Posts

1. What drove the sourcing decisions on the part of all three business organizations described in the case studies for this session?

Case 1: Outsourcing[1]

Southwest Bankers, Inc. (not it’s real name) through its subsidiaries, provides financing for industrial and commercial properties, for interim construction related to industrial and commercial properties, and for equipment, inventories, and accounts receivable.  The bank also offers acquisition financing, commercial leasing, and treasury management services as well as a host of consumer banking products and services, such as checking accounts, savings programs, automated teller machines, overdraft facilities, installment and real estate loans, home equity loans and lines of credit, drive-in and night deposit services, and safe deposit facilities.  Internationally, Southwest has both a commercial and a consumer banking presence in Mexico where it accepts deposits, makes loans, issues letters of credit, handles foreign collections, transmits funds, and deals with matters of foreign exchange.

The company also acts as a correspondent for other financial institutions, primarily other, local banks in Texas, providing trust, investment, agency and custodial services for individual and corporate customers, and sales and trading, new issue underwriting, money market trading, and securities safekeeping and clearance services for fixed-income institutional investors.   In line with its overall business strategy to provide the most complete portfolio of financial management services, Southwest also offers insurance and securities brokerage services, advisory and private equity services to middle market companies in Texas, and loans to qualified borrowers for the purpose of financing the purchase of property and casualty insurance.  In terms of corporate clients, Southwest Bankers focuses on the energy, manufacturing, services, construction, retail, telecommunications, healthcare, military, and transportation industries.  The company was founded in 1868 and is headquartered in San Antonio, Texas.  For all intents and purposes, Southwest is a healthy and viable financial services institution.

Recent business growth has placed the organization in the position of requiring a series of major computer hardware and software upgrades. Although the IT organization is performing well, with high marks from the user community, the company has decided to explore whether to outsource some, or perhaps all, of its IT organization.   Their thinking in this matter is driven by the view of executive management that though IT is a key enabler of the bank’s operational (a.k.a. transactional) and management activities, the running of a successful IT services organization is not one of Southwest’s core competencies.  Their strategic focus is the expansion of their banking services into the Southwestern United State, Mexico and perhaps other Latin American countries.

Southwest therefore developed a request for proposal (RFP) to outsource their internal IT organization and sent this document to several companies with the capabilities and tested experience to provide the necessary range of IT services required of the bank.  After evaluating the responses and visiting the facilities of those who responded, the decision was made to outsource the entire IT organization to XYZ Computer Services (not their real name).  A contract was signed with the successful bidder. The transition was accomplished smoothly over a period of months.  The outsourcing vendor hired most of Southwest’s IT staff onto their own payroll and now operates and updates Southwest’s entire IT platform as required to meet the needs of the client under this fee-based arrangement.

Case 2: Partnering

Reliable Utilities, Inc. (not it’s real name) is a regional, investor-owned electric and gas utility, with revenues of approximately $3.3 billion and assets totaling approximately $7.8 billion.   The company transmits and delivers electricity and gas to 1.1 million electric customers in 81 communities and nearly 300,000 gas customers in 51 communities.  Reliable employs more than 3,100 employees in its regulated business

Reliable Communications, Inc. is an unregulated subsidiary involved in telecommunications activities over fiber optic networks.

Reliable Energy Systems, Inc. is an unregulated subsidiary that provides heating, chilled water services, and electricity to several hospitals, medical research centers and teaching institutions in its major metropolitan service area.

Reliable LNG Corp., a third unregulated subsidiary, operates liquefied natural gas facilities in two local communities to supplement pipeline supply during the winter months.

The IT Organization within Reliable Utilities, Inc. services the IT needs of the parent organization and all of its subsidiaries.

The drive for increased efficiency and cost management led the Reliable Utilities, Inc. IT organization to employ increasingly sophisticated and complex technologies (e.g., wireless remote meter reading; GPS systems in service vehicles; complex mapping systems of embedded pipes, conduits and wiring, etc.).  Challenged to find, hire, and retain staff to deploy and maintain these systems, the IT organization launched a search for a partner who could provide a wide range of technical personnel for short- or long-term assignments as needed, and who could flexibly respond to evolving IT staffing needs on short notice.  However, in order to maintain close relationships with the user community and to be on top of or to anticipate staffing and expertise requirements as these emerged from planning discussions, this partner needed to work in-house, as though he/she was part of the Reliable Utilities, Inc. IT organization.

