Euthanasia Is Morally Wrong Essay - 1626 Words

The two articles that I’ve chosen to research deal with euthanasia and specifically how euthanasia is morally wrong. The first article, by Claire Chretien of Life Site News (2016), talks about a new documentary that was recently released that details the true horrors and deceptions of euthanasia; specifically, the Belgium laws where it has been legal to perform euthanasia and physician assisted suicide for about 15 years. This article’s main points are that, according to the documentary, euthanasia is â€Å"’falsely promoted as compassion and mercy,’ when really ‘it’s about ending the life of someone who’s going through a very vulnerable time.’† (Chretien 2016) Two other main points in Chretien’s (2016) article is that euthanasia isn’t about autonomy due to the fact that someone else says that they, under the law, are qualified to seek PAS (Physician-assisted suicide) or euthanasia; and that euthanasia only takes into account the current suffering of the individual and not what is possible for them in the future in terms of new treatment and care. Finally, Chretien (2016) cites from the documentary that many cases of euthanasia are pushed upon the patient as it suited the doctors and the hospital best for the patient to die by means of aggressive treatment options that could cure their disease but also could just as likely kill them. The article also states that there is very little oversight in the euthanasia protocols, self-governance, reporting, etc. (Chretien 2016) The otherShow MoreRelatedEuthanasia Is Not Morally Wrong1528 Words   |  7 Pagesfails the five point personhood test is not morally wrong, regardless of how or why someone would choose to do so. I find an objection to Warren’s view because it is absurd and it could lead to controversial actions on behalf of her view’s followers. In most, if not all cases, of nonvoluntary active euthanasia the doctor who performs the euthanasia is charged with murder. This is because almost every country in the world has made nonvoluntary active euthanasia, where a patient wishes not to die but isRead MoreEuthanasia Is Morally Right Or Wrong?1740 Words   |  7 Pagesdispensable, we will have crossed a rubicon† (unknown) Currently, there is many conflicting opinions of whether euthanasia is morally right or wrong in society. This act of euthanasia is used on patients to end their suffering of terminal illnesses. It is sometimes requested but also, being that there is multiple types such as voluntary, involuntary, Nonvoluntary, active, and passive euthanasia, in some cases is given without the patient’s actual request and consent. In some ways, it has seemed to becomeRead MoreEssay Euthanasia is Morally Wrong2415 Words   |  10 PagesAccording to Webster’s Dictionary, Euthanasia is â€Å"conceding painless death to a patient who is considered to be hopelessly ill, because of a non-curable disease†. The term is used to refer to the act of deliberately taking the life of a sick person, especially those who are sick from terminal illnesses. Patients in this category are normally those who are nearing their death from a persistent terminal illness and medicine does not to have mu ch effect on them. Different scholars hold different opinionsRead MoreWhat Makes A Human Being A Person?937 Words   |  4 Pagesa role in what is morally right and wrong. In today’s society there are many opinions on what is considered morally right and wrong. For many people some subjects tend to be a grey area for them and they struggle to explain why something is wrong or right. One of those subjects is Bioethical issues and whether or not they are morally right or wrong. One of the small topics of Bioethical issues is euthanasia and whether or not it is okay for anyone to partake in it. Euthanasia is the act of eitherRead MoreShould Euthanasia Be Legalized?907 Words   |  4 Pagesactive euthanasia, which is a highly contentious issue in the United States. Voluntary active euthanasia is currently illegal in the United States. However, I believe that patients with terminal illnesses experiencing a lot of pain and misery should have the right to die the way they choose, with dignity, instead of being subjected to agony. People should be able to choose voluntary active euthanasia, if ever need be, which is why I believe that despite current policy, voluntary active euthanasia shouldRead MoreThe And Passive Euthanasi Active And Non Voluntary1368 Words   |  6 PagesThis is the definition of euthanasia provided by the Oxford English dictionary, but euthanasia is an issue encompassing much more controversy than just whether killing is right or wrong. Euthanasia can be voluntary or non voluntary yet it can also be active and passive, I will be arguing whether or not there is a distinction between these two and if so whether that distinction is morally significant. I will begin by defining active and passive euthanasia: active euthanasia is where a medical professionalRead MoreEuthanasia And Physician Assisted Suicide1236 Words   |  5 PagesOxford English Dictionary, â€Å"euthanasia† is defined as â€Å"the means of bringing a gentle and easy death† (â€Å"euthanasia† def. 2). Today, euthanasia is a method used in the medical field to put an end to a patient’s agony by taking their life for them, making it a very controversial topic. Many people argue that it is morally wrong to take a human life, and others may argue that it is even more wrong to make someone suffer more than they need to. I will argue that euthanasia and