• At least eight sources. Note: To earn a Distinguished score, you will want to include at least ten sources.
• All sources must be scholarly and written within the past eight years (unless you can defend the use of an older source as the best available option).
• The list of sources, when taken as a whole, should:
  • Offer clear contributions to the doctoral research project that you describe in Part B.
  • Present a range of themes from the weeks of this course.
  • Demonstrate APA formatting.

Each of your annotations should address all the following requirements:

1. Provide a brief synopsis of this source in no more than two sentences.

• State the main idea(s) or conclusion(s) offered by the source (not just the ones you find useful).
• Distinguished score: Your synopsis is written with the clarity and conciseness that a doctoral research proposal would require.

Describe the relevance of this source to your doctoral research project and/or how you plan to use it.

• Keep this to a few sentences, but be specific about some of the ideas, models, or theories you believe you will want to incorporate.

Distinguished score: Your descriptions show the precision and quality of research that would be required in the research project itself.

Introduction to BMGT-8410 Week 9 Assignment Part A

Welcome to BMGT-8410 Week 9 Assignment PART A: Annotated Bibliography! This week, you will focus on creating an annotated bibliography for your doctoral research project. This assignment will help you compile and evaluate relevant sources, laying a strong foundation for your research. This Owlisdom guide will assist you in addressing all necessary components thoroughly.

Provide a brief synopsis of this source in no more than two sentences. State the main idea(s) or conclusion(s) offered by the source (not just the ones you find useful). Your synopsis is written with the clarity and conciseness that a doctoral research proposal would require.

Provide a Brief Synopsis

To commence with the BMGT-8410 Week 9 Assignment PART A: Annotated Bibliography, I will select sources to formulate a synopsis based on them. 

• Summarize the source’s content in no more than two sentences.
• Ensure your synopsis captures the essence of the source.
• Write with clarity and conciseness expected in a doctoral research proposal.

State the main ideas or conclusions offered by the source.

State the Main Ideas or Conclusions

Next, I will have to give justification for why I have chosen this specific factor to anticipate. 

• Explain why this factor is crucial for the success of the overseas assignment.
• Provide examples or scenarios to illustrate its importance.

Describe the relevance of this source to your doctoral research project and/or how you plan to use it.

Describe the Relevance to Your Doctoral Research Project

Then, for the next step in BMGT-8410 Week 9 Assignment PART A: Annotated Bibliography! I will explain how our selected sources, related to our doctoral research, will be executed in my research.

• Identify the main ideas or conclusions presented in the source.
• Include all significant points, not just the ones you find useful.
• Present these ideas clearly and concisely.

Closing

This BMGT-8410guide aims to assist you in navigating the BMGT-8410 Week 9 Assignment PART A: Annotated Bibliography effectively. By creating a detailed and well-structured annotated bibliography, you will establish a strong foundation for your doctoral research project. Engaging in meaningful dialogue with your peers will further enrich your understanding and application of research methodologies. Good luck with your assignment! You can also read BMGT-8410 next module Week 9 Assignment PART b: Scholarly Essay on Doctoral Research Project.

BMGT-8410 Week 9 Assignment PART b: Scholarly Essay on Doctoral Research Project

Instructions of BMGT-8410 Week 9 Assignment PART b: Scholarly Essay on Doctoral Research

Week 9 Assignment: Annotated Bibliography Assignment Overview

The Bibliography Research studies in Weeks 1 through 8 asked you to compile a list of three sources per week, for a total of 24 sources, that are both related to the themes of each week and are relevant to your own doctoral research project. In this assignment, you will select no fewer than eight of those sources for the annotated bibliography outlined below.

By completing this assessment, you will demonstrate your proficiency in the following course competencies:

• Assess the historical context that has shaped the current practice of HRM and the theories and models that have evolved to support these practices.
• Analyze the social and economic events that impact HR roles and practices in the global workforce of the 21st century.
• Integrate relevant theory and best practices to design HRM strategies that foster an innovative, creative workplace, given the 21st-century challenges.
• Analyze the shifting role of Human Resources in today’s organization and the impact of changing competency models on this role.
• Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the business professions.

Assignment Instructions

Part B

In a scholarly essay format, respond to the following requirements:

1. Briefly describe your intended doctoral research project (in approximately 2–4 paragraphs).
2. Explain how your research project takes into consideration the historical contexts of human resource management.
3. Analyze the social and economic events that impact your doctoral research project, based on your readings for this course.

• Distinguished score: Your analysis shows the level of interpretive quality that will be required in the research project itself.

Describe how your doctoral research project might integrate some of the theories and practices you have listed in your annotated bibliography and/or from the course readings to design HRM strategies for more innovative, creative workplaces.

• Distinguished score: Your description should note how your research project can contribute to the larger field of HRM scholarship.