The CIO of Reliable Utilities, Inc. therefore developed a request for proposal (RFP) and sent this document to several companies with the necessary range of services.  After evaluating bidder responses and interviewing their key personnel, she negotiated a contract with the winning bidder.  Under this agreement, a senior on-site partner executive operates as a member of the Reliable Utilities, Inc. CIO’s staff, attending staff meetings and participating in strategic planning sessions.  This individual then dynamically assigns external IT resources to Reliable IT projects as the need arises.  Once a project is completed, the partner’s people will leave, turning over the day-to-day running of the new IT-enabled platforms and services to Reliable’s own IT organization.  As part of this hand-off, the departing experts will transfer their knowledge of the new systems to Reliable personnel.  This process is referred to as “technology transfer.”

Case 3:  Unwinding an outsourcing relationship

The State Retirement System (SRS) (not its real name) is a defined benefit plan qualified under section 401(a) of the Internal Revenue Code.  SRS provides benefits to its eligible members and their beneficiaries upon retirement, disability, or death. SRS has approximately 53,000 active members including firefighters, police officers, teachers, and state and local government employees. Approximately 22,000 individuals currently receive a monthly benefit from the System.

For many years, consistent with best practice, SRS had retained a consulting actuary to guide its calculations of benefits that would be paid to its members based on the terms in their respective contracts and the level of their past contributions to the retirement funds managed by SRS.  In addition to consulting services, the consultant has provided SRS with a unique payroll system under an outsourcing agreement, where SRS members make payroll contributions into the system and they then receive benefit checks from the system upon retirement.  Other services, such as investment management, are also provided by other external third-party vendors.

Over the years both Federal and State tax law changes have required the consultant to reprogram his software to bring it into compliance.  Given the ager of the information system in question, these changes have become increasing difficult to accomplish.  The added effort required has been billed to SRS.  Faced with increasing administrative costs, and given difficulties in modifying the payroll system to accommodate legislative changes, SRS decided to explore whether to work with their vendor on modifying the existing arrangement and system or to acquire and operate a state-of-the-art retirement management system in house.  As it so often happens, in the many years since in inception of SRS’s home-grown system, a number of commercial product equivalents have entered the market place.

To make this decision, SRS first developed the overall requirements for the new system.  This exercise revealed a number of issues with the existing system.  Then they developed a RFP describing their needs and sent this document to qualified IT system providers.  The companies were required to define the costs to obtain and configure the hardware that would be needed to operate their prosed product offering (i.e. the proposed information system), the installation costs for the new system, the costs to convert and move the SRS data from the existing vendor-based system to the envisioned in-house system, and the cost to train SRS staff on system operations. Per the RFP, the vendor would perform system maintenance under a separate agreement.

After evaluating the responses and interviewing the bidders, SRS found that they were much better off with bringing this core service of the firm back in house.  They therefore reached an agreement with the chosen vendor and implementation began.  First the hardware was ordered and a data center was located and built within the SRS building.  The vendor then assisted with configuring the hardware, and installing the software.  The firm’s records on the old system were converted to run on the new software. User training and system acceptance testing took place over a period of several months.  Once the parallel run results were certified by the auditors, SRS began operations with the new system and sunset the old outsourced solution and its own – their former actuary.

[1] Unlike a few of the other of the cases in MISM 2301 that feature fictitious but highly-representative business organizations, the companies mentioned in these three case studies are in fact real but their identities are disguised at the request of the sourcing specialist who consulted with these organizations.

Book body of lies:How relevantly and persuasively you use examples from the novel as supporting evidence.