physician-assisted suicideRead MoreEuthanasia Is The Meaning Of Good Death1215 Words   |  5 PagesEuthanasia has the meaning of â€Å"good death†. Is there really such a thing as someone having a good death? The controversy behind this is active euthanasia is morally wrong. Active euthanasia is usually done to patients who have been diagnosed with a terminal illness and is a way to have an instant death instead of prolonging life. There are some places where euthanasia is already legally admissible, but people are having thought of making this act of killing legal throughout the country. I shallRead MoreVoluntary Active Euthanasia Essay1010 Words   |  5 PagesWhat is morally permissible? Voluntary Active Euthanasia is a controversial subject, Does one have the right to end their own life? According to Peter Singer in â€Å"Voluntary Euthanasia: A utilitarian Perspective,† Voluntary Active Euthanasia is morally permissible under certain circumstances. If and only if certain requirements are met by certain parties can the process of voluntary active euthanasia be completed. Certain situations where Voluntary Active Euthanasia is morally permissible include;Read MoreThe Wrongfulness Of Euthanasia By J. Gay Williams1473 Words   |  6 Pagespiece â€Å"The Wrongfulness of Euthanasia†, he begins by asserting that euthanasia is gaining popularity within our society, then defines euthanasia, and finally offers retributions as to why euthanasia is neither morally nor practically right. According to Gay-Williams, â€Å"euthanasia is intentionally taking the life of a presumably hopeless person† (Gay-Williams 1979, 278). Based off aspects of his definition, Gay-Williams formats his three main arguments against active euthanasia which stem from nature,

Violation Of The Eighth Amendment Essay - 1591 Words

In the United States Constitution, the Eighth Amendment prohibits the use and practices of cruel and unusual punishment. What exactly is considered to be cruel and unusual punishment? This question is a hot topic among America s many different current controversies. Many people are saying that the use of capital punishment to be sentenced to death as a penalty in the eyes of the law. An execution or capital punishment is a direct violation of the Eighth Amendment to the Constitution of the United States. (84) Capital punishment has been a part of our government since the seventeenth century. Although the capital law of the thirteen colonies differed from one another, many interesting and important details concerning the death penalty and†¦show more content†¦Yet in Idaho and Utah, the law specifies a five-man rifle squad. (88) Execution by firing squad has a long history in America. The first recorded execution by firing squad was in 1608, when George Kendall, one of the ori ginal councilors in the colony of Virginia was put to death. People opposed to the death penalty say that being shot to death if a form of cruel and unusual punishment. There have been cases where the marksmen have missed the shot and it has taken a man over an hour to die from his wounds. Another problem with this form of execution is that some members of the firing squad have been known to aim away from the man s heart, shooting him where it would take longer to die. (116) This happened on September 10, 1951, in the execution of Elisio Mares. During his execution, all five of the marksmen aimed away from the target over Mares heart and shot him on the right side of his chest. The firing squad and witnesses watched in horror as Mares slowly bled to death. When Gary Gilmore was shot to death in Utah in 1973, all four bullets pierced his heart. However, heart death was not immediate, and the doctor had to check twice before pronouncing him dead. (86) The second is hanging until dead. The punishment consisted of looping the rope around the condemned man s neck and dropping him from a height so that the rope tightened, causing a slowShow MoreRelatedCivil Bureau Of Prisons Regulations Essay968 Words   |  4 Pagessociety is continually evolving, this evolution results in amendments to existing laws. There is also evolution in the sub-culture of the prison system. Inmates are more frequently filing cases, in an effort to establish or redefine how the constitutionally established are applicable to their setting. This essay will discuss 1st, 4th, 8th, and 14th amendments, and how they apply to specifically to those who are incarcerated. 1st Amendment â€Å"Congress shall make no law respecting an establishment ofRead MoreThe Bill Of Rights By James Madison1465 Words   |  6 Pagesdocument that laid out the individual rights of the people, state, and the national government. The author of these rights was James Madison, a Virginia congressman who had proposed 19 amendments to the House of Representatives, though the original idea of the document came from Thomas Jefferson. 