Use the readings from this course and/or your annotated bibliography to describe ways that the shifting role of human resources professionals might shape the content of your doctoral research project.

Refer to the rubric for information on how you will be graded.

Formatting Requirements

• Written communication: Written communication should be free of errors that detract from the overall message.
• APA formatting: Resources and citations should be formatted according to current APA style and formatting standards.
• Font and font size: Times New Roman, 12-point font.

Submit your Annotated Bibliography to this assignment.

Note: As you build your doctoral research project, keep a copy of this annotated bibliography on hand. You have created quite a bit of content that can be modified and reused for the project itself!

Resources

• Annotated BibliographyLinks to an external site..
• Evidence and APALinks to an external site..
• Sample Annotated Bibliography Format [PDF] Download Sample Annotated Bibliography Format [PDF].

Precap from Part A

In Part A, you developed an annotated bibliography to establish a strong foundation for your doctoral research project. This included summarizing key sources, stating main ideas, and explaining their relevance to your research. Building on this foundation, Part B will focus on contextualizing your research within the broader fields of human resource management (HRM) and integrating relevant theories and practices.

Introduction to BMGT-8410 Week 9 Assignment Part B

Welcome to BMGT-8410 Week 9 Assignment PART b: Scholarly Essay on Doctoral Research Project! In this assignment, you will write a scholarly essay that outlines your intended doctoral research project. You will consider historical contexts, analyze social and economic impacts, and integrate theories and practices from your annotated bibliography and course readings. This Owlisdom guide will help you address all necessary components thoroughly.

Briefly describe your intended doctoral research project (in approximately 2–4 paragraphs).

Describe Your Intended Doctoral Research Project (2-4 paragraphs)

To commence with the BMGT-8410 Week 9 Assignment PART b: Scholarly Essay on Doctoral Research Project, I will first give a brief overview of my doctoral research. 

• Provide a brief overview of your research topic.
• Explain the significance of the research and its objectives.
• Highlight the key questions or hypotheses you intend to explore.
• Outline the methodology you plan to use.

Explain how your research project takes into consideration the historical contexts of human resource management.

Explain Historical Contexts of HRM

Next, I will explain how my research discusses the evolution of HRM strategies. 

• Discuss the evolution of HRM practices over time.
• Highlight key historical milestones that have shaped modern HRM.
• Explain how these historical contexts are relevant to your research.

Analyze the social and economic events that impact your doctoral research project, based on your readings for this course.

Analyze Social and Economic Events Impacting Your Research

Then, for the next step in BMGT-8410 Week 9 Assignment PART b: Scholarly Essay on Doctoral Research Project, I will explain and analyze the socio-economic aspects that influence my doctoral research. 

• Identify significant social and economic events relevant to your research.
• Analyze how these events have influenced HRM practices.
• Discuss the implications of these events for your research project.

Describe how your doctoral research project might integrate some of the theories and practices you have listed in your annotated bibliography and/or from the course readings to design HRM strategies for more innovative, creative workplaces.

Integrate Theories and Practices for Innovative HRM Strategies

Then, for the next step in BMGT-8410 Week 9 Assignment PART b! I will explain how I will implement theories and practices from my selected bibliography into my doctoral research in the field of HRM. 

• Describe how you plan to use theories and practices from your annotated bibliography and course readings.
• Explain how these theories and practices will help you design innovative and creative HRM strategies.
• Highlight how your research can contribute to the larger field of HRM scholarship.

Use the readings from this course and/or your annotated bibliography to describe ways that the shifting role of human resources professionals might shape the content of your doctoral research project.

Discuss the Shifting Role of HR Professionals

Finally, in the next step of BMGT-8410 Week 9 Assignment PART b: Scholarly Essay on Doctoral Research Project! I will use knowledge gained from the bibliography to describe how HRM has evolved and how it will direct my research.

• Use course readings and your annotated bibliography to describe the evolving role of HR professionals.
• Explain how these changes might shape the content and direction of your research project.
• Discuss the potential impact of these shifts on HRM strategies and practices.

Closing

This How-To guide aims to assist you in navigating the BMGT-8410 Week 9 Assignment PART b: Scholarly Essay on Doctoral Research Project effectively. By contextualizing your research within the historical, social, and economic contexts of HRM and integrating relevant theories and practices, you will develop a comprehensive and impactful doctoral research project. Engaging in meaningful dialogue with your peers will further enrich your understanding and application of HRM strategies. You can also read BMGT-8410 next module Week 10 Discussion: Course Self-Reflection.

BMGT-8410 Week 10 Discussion: Course Self-Reflection

Instructions of BMGT-8410 Week 10 Discussion: Course Self-Reflection

Week 10 Discussion: Course Self-Reflection

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The purpose of this discussion is to allow you to review what you learned in this course, reflect on your experiences, and discuss your accomplishments.