Instructions

  1. Read the book Body of Lies (pdf version included)
  2. Choose one the following question to reply
  • A vital aspect of Hani Salaam’s character is to know when to trust your allies and to keep your word. He believes that this is essential for good intelligence work. How do Hani Salaam’s beliefs/values differ from Ed Hoffman’s?
  • Which two characters in Body of Lies have the strongest relationship? Use examples from the text to support your argument. Remember that a strong relationship can also be a negative one
  • The title of the book can be seen as having multiple meanings. Take a position about what you think the title means, and provide examples from the novel that demonstrate how the plot illustrates the principle of spy fiction, that “nothing is ever itself” and that appearances are rarely what they seem to be.
  • Complete a character analysis of one of the following characters: Roger Ferris, Ed Hoffman, or Hani Salaam. Make sure to address how their character changes throughout the story, what role their character plays in the story, and what significant things happen to them throughout the text. Make sure to use quotations from the novel to provide evidence for your analysis.
  • The shifting control of power, or at least the perception of such control, is one of the several factors holding a very delicately balanced story together. Choose the character that you believe has the most power throughout the novel, using examples from the text to support your argument.
  1. Prepare a response with
  • 275 words
  • Use references/quotations in your response (insert chapter number)
  • MLA format
  • Work cited

When attempting to respond to the questions about the novel it is important to think about how:

(1) Effectively you perceive and explain significant issues in the novel,

 (2) How intelligently and clearly you organize your answer,

(3) How relevantly and persuasively you use examples from the novel as supporting evidence

 

Do you think it pursues a worthy cause? Does it appeal to you at all? Why or why not?

2) The Nonprofit: You will be assigned a nonprofit organization from the list below. Do some research on it to find out the following pieces of information: a) Who founded the group, where did it start, and when did it begin? If the group has been around for a number of years, you will need to condense your discussion of the group’s history. b) What is the group’s mission statement? (Summarize this if it’s long.) To what crisis is the group responding? c) What exactly do they do? Provide an example. d) How do they get their funding, and who makes up their workforce? e) Are there testimonials from third parties as to the effectiveness of the organization’s work, and what do those third parties say? You must refer to your sources in your paper and document them with parenthetical citations and a works cited list. Use the MLA Handbook and our course materials on documentation to discover how to cite your sources.After you have set forth this information, you should conclude by offering your critique of the organization itself. Do you think it pursues a worthy cause? Does it appeal to you at all? Why or why not?
You must do your essay on the following group:
Susan G. Komen for the Cure.

Writer and Audience:

To make this assignment more personal, you might pretend that you are a roving reporter presenting your material to a TV audience. If you are writing about the Human Condition, you could present your response to the reading in the form of a review, as if you were providing a movie review to your audience. If you write about the nonprofit, pretend to be a reporter investigating the organization and informing your audience about it as a feature piece on a nightly newscast.

Some sources need to come from CharityWatch, Charity Navigator, or GuideStar.

How do professionals with responsibilities for children use reflection as a tool to enhance their practice?

Introduction

Professional practice necessitates the use of specialised skills to solve real-life challenges. In dealing with children and families, professional practice is further complicated by ethical scenarios that are ever present. Professional practitioners are from time to time entangled between justice-based ethics and care-based ethics (Johns, 2009). The responsibilities for children and families require a high level of skillset that is enhanced in several ways, professional refection being one of them. The professionals have to keep abreast with the most current legislation affecting children and families, as well as the changes in the professional code of practice. In dealing with children services, getting it right for every child (GIFREC) is a national program in Scotland designed to provide the guiding framework for professional practitioners with responsibilities for children working within this jurisdiction (Government of Scotland, 2018). The paperill explore the contemporary issues affectedn direct practice with children and families, how the early year’s practitioners use reflection to enhance their skills, and how they cope with ethical quandaries that arise in their line of duty.

The information sharing comes with a possible conflict between the ethical principle of confidentiality and the need to share confidential information regarding the backgrounds of the children in promoting their well-being. However, the information sharing policy is backed by a noble rationale in aiming at preventing some seemingly minor issues identified at early stages from turning into serious problems at later stages of life. To strike a balance between the two perspectives, there are rules that professionals are required to abide by during information sharing (Johns, 2009). The rules include the requirement that such information sharing must be done under the requirements of The Data Protection Act (2018) (Government of Scotland, 2018). The requirements are that such information must be used lawfully and transparently, and the subjects of such information must be protected. Also, the information to be shared must be that which is necessary and relevant to the nature of the child services. Also, there should be a record of the information shared and a clear justification of why such information has been shared. Finally, the child or the family, or the guardian of the child whose information is shared among the various child services must be made aware of the rationale behind such information sharing (Redmond, 2017).