10 of these amendments made it through ratification by the states and, later on, became what is known as the Bill of Rights. Its name comes from England and refers to the Bill of Rights that Parliament enactedRead MoreCapital Punishment During The Colonial Era1165 Words   |  5 Pagescame to utilizing the death penalty. The death penalty was used for minor offenses such as stealing, killing animals, and trading with Indians. As the late 1700s approached, a movement towards abolishing the death penalty began. Beccaria wrote an essay in 1767 called â€Å"Cri mes and Punishment,† that had a significant impact on the world’s opinion towards the death penalty (Bohm,1999). Beccaria suggested that there was no justification for the government taking someone’s life as a form of punishmentRead MoreThe Death Penalty Of Capital Punishment960 Words   |  4 PagesThe justice system is filled with opposition. Those who support the use of Supermax, the death penalty and the execution of those who are mentally retarded and juveniles, and those who oppose the above mentioned. The following essay will discuss all mentioned topics. In evaluating the use of â€Å"Supermax† against the long-term pathologies it creates, one must first consider what pathogies it actually creates: (1) It plays a role in producing or exacerbating mental illness in prison; (2) it affectsRead MoreThe Constitutionality Of Capital Punishment1726 Words   |  7 Pagescapital sentences in the United States have been imposed for homicide. There have been intense debates among Americans regarding the constitutionality of capital punishment. Critics charge that executions are violations of the â€Å"cruel and unusual punishment† provision of the Eighth Amendment; while supporters of the death penalty counter that this clause was not intended to prohibit legal executions. In the 1972 court case of Furman vs. Georgia, the U.S. Supreme Court ruled that capital punishmentRead MoreThe Arizona Constitution Essay1221 Words   |  5 Pagesstatehood on February 14, 1912 as the forty-eighth state in the union. There were several events that led Arizona to statehood. President William Taft vetoed the first document for Arizona to become a state because he did not believe that citizens should use recall to remove judges from office (SU, 2008). This essay will give a detail timeline of the events leading up to Arizona becoming a state and the adoption of the Arizona Constitution. Also, included in this essay is a brief history of the events thatRead MoreEssay on The Death Penalty: Right or Wrong?1940 Words   |  8 PagesThis essay will discuss the various views regarding the death penalty and its current status in the United States. It can be said that almost all of us are familiar with the saying â€Å"An eye for an eye† and for most people that is how the death penalty is viewed. In most people’s eyes, if a person is convicted without a doubt of murdering someone, it is believed that he/she should pay for that crime with their own life. However, there are some people who believe that enforcing t he death penaltyRead MoreThe Usa Patriot Act, a Controversial Public Policy, Julius Taka2951 Words   |  12 PagesThe USA Patriot Act of 2001 is a controversial public policy, which greatly undermines the civil liberties and constitutional freedom of the American people. This essay will moved from an overview of the USA Patriot Act to a review of the critical literature regarding the importance of the Act to the safety of Americans and shows how the Act violates the civil rights and liberties of citizens and noncitizens alike. After presenting sufficient evidence that the Patriot Act violates many of the basicRead MoreThe Constitutionality Of Capital Punishment1625 Words   |  7 Pagessince the 1970 s. Ever since the reinstatement after 38 years of being banned, there has been intense debate among Americans regarding the constitutionality of capital punishment. Critics say that executions are violations of the â€Å"cruel and unusual punishment† provision of the Eighth Am endment (cite?). Some capital punishment cases require a separate penalty trial to be made, at which time the jury reviews if there is the need for capital punishment. In 1982, the first lethal injection execution wasRead MoreCapital Punishment in the U.S.586 Words   |  2 Pagescapital punishment. The United States does not violate its Constitution with the use of capital punishment. At no point in the U.S. constitution does it prohibit sentencing of death for some inhumane crimes. The U.S. Congress that proposed the eighth amendment enacted the act of April 30, 1790, which made some offenses punishable by death (Watkins, 17). The Death Penalty Information Center (DPIC) tracks capital punishment legislation across the country and lists proposed and passed bills by year and

Critically Assess Whether Strategic Hrm Leads to ‘High Performance’’ Free Essays

Essay Question 1: ‘Critically assess whether strategic HRM leads to ‘high performance’’ Introduction There is a controversy whether the Strategic Human Resources Management (SHRM) leads to ‘high performance’. A general idea of SHRM is that â€Å"the linkage of management and deployment of the individual within the firm to the business overall and its environment whereas HRM is the activities that take place under this area. † Truss and Gratton (1994). We will write a custom essay sample on Critically Assess Whether Strategic Hrm Leads to ‘High Performance’’ or any similar topic only for you Order Now It spotlights on long-term strategy. Two theoretical perspectives to the Strategic Human Resources Management (SHRM) will be introduced and compared to determine whether they manage to ‘high performance’ or not. First, the Universalist approach is ‘one best way’ of dealing human resource to improve business performance. Second, the Contingency approach is to align HR policies and practices with the details of business strategy to create a positive impact on business. In addition, two examples: a large company and a medium-size company will be used to illustrate both approaches practically. At the same time, there are issues associate with theoretical perspectives that need to be discussed. Such issues