For this discussion, respond to the following questions:

1. How has your ability to perform these skills and apply this knowledge evolved? Consider the course competencies as a guide.
2. What concepts, skills, or insights were most relevant to you? How will you apply them to your professional work?
3. What new ideas have you developed about human resources practices and talent development that you might apply to your career?
4. How might you further develop the skills found in this course?

Post your initial discussion by Thursday at the latest, since the course ends on Friday of this week.

Response Guidelines

This post is the final discussion for the term. Responding is required, along with responding to at least one other learner.

Resources

• Discussion Participation Scoring Guide.

Introduction to BMGT-8410 Week 10 Discussion

Welcome to the BMGT-8410 Week 10 Discussion: Course Self-Reflection. This final week focuses on self-reflection, allowing you to review what you have learned throughout the course and discuss your experiences. Reflecting on your accomplishments and understanding how the course has influenced your skills and knowledge is essential for your continuous professional development. This Owlisdom guide will help you navigate the BMGT-8410 Week 10 Discussion, ensuring you address all necessary components thoughtfully and thoroughly.

How has your ability to perform these skills and apply this knowledge evolved? Consider the course competencies as a guide.

Evolving Skills and Knowledge

As mentioned in the BMGT-8410 Week 10 Discussion instructions, I will start by reviewing the previously mentioned reading. We will identify how our skills have enhanced. 

• Discuss how your ability to perform the skills and apply the knowledge from the course has evolved.
• Use the course competencies as a guide to highlight specific areas of growth.

Example

Throughout this course, my ability to perform HR-related tasks and apply theoretical knowledge has significantly improved. The course competencies, such as strategic HR management and understanding organizational behavior, have been instrumental in this development. For example, my skills in analyzing organizational culture and implementing effective HR strategies have become more refined.

What concepts, skills, or insights were most relevant to you? How will you apply them to your professional work?

Relevant Concepts, Skills, and Insights

Then, in the next section of BMGT-8410 Week 10 Discussion: Course Self-Reflection, I will discuss which concept, skill, or insight seemed more applicable to me. 

• Identify the concepts, skills, or insights from the course that were most relevant to you.
• Explain how you will apply these learnings to your professional work.

Example

One of the most relevant concepts I learned is the importance of cultural adaptation in international assignments. This insight is crucial for my role in managing global teams. Additionally, the skills I gained in leadership style analysis will help me better support and develop leadership within my organization.

What new ideas have you developed about human resources practices and talent development that you might apply to your career?

New Ideas About HR Practices and Talent Development

Next, in Course BMGT-8410 Week 10 Discussion: Course Self-Reflection, I will analyze which skills, ideas, and perspectives were more appealing to me about HR practices and which skills I would be willing to apply in my own career growth. 

• Share any new ideas or perspectives you have developed about human resources practices and talent development.
• Discuss how these ideas might influence your career moving forward.

Example

I have developed new ideas about the integration of technology in HR practices, particularly in using data analytics for talent management. Understanding how to leverage data to make informed HR decisions will be invaluable in enhancing employee engagement and performance.

How might you further develop the skills found in this course?

Further Development of Skills

Finally, in Course BMGT-8410 Week 10 Discussion: Course Self-Reflection, I will identify how I can enhance my skills even further. 

• Reflect on how you might continue to develop the skills and knowledge gained from this course.
• Consider additional training, education, or practical experiences that could enhance your professional growth.

Example

To further develop my skills, I plan to pursue additional training in HR analytics and attend workshops on advanced leadership development. Engaging in practical experiences, such as leading cross-functional projects, will also help reinforce and expand my learning from this course.

This post is the final discussion for the term. Responding is required, along with responding to at least one other learner.

Responding to Peers

Responding to peers is one of the vital parts of BMGT8410. We need to provide at least one other learner’s post. I will provide an example post. You can write your peer responses by keeping the following points in mind.

• Engage with at least one peer’s post by providing a thoughtful and meaningful response.
• Enhance the discussion by contributing additional insights, posing questions, or offering alternative viewpoints.
• Ensure your response is courteous, constructive, and backed by relevant scholarly sources where appropriate.

Response

Hi Jacob, great post! I resonate with your reflection on the significance of cultural adaptation in international assignments. Your insights into the use of technology in HR are also compelling. Have you considered any specific tools or platforms that might be particularly useful in implementing these tech-driven HR practices?

 Closing

This How-To BMGT8410 guide aims to assist you in navigating the BMGT8410 Week 10 Discussion: Course Self-Reflection effectively. By thoughtfully reflecting on your learning journey and engaging in meaningful dialogue with your peers, you will gain valuable insights into your professional development. Good luck with your discussion and future endeavors!