Professional practitioners are by law required to consider whether it is suitable to share the information they have on a child with other professionals who may require it when performing other kinds of child services. For instance, a professional working in a foster home may identify that a child has undergone through some adverse childhood experiences (ACEs) such as violence and neglect, which affects their later growth and development stages.  ACEs affect how the child learns and copes with stress at later stages of life. Thus, such information should be shared with the early childhood development teacher to ensure that they understand the special education needs of the child. With such information, the teacher may recommend that the child undergoes counselling to help them build skills such as stress coping and how to socialise with their colleagues (Johns, 2009). The professional counsellor will also require to understand the child’s background in order to effectively provide the suitable guidance to support the child (Reamer, 2013).

The benefits of the bill include bringing about a level of consistency, coherence, and clarity in the nature of the services that are offered to the affected children all over Scotland. The law as spelt out in the Children and Young People (Information Sharing) (Scotland), and the Data Protection Act (2018) provides the guiding principles of how the process should be conducted (Government of Scotland, 2018). The implication of the policy is that it promotes interoperability between different agencies offering various kinds of child services. Professionals are prompted to work together in sharing knowledge and information regarding the children with a combined objective of promoting the lifelong well-being of the child. Thus, professional practitioners are induced to embrace the principles of teamwork, as more positive outcomes are achieved through working together (Stanford, 2009).

Another contemporary issue affecting practitioners is the single planning framework that requires the children who require special attention to each have a unique “Child’s Plan”. The policy was captured in the Children and Young People (Scotland) (2014) and the implementation was scheduled to be conducted in the year 2018 (Government of Scotland, 2018). The Child’s Plan is targeted to the children who require some sort of special support that is not generally offered to all children. The children in need of special support include orphaned children, children raised by single parents, children with disabilities, and children who have suffered one or more ACEs. The components of a Child’s Plan include a highlight of the professional support that the child requires, explanations of the relevant actions required to provide the relevant support, the description of the professional services required by the child, the objectives of the support provided to the child, and a mechanism of how the outcome will be assessed and reviewed. Furthermore, the child’s plan details the lead professional who is responsible for monitoring the child’s development process (Redmond, 2017). The aspect of the Child’s plan affects how professionals work in fulfilling their responsibilities to children. The professionals must be familiar with such a Child’s plan where present, to ensure that the nature of the services they offer to the child is consistent with the particular needs of the child.

The lead professional is a practitioner such as a social worker who is assigned the responsibility of seeing that the child’s plan is properly managed as has been set. The lead professional is responsible for making sure that they inform the parent or guardian of everything that is happening at the various stages of the Child’s plan. As such they should strive to get the parents or guardians involved in the decisions pertaining to the welfare of the child (Johns, 2009). The lead professional is also required to be up to date with the progress of the child with respect to their plan. The professional ascertains that the program is up to date, accurate and is responsible for the regular review of the plan. Finally, the lead professional is required to work with the particular named person assigned to the child (Reamer, 2013). The named person refers to the particular chosen contact person whom the parents, guardians or other professionals dealing with the child can get in touch with for the relevant information concerning the support required for the child. The lead professional refers to a party chosen to oversee the services offered to a child based on their skill set and experience that gives them the know-how of how to assist the child. The lead professional works in conjunction with the named person, and parents or guardians of the child.The main challenge to the professional is understanding the child’s needs through interaction. Additionally, the family or guardians of the children might pose a challenge by proving to be difficult to work with. As such, the implication for policy is that professionals be trained on some of these difficulties so that they can learn to differentiate the difficulties posed by parents/guardians with identifying the needs of the child (Stanford, 2009).

The lead professional is normally appointed by one of the services providing support to the child. The most critical role of the lead professional is to ensure there is coordination and consistency in all the child services that are offered to the child (Banks, 2016). Thus, the lead professional acts as the link between the child and other various professionals offering different sorts of supporting services to the child (Banks, 2012). As can be observed, the professional practice for those involved with roles and responsibilities for children entails practitioners working more and more harmoniously and as a team. Contemporary early year’s care entails more than just the technical skills required to fulfil certain tasks but also involves managerial skills that help the practitioners work as a team comprising of the children, other professionals, and the parents or guardians. Practitioners also require management skills in the setting of the plans for support and services that the child requires, as well as coordinating and monitoring the support framework given to the child.

How do professionals with responsibilities for children use reflection as a tool to enhance their practice?