are the implementation problems as well as the measurement problems. After all, the question will be answered with analysing all of the above. The advantages and disadvantages of each approach will be identified by gathering views of researchers. To the final stage, both approaches are being recognised if the linkage is existence to ‘high performance’ and to the level of measure that are being noticed. Different approaches to SHRM * Universalist approach A Universalist approach is known as ‘best practice’ human resource management (HRM). This approach describes there is ‘one best way’ to manage people in order to improve organizational performance. It argues that all organizations, regardless of sector, size or country, will benefit from identifying, gaining commitment to and implementing a set of best HRM practices. The job of a researcher is to identify what the practices are, and a job of HR professional to implement them. For example, a research from Delery and Doty (1996) identify certain practices that improve organizational performance. The detailed components are ‘high performance work systems (HPWS)’ Berg (1999); Appelbaum et al (2000), ‘high commitment management’ Walton (1985); Guest (2001a, 2001b) and ‘high involvement management’ Wood (1999a). Another researcher by Jeffrey Pfeffer (1998) identifies that seven universally applicable practices will benefit all firms. The components include: 1) Employment security, 2) Careful hiring, 3) Self-managed teams and decentralized decision-making, 4) Comparatively high compensation, 5) Extensive training, 6) Low status distinctions and barriers, 7) Extensive sharing of financial and performance information. The implication is that when a coherent bundle of HR practices is outlined, the integrated HR practices will impact positively on organizational performance. The ‘best practice’ HRM sees there is ‘one best way’ of managing people and that is appropriate across all circumstances. * Contingency Approach On the other hand, the Contingency approach is known as ‘best-fit’ HRM. It takes account of factors such as organizational size, location, sector, strategy and the nature of work. Baird and Meshoulam’s (1998) model advocates that HRM approaches will differ giving to different life-cycle stages. These life cycle stages ranges from start-up to maturity. While an organization is growing and maturing over time, it becomes gradually complex. Therefore, more sophisticated HR structures and policies are needed. This approach focuses on two types of ‘fit’ and ‘line management integration’. The first type is ‘External fit’ and it is commonly known as ‘vertical fit’. It is in coherence and alignment with business strategy and external market factors. When HR policies and practices are aligned to strategic focus, performance will improve. Porter’s (1985) strategic options on 1) Cost Leadership, 2) Differentiation and Innovation and 3) Focus are adopted. The second type is ‘Internal fit’ and it can also interpret to ‘horizontal fit’. HR policies and practices are all fit together so that they are in coherence. They are also mutually reinforcing and are applied continuously. Jeffrey Pfeffer’s (1998) seven practices are adopted. Lastly, ‘Line management integration’ is when line managers act as a critical character in implementing HRM strategy. Best-fit’ HRM suggests that the best to manage people will vary depending on organizational circumstances, and hence, the link to business strategy is key. Empirical evidence of SHRM model * A large company – Tarmac The UK quarrying company Tarmac has over 12500 employees at present. The operations function is key to overall company’s performance. It needs the support of finance managers, zone managers and H R managers. A finance manager delivers financial and management accounts to contribute the strategic decision-making process by forecasting financial performance. A zone manager manages operational performance. They meet and improve targets for cost, quality, delivery, safety and business ethics shown in key performance indicators (KPIs). Lastly a HR manager ensures business managers apply HR policies and procedures. The company’s goal is to achieve objectives by motivating all individuals working together as one team across the business units and functions. Each objective has its strategies. The followings practices are to achieve ‘Engage employees’ and ‘Act Responsibly’ objectives. Firstly, Tarmac focuses on a high level of employee involvement and encourages high employee commitment to the organization so that workers feel they are trusted and treated in an open and positive attitude. For example, employees regularly discuss with managers about their viewpoints within development teams. This helps workers feel part of the wider team, strengthens employee engagement and commitment to the company. Secondly, team-working practices create a closer supervision and a flat hierarchy. A coaching style manager develops employees to manage themselves rather than to manage each task. Employee’s suggestions are offered, and this contributes to improvements in organizational performance. An example of Tarmac targets and measures a decline in waste. In 2010, eighteen workshop-training sessions were held for all site employees on CO2 awareness and energy. All district managers were involved in the programme. Some external experts from Carbon Trust were also invited to support the rollout of the training programme. As a result, Tarmac gained benefit from 500 energy and CO2 reduction. Overall, Tarmac