Read Chapters 13 & 14

Recommended Materials/Resources

Please use the following author’s names, book/article titles, web sites, and/or keywords to search for supplementary information to augment your learning in this subject.

• Reynolds, George. Ethics in Information Technology, Cengage Learning, 2014.
• Meiners, Roger E., Ringleb, AI H., and Edwards, Frances L. The Legal Environment of Business, Cengage Learning, 2014.

1. Why is it necessary to define policy elements?
2. Discuss the terms confidentiality, integrity and availability as they relate to information systems. Why should this be included in information systems policies?
3. What is the importance of aligning security policies, controls and procedures with regulations?
4. Do you believe that training is a necessity in the implementation of new policies? Please give reasons to support your answer.

For this assignment, you must reply to this post and address the questions below, prior to 11:59 p.m. ET on Friday, June 21st . Continue to follow your classmates’ posts for the remainder of the week and post follow-up messages to at least two of your classmates’ posts prior to 11:59 p.m. ET on Sunday, June 23rd. Your follow-up posts can add additional insight to a classmate’s opinions or can challenge their opinions. Use examples from the readings, or from your own research, to support your views, as appropriate. For your follow-up posts this week, you may wish to visit a couple of the web sites contributed by your classmates and share your opinion of these sites with the class. Be sure to read the follow-up posts to your own posts and reply to any questions or requests for clarification. You are encouraged to conduct research and use other sources to support your answers. Be sure to list your references at the end of your post. References must be in APA citation format. All posts must be a minimum of 250-300 words. All follow-up posts to your classmates must be a minimum of 150 words for each required post. Peer responses posted after 11:59 pm on Sunday evenings will not be accepted or calculated into the weekly forum grade. Word documents will not be accepted. You must type directly into the text editor.

Please use the below link to assist with APA writing guidelines. APA will be used for all written assignments.

https://owl.english.purdue.edu/owl/resource/560/01…

Instructions

Choose one of the following companies:

• Amazon,
• Apple,
• McDonald’s,
• Tesla,
• Facebook,
• Walmart, or
• Target.

Research your chosen company, and then briefly summarize the history of the company from start-up until the present time. Be sure to include some information about how much it has grown and why this growth has occurred. Then, develop and elaborate your own theories as to how boundaries and framing may have affected some of the decisions that led the company to where it is today. Be sure to include the following elements in your case study:

• how bounded awareness can improve the decision-making process,
• at least one example of boundaries exhibited by the company, and
• at least one example of framing concerning the company.

Your case study should be a minimum of two pages in length, and it should be formatted according to APA guidelines. Please include the following three headers in your case study: Introduction and History of the Company, Example of Boundaries, and Example of Framing. You must include at least two academic references to support your work (the textbook may be one of those references). Any information from these resources must be cited and referenced in APA format.

This week for your discussion, you will need to become more aware of your current (or former) employer’s compliance practices. What do you now see that might be a result of OSHA compliance?

For your discussion comment on the following:

• Discuss how the company employs initiatives to ensure OSHA compliance. Provide at least three different examples, one each as health, safety, and security.
• Explain the positive effect each initiative has on your workplace.
• Explain any potential “red tape” that has occurred due to these initiatives.

Respond to the following question below .

• Why is needs assessment information critical to the development and delivery of an effective HRD program?

The needs assessment phase of the HRD process model establishes the foundation of the HRD training program (Werner, 2018, p. 141). It is considered a process by which needs are identified and articulated (Werner, 2018, p. 121). Without a road map to get you from Place A to Place B, you would get lost, the same is true for the needs assessment phase of the HRD model, without it there would be no “map” showing what is to be accomplished from the training program. One of the most; if not the most, critical task in the training process is the needs assessment phase (Sleezer, 1993, p. 248). This step affects the trainees, the organization, the quality of the training program, as well as the effectiveness of the training program (Sleezer, 1993, p. 249). The needs assessment phase uses strategic, task, and person levels to identify where and in what conditions training is needed, what needs to be done to effectively perform, who needs training and in what form should the training be presented (Werner, 2018, p. 123). The needs assessment phase also considers that resources available to use for training are limited for many organizations and that training should be prioritized to have the greatest impact on the organization (Werner, 2018, p. 144). Providing this road map for training helps identify what KSAOs should be included, as well as helps encourage buy-in from supervisors, managers, and employees especially if they are included in the assessment process (Werner, 2018, p. 140).

• Why are behavioral objectives and lesson plans important to effective HRD interventions? What role should objectives play in the design, implementation, and evaluation of HRD programs? How can objectives be of values to trainees?

Objectives should be established as the next steps in the HRD model after needs assessments have been evaluated. Objectives are defined as a “description of a performance you want learners to be able to exhibit before you consider them competent,” per Robert Mager (Werner, 2018, p. 158). Therefore training program objectives describe the intent and desired results of the HRD program (Werner, 2018, p. 158). Establishing objectives also helps form the basis for determining the methods that will be used to achieve the desired outcomes the organization seeks from the training program. Objectives are used to not only form the basis for determining methods but are also used to select the content of the program and to evaluate the program’s success. Clear set objectives can also help trainees focus their attention and efforts during the program, by providing guidance on what and where the program is going along with how to know when they have reached their training goals (Werner, 2018, p. 159). Without clearly defined objectives in the design phase, both learning and evaluation will be less likely to succeed. In order for objectives to be effective, they must link with outcomes, like reaction, learning, application, impact, and return on investment, but also have three critical aspects (Werner, 2018, p. 159). Objectives should be able to describe the performance trainees should be able to do, the conditions under which they must perform these objectives, and finally how well this has been accomplished. Sometimes just simply stated objectives are enough to change employee behavior without addition training interventions. Also clearly defined objectives can represent the organization’s expectations, which have an overall effect on employee behavior (Werner, 2018, p. 160). In summary, objectives help support not only the training program but also those undergoing training by giving them a set of expectations for success.

Sleezer, C. (1993). Training Needs Assessment at Work: A Dynamic Process. Human Resource Development Quarterly, 4(3), 247-264.

Werner, J. M. (2018). Human Resource Development Talent Development, 7th ed. Boston, MA: Cengage Learning.

Boris was a physician on the staff of a city hospital. He was an at-will employee. He was a recent immigrant from an East European country that had a healthcare system that was years behind that of the U.S. in terms of technology and equipment. Consequently, equipment that was deemed to be obsolete in Boris’s hospital was often considered to be nearly state-of-the-art in his homeland. A number of such pieces of lab equipment were targeted for disposal by his department at the hospital. Without seeking permission, Boris rented a truck and with the help of a friend, took the equipment from the hospital’s rear loading dock and, easily finding a buyer, shipped the equipment off to a healthcare facility in his homeland. When the hospital learned what Boris had done, he was fired. The hospital also called the police and filed a criminal complaint. However, when the local DA studied the police report, she determined that the equipment had been abandoned by the hospital and therefore no crime had been committed.

In 500 words, please describe how would you address the situation described Hypothetical Scenario #15, page 39, 9th Ed. Please answer all three (3) questions:

1. Does Boris have a claim for wrongful discharge?

2. Would your assessment change if the hospital’s employee handbook stated that employees would be fired only for “good cause”?

3. Would your assessment change if Boris had done this before with advance permission, and he assumed he had standing permission to continue to do so?

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