Reflection is an essential tool for enhancement of the practice amongst professionals in various fields. The professionals in their various areas of specialisation are able to apply reflection during the decision-making process. Reflective practice involves the synthesis of the experiences and routine occurrences in the past that gives an insight on how to approach a problem.  The practitioners dealing with minors deal with issues relating to how children understand different things differently from adults, and how they have difficulties processing information most of the timens, 2009). Reflection prompts a professional to make correct judgements concerning the desirable behaviours that should be imitated by children. Thus, desirable behaviours are shaped since the professionals realise what leads to unwanted characters amongst the clients. A deeper reflective analysis enhances effective learning process as the professionals learn how to extend the learners knowledge basing on the experiences.  The learning theory cycle proposed by Kolb (2014) describes the four stages of how the learning process is enhanced through experience and reflection (Wilding, 2008). The model stipulates that knowledge is attained through the reflection of the past events and forming conclusions. The practical approach to solve a problem links an individual experience with the theoretical knowledge.

The four stages stated by Kolb’s reflective cycle are Experience, Reflection, Conceptualisation, and Planning (Cheung and Delavega, 2014). Experience forms the basic foundation of the learning process as each individual encounter a unique circumstance that is directly or indirectly linked to future events. When professionals encounter a similar situation makes a reference to past events and come up with effective approaches to deal with the issue. The model by Kolbs acknowledges that the situations tend to rewind in the future.  The more experience a professional has reflects the strong capabilities to develop more effective strategies towards solving an issue (Kolb, 2014). Conceptualisation stage implies the development of a hypothesis from the past encounters that should be proven for future references. The hypotheses created in the mind forms a theoretical model of understanding why the situation happened. Planning is the final stage by Kolbs and entails testing of the hypothesis developed during the conceptualisation stage. However, one of the leading challenges of this cycle is that there are sometimes deviations which are created by unforeseen circumstances. As such professionals have a difficult time adjusting to these unforeseen issues. On the positive side though, the cycle acts as a model and a point of reference for the professionals and it helps childcare professionals compare the progress of the children under their care to the expected progress according to the cycle (Kolb, 2014). The future experiences can be against or in accordance with the hypotheses created in the mind (Cheung and Delavega, 2014). Appropriate and more relevant techniques are generated during reflections which leads to positive outcomes in intervention programs (Kolb, 2014). Thus, reflection provides a model for effective decision making and problem-solving approaches by the professionals.

Childcare professionals are required to undertake an administrative role in addition to the intervention role.  An administrative responsibility is more of a managerial aspect as the professional needs to explore the various alternatives to approach an issue. Sharing the experiences with colleagues provides a platform to explore an issue in a critical and multiple dimensions hence narrow down the approaches (Kolb, 2014). The reflective cycle by Gibbs examines how situations in the future can be improved through reflecting on the past experiences (Gibbs, 1988). The theoretical framework explores six stages of how past experiences can be used as tools for approaching future problems. The six stages of Gibb’s theory are Description, Feeling, Evaluation, Analysis, Conclusion and Action plan (Wilding, 2008). Description stage entails answering the questions about what happened and the roles played by the individuals involved. The description of the problem leads to the identification and definition of the individual roles and responsibilities (Cheung and Delavega, 2014). The definition of the roles in the problem context leads to a self-assessment as the practitioners realise whether they acted in a competent manner during the situation. Linking the implications of the event with the roles played actualises mistakes and failure to accomplish individual duties. Therefore, the practitioners through the self-assessment formulate mistake avoidance and improvement plans during the reflection process. The Feeling stage entails a critical analysis of the implication of the actions taken by the practitioners that influenced the event in either way. This critical analysis involves the practitioners engaging in a process of asking questions on how to better understand the situation. The outcome from the feeling stage is that the practitioners understand the event more, and the direction they would take in future in case they were in a similar situation. It therefore acts as a learning experience to the practitioners. The positive thoughts lead to desirable outcomes and vice versa. The professionals acknowledge and uphold the thoughts that bring positive changes after a critical analysis of their actions (Johns, 2017). The negative and positive implications of the actions are thereafter evaluated to replace the approaches that lead to undesirable outcomes. Evaluation step prompts the professionals to view the problem in multiple perspectives in order to tackle the issue in a more strategic manner. The fourth step of the Gibbs reflective cycle involves the analysis of the lessons learnt in both the positive and negative experiences (Gibbs, 1988). Lessons learnt from positive encounters equip the professional with skills that can be applied to similar situations while those from negative experiences illustrate the need to improve. The conclusion stage entails a deeper view of the past situation and what else could be done to bring about positive outcomes. The final step of the reflective cycle involves the development of the action plans that will improve the events in the future (DuBois and Miley, 2013).  The Gibbs reflective cycle describes how professionals can shape their actions and those of their clients to achieve better outcomes to the puzzling circumstances.