adopted a high commitment strategy to meet the objectives. Therefore, it improved the company’s performance. * A small-medium size company – i-LEVEL i-Level is one of the most innovative digital media companies and is ranked the ‘Sunday Times 100 best companies to work for’ in 2004. It has a size of workforce of 60 employees. The i-Level company has a high level of financial performance. There was a 33 per cent increase in earnings per annum. Their guiding principles are used as a framework. This is to ensure the internal fit and the external fit of company. The company is at the growing stage which a lot of the recruitment effort is on discovering the potential staff. -Level frequently seeks appropriate employees to be supported to work with the company. To fit HR policies and practices together, i-Level uses physical arrangements to remove top-down hierarchy in order to encourage employees’ participation, communication, creativity, self-managed teams and organisational values. As a result, a complete, open plan office is the environment where employees conduct their normal day-to-day operations. Moreover, i-Level sees pay is significant for performance. 15 per cent of the company’s pre-tax profit is kept for performance bonuses from 2003 to 2004. Meanwhile, the company argues pay is not their primary motivating force. On the other hand, the company aligns with business strategy and external environment by providing training courses for technical skills in media advertising. The company also offers an unusual training budget. There is an annual allowance provided for personal training and development purposes that are no obvious relation with work. The belief is to develop the skills and interests of workers in ways not studied before. This is expected to enhance i-level workers’ innovative thoughts at work through practices outside the company’s work area. To summaries, i-LEVEL achieves competitive advantage through innovation and which competes in very tight labour markets. It adopted Porter’s strategic option of ‘Focus’ and Pfeffer’s 7 practices to enhance the company’s performance. Additional issues to reflect * Problems of implementation Line managers are central HRM performers in the organization, and they play a vital role in implementation of HR policies and practices. They influence their team‘s performance in a direct manner. A number of factors account for the line management problem. Firstly, it seems there is devolution to line managers. For instance, line managers do not want the responsibility of being a line manager or do not have enough time to deal with it accurately. They might not have the skills to handle HR issues successfully or are unaware of recent developments in view of HRM. Some managers do not consider a long-term view of the company or are inefficient for making policy in this area. Secondly, McGovern et al (1997), Marchington (2001) and Hutchinson and Purcell (2003) identify there are differences between ‘espoused’ and ‘actual’ policies that are relatively recognized to line managers. For example, some policies are normative rather than positive. Some descriptions of policies and practices are in general terms rather than analytical about actual situations. Hence, managers are unable to implement them specifically to meet the company’s goals. Furthermore, a broader issue, the line manager jobs in firms become progressively complex due to new firms’ structures. For instance, virtual and network companies have less clear line manager characters than the layered hierarchical company. One observable implication is pressure for reducing the size of the HR department. There will be a cut down in numbers of HR professionals. Ultimately, these factors all affect the organizational performance due to unsuccessful implementation of HR policies and practices. * Problems of measurement Fitzgerald (1991) and Neely (1998) stated that performance measurement is a key issue in guaranteeing the effective implementation of a firm’s strategy. However, using inadequate measurements is poor in supporting managements’ business objectives. The followings are the circumstances. Scientists use large-scale data groups made self-completed questionnaires. This will lead to two problems. First of all, there is dependence on one person, to represent the whole group. Secondly, there is dependence on a design of questionnaires. For example, respondents are answering yes or no questions rather than giving thoughts and opinions. This type of questions may generate a less accurate result. Moreover, there is uncertainty of how the data should be gathered, presented and analysed. The major problem is mis-reporting single respondents. Respondents may have limited knowledge of the area and use of policies. Furthermore, the measures of performance commonly take account of the financial performance, whereas there is a few findings focus on the broader issue of employee attitudes and well-being. Equally, there are matters to the range of HR practices. For instance, a report shows statistics of whether a company has self-managed teams, some may look at the proportion of workers running in a self-managed team. Lastly, Atkinson (2005) suggests that the measurement of productivity in the service sector can be exceptionally challenging. It is always easy to get typical, comparable financial statistics. To sum up, the measurement of data are related to the level of relevance to business performance. Critical analysis of the beyond * Best practice Pros ; Cons Research states there is a positive link between the HR practices and organisational performance. Firstly, Huselid (1995, p. 667) discovered that ‘the degree of returns for investments in High Performance Work Systems is significant’. In fact, ‘A one standard deviation rise in High Performance Work Systems practices is associated with a comparative 7. 5 per cent drop in labour turnover. On ‘per employee’ base, $27,044, $18,641 and $3814 more in sales, more in market value and profits respectively. Secondly, the workplace employee relation survey (Cully et al 1999) indicates that there is 14 per cent of organisations adopted high commitment strategy. In contrast, researcher (Delery 1998) also emphasized ‘deadly’ bundles of practices need to be avoided. For example, it occurs to managers giving reward based on individual performance while they are working as a team. Furthermore, Boxall and Purcell (2003, p. 64) commented while multi-national companies make the effort standardise their practices across nations, national perspective and organisational sectoral perspectives show criticism on the effectiveness of these practices. Marchington and Grulis (2000, p. 1117) argue the most common example is in labour intensive organisations recognise costs are expensive when they use these practices. To summaries the best practice approach, Guest’s (1987) argues that there is no best practice. At the same time, he also suggests a set of best practices such as high commitment management is the route to survival of UK business. This leads to an argument that in order to enhance company performance, managers must alter their HR policies and practices to the framework that is operational. The interpretation comes to ‘best-fit’ approach. * Best-fit Pros ; Cons Thompson (2000) conducted two studies of firms in the UK aerospace industry. His first study in 1997 showed that with higher levels of value added per worker encourages greater diffusion of innovative working practices with their non-management employees. These organisations are towards to more heavily engaged in specialist production for niche markets and hired technical and professional workers. The second study in 1999 showed evidence that organizations introduced a larger number of high performance work practices had much enhanced business performance. As a result, companies moving from less than five to more than six innovative practices created a 34 per cent increase in value added per worker. On the other hand, Miles and Snow (1984) align suitable managerial types to three genetic strategies of prospector, defender and analyser. If managerial properties and skills are aligned to company strategy, there will be a higher level of link to organisational performance. Thomas and Ramaswamy (1996) offered such support. As a result, performance in aligned firms was statistically excellent. In comparison, (Purcell 1999 p. 35) outlines that a number of successful organisations features that are unable to model. These are the cultural norms that have been developed gradually over a long period associated with accomplishment. It is easy to identify the key factors that drive to success. Especially when the organisations are large and complex. Imaginably the major problem is that many organisations exist inside complex external environments with multiple contingencies that are not to be ignored or recognized. * Comparing both approaches Each approach has advantages evidence and disadvantages evidence. It could be argued that different approaches can apply in different sectors. For example, Guest (2001) advocates that there is the possibility that a high commitment management is most applicable in manufacturing i. e. Tarmac, while strategic choice for fitting with business strategy, is more credible in the service sector i. . i-LEVEL. As a whole, critically discuss the link between SHRM and performance. Evidence from Patterson et al (1997) examined sixty-seven manufacturing businesses in the UK for a period. The outcomes were 19 per cent of profitability and 18 per cent of the variation in productivity could be certified to HRM practices. This demonstrated HRM practices has a positive impact on organisational performance. C onclusion In summary, SHRM consists of a number of practices and is an organization level analysis of how HRM systems impact on performance. Two theoretical perspectives outline different views. The ‘best-practice’ approach defines there is ‘one best way’ of managing people. It is appropriate across all circumstances. Whereas ‘best-fit’ approach terms the best to manage people will change depending on organizational circumstances. It highlights the essence of linking business strategy. Tarmac was used as an example. It applied the ‘best practice’ approach and adopted a high commitment strategy to meet the objectives. Hence Tarmac improved its firm’s performance. I-Level was used an example to describe the competitive advantage the company had achieved through innovation while competing in extremely tight labour market. It adopted Porter’s strategic option of ‘Focus’ and Pfeffer’s 7 practices to enhance the firm’s performance. Empirical evidences show both organisations are successful with adopting different approaches to their specific, targeted firms. These firms had a positive impact on performance. This can be concluded that SHRM has a clear link to business performance practically. In depth, other issues such as implementation and measurement roblems are considered. Problems of implementation affect the organizational