Rational decisions are achieved when a professional integrates experience in the action plans. Rational thinking makes the professionals plan on how they will engage the clients in the problem-solving process (Cheung and Delavega, 2014). For instance, the children and families can be made part of the solutions to contemporary issues in the society which leads to positive outcomes. Schon model demonstrates how reflection plays a critical role in finding solutions to problems (Schön, 2017). The model suggests that reflection is a two-phase process that occurs during and after an event. Each phase illustrates how professionals exercise creativity to bring about positive outcomes of an event. The reflective-in-action phase involves the actions and decisions taken during an event. The actions taken by the practitioners during an event influences the outcomes either positively or negatively (Johns, 2017). An event translates to a positive outcome if a professional in the field take the necessary caution and avoid the actions that can lead to negative outcomes. Reflective-on-action is the second phase of the model that involves identification of the lessons learnt from the previous events (Schön, 2017). A professional is able to solve a problem more appropriately when they have an experience of a similar situation in the past.  In Scotland, the professional dealing with minors must have relevant experience to enhance positive outcomes of the intervention. GIRFEC requires the practitioners to exercise competency and rely on the past experiences for guidance on how to solve problems (Government of Scotland, 2018). The theoretical knowledge is given minimal consideration in the evaluation of the professional competency due to the dynamic nature of the society. The two phases of professional reflection by Schon nurtures the habit of behaviour monitoring amongst the professionals. A reflection during an occurrence encourages the professionals to be aware of the implications of their actions hence they develop a habit of situational monitoring of their undertakingsWilding, 2008). The practitioners are able to draw professionalism principles by upholding the actions that led to positive implications and eliminate those that resulted in negative outcomes.

GIRFEC requires the practitioners dealing with minors to exercise competency and ensure that the action plans developed results to positive outcomes (Government of Scotland, 2018). The professionals need to engage the parents and the children as part of the solutions for the effective delivery of the services. The practitioners are required to have relevant skills and experience in handling the issues relating to children. Experience is derived from the past encounters hence the need for individuals to exercise reflection. The professionals learn to accept the positive and negative feedback by evaluating the implications of their action (Johns, 2017). Reflection enhances the integration of theoretical knowledge with the beliefs and experiences in order to find the most appropriate solution to contemporary issues. Thus, professional reflection provides an essential platform where the practitioners recognise their identity and perform an actual diagnosis of their approaches to practice.

Ethical issues affecting practitioners with responsibilities for children

Confidentiality is a common dilemma faced by professionals dealing with the minors especially those handling teenagers (Reamer, 2013). Confidentiality is defined as the state of keeping private the personal information concerning the clients (Duyvendak, Knijn, and Kremer, 2006). The practitioners are entangled in an ethical quandary when the personal information concerning the children needs to be shared to the parents for effective practice.  The practitioners in Scotland are required to integrate the parents and the children in the intervention plan so as to enhance positive outcomes. The Children and Young People (Information Sharing) (Scotland) Bill formulated in 2017 by the Scottish government requires the practitioners to share information concerning the children for effective results (Government of Scotland, 2018). Confidentiality integrates the ethical values and principles such as dignity, integrity and the human relationship (Redmond, 2017). Information privacy assures the children of their dignity and positively influence their willingness to be part of the intervention plan. Self-determination and high esteem results when the practitioners are able to confine the information from the public (Reamer, 2013). Practitioners are required to be transparent and gain trust from the children, parents, and society at large for positive outcomes (Acquisti, Brandimarte, and Loewenstein, 2015). However, it becomes a challenge to keep information private due to the conflicting demands of the laws, children, parents, and society. The laws require each stakeholder to have a certain responsibility when it comes to keeping the information private. Sometimes the lines, which need not to be crossed by the government when using this private information for the benefit of the children becomes, blurred especially when the parents are not well informed. This could result to violations because basically the demands are based on each party using the information while respecting the rights of the other. Therefore, practitioners should be competent and exercise creativity when entangled in the confidentiality trap.