performance due to unsuccessful implementation of HR policies and practices in line management. On the other hand, problems of measurement are valued on the basis of how easy and difficult the data is to represent and most importantly the level of relevance to business performance. If the r elevance is slight, it may have little or no impact on business performance. In the final stage of comparing both approaches, many researchers’ point of views is gathered. ‘Best-practice’ approach has advantages and disadvantages. It seems to argue that high commitment management is the route to successful business performance. On the other hand, the advantages and disadvantages of ‘best-fit’ approach suggest that applying this approach can be rigid and inflexibility due exists of complex external environments. Furthermore, in recent arguments, the product labour market seems to be emerged to a new post-industrial age where employers will tend to hire self-employed workers to carry out specific, time-limited projects for companies. This is due to the prediction of radical change. It can lead to a view that ‘best-fit’ approach should to be managed appropriately. This means practices should be adequate in different company’s life-cycle stage and align with different strategies. So that, it can feasibly enhance the organizational performance. Finally, strategic human resources management gives evidences, views, researches and facts to enhance organizational performance. However, the degree of high performance in context varies in different organizations under their circumstances. Hence, it does not necessary impact to ‘high’ performance. How to cite Critically Assess Whether Strategic Hrm Leads to ‘High Performance’’, Papers

Reflective Practice and Daily Ward Reality †MyAssignmenthelp.com

Question: Discuss about the Reflective Practice and Daily Ward Reality. Answer: Introduction: Reflective is a useful tool for both the students and qualified nurses. It is a critical and valuable incident despite being complex.it is a process through which practitioners will better their understanding of self in order to build their strengths for appropriate future actions. The discipline is significant to any enrolled nurse for a number of reasons. Firstly, it helps in enhancing the self-esteem and encourage a holistic, flexible person ready to practice and put the theoretical knowledge into action. Secondly, it assists in making the nurse make conscious attempts that will identify the learner from what is happening. It also provides a forum for rapid and progressive refocusing of work to enhance understanding and exploration of the profession. Also, reflections make the nurse view clinical procedures from different perspectives through alternative course of actions that are encouraged (Mantzoukas Jasper, 2014) Reflection is not an easy process that can just be taken without a map or a pointer. It is for the purpose of simplifying it that models such as Gibbs model were introduced in the profession (Chong, 2009). He proposed a reflective cycle that begins with describing a practical event and then cycling it through the following stages. First one identifies his or her feelings then evaluates the experiences. As a student who is engaged both in the practical aspect of nursing and the theoretical perspectives, my reflections will start after identifying my feelings towards these things. For example, when learning on how to dress a wound, my feelings will play a greater role in helping me remember the lesson. Secondly, I will analyse the experience and draw conclusions that will include alternative actions that would have been taken and then draw up an action plan for future reference. Application of the model in my studies My learning has been enhanced throughout the clinical and theoretical experiences because of the following reasons. Firstly, I am in a position to relate the clinical experiences with the theories learned in a classroom. It is possible for me now to know when a clinical procedure is not performed correctly according to the set rules. Secondly, I have discovered myself and as a result, I can relate to the patient, colleagues and the environment for the betterment of my practice. In addition, I am able to build my own theories from observations and as a result increase my mastery of the discipline (Moon, 2011). I am also able to critically review the processes performed in a ward and develop a routine kind of activities that enhance my delivery of services to the patients The standard requires nurses to be informed by research evidence indicators. In my learning and clinical activities, I have learned to observe it. The main reason that makes me hold so is the fact that all my clinical procedures no matter how routine they may appear, I have to think through them and internalize the concepts behind its operation (Bolton, 2010). In addition, I have learned the virtue of enquiring and referrals in the event of complex activities that am not familiar with. As a training nurse am also reflecting on my current situations that offer learning opportunities and connecting them with my past experiences. References Bolton, G. (2010). Reflective Practise; A guide for Nurses and Midwives. California: SAGE Publications. Chong, M. (2009). Is reflection a Useful Task for Nurses? India: Asian Nursing Research. Jasper, M. . (2014). Reflective Practice and Daily Ward Reality. Journal of Clinical Nursing, 925-933. Moon, J. (2011). Development of Assesment Criteria for Nurses. PGCE Journal, 12-20.