The paradoxical change theory by Beisser (2004) holds that a positive result occurs when an individual accepts the current situation.  The theory recognises that humans are unique and possess the abilities that are hard to be imitated (Beisser, 2004). The theory explains the minimal role of the professionals and states that change can only occur when individuals recognise their unique identity. The clients by seeking the therapy from professionals experience an intrapsychic conflict.  The dilemma is a result of the conflicting interest between the clients and the professionals (Acquisti,  Brandimarte, and Loewenstein, 2015). Therefore, the professionals should encourage their clients to accept their current situation and take up full responsibilities in order to change for the better. The theory suggests that the practitioners and patients should have equal roles during the practice. Professionals by playing the role of an expert in the situation lead to a top-dog situation where the patient is viewed to be helpless and hence relies on the change agents (Paterson and Chapman, 2013). The practitioners are entangled in the situation where the interest of the patients contradicts their interests when a top-dog scenario is created. For instance, a patient might be in a situation where they do not understand whether or not they should progress with a medical procedure but then the interest changes when a family member or their insurance company is involved since the situations change. The practitioners should hence encourage the patients to accept the current situation in order to enhance the positive outcome of the intervention.  Encouraging patients to believe that they are the change agents helps the professionals to uphold integrity in the duties since they will avoid ethical dilemmas brought by the conflicting demands (Johns, 2017). The theory further states that personal experience plays a critical role in bringing positive change during an intervention. An effective therapist tends to nurture his skills and competency by accepting whom they are rather than trying to be something different (Banks, 2016). The experience and knowledge to approach a problem are nurtured through the individual reflection of past events and developing effective action plans that can be applied in the future. Therefore, engaging the clients and parents in the action plan helps to solve the confidentiality dilemma amongst the professionals.

Conflict of interest is a major ethical issue affecting professionals as they conduct their duties. Conflict of interest refers to the aspect where a particular decision by a professional is influenced by a personal benefit in a way (Duyvendak, Knijn, and Kremer, 2006). For instance, a professional involved in a particular child care service may have an attachment with a particular child through being related or knowing the family at a personal level. Also, the professional practitioner may also receive a gift from the child’s family causing him/her to treat the child differently from the other children. Conflict of interest is a serious concern since it adversely affects the quality of service delivered (Redmond, 2017). Conflict of interest is prevalent for professionals with responsibilities for children since many of them work in environments where they have relations with the children’s parents or guardians. These professionals know these parents personally and most of the time understand the challenges they go through and as such they might be biased in their approaches. Thus, it is quite crucial for social workers to have the ability to recognise the existence of a conflict of interest and have the skills to deal with such situations.

The professional code of conduct does not allow practitioners to accept any kinds of gifts from the people they serve (SSSC, 2016). The rationale between these ethical principles is that the exchange of gifts between practitioner and the parent or guardian of the child eliminates objectivity and can cause biases in how the practitioner treats different children (Banks, 2008). For instance, the practitioner may devote more time and resources to the child whose parents he knows personally and understands the financial challenges they go through. Such biases may develop consciously or unconsciously (Stanford, 2009). The aspirational of the professional code of conduct is that all the children should be treated fairly and equally regardless of their background. With a conflict of interest brought about by the monetary or other forms of reward given to the practitioner, it becomes almost impossible for all the children to receive the same level of service as is desired by the professional code of ethics (Paterson and Chapman, 2013).

When there is unequal treatment of the children, the objectives of the particular support are defeated and the situation may even become worse (Duyvendak, Knijn, and Kremer, 2006). The children receiving less favourable attention from the practitioner may develop negative feelings and may therefore be affected in regards to their relationships with their practitioners. For instance, in a class environment, the children may feel less obligated to participate in classwork because they have an idea that their teachers have their own favourites (Reamer, 2013). .o avoid such eventualities, professional practitioners must always aspire to be fair and rational in conducting their mandate (Reamer, 2013). Thus, conflict of interest must always be avoided at all costs by practitioners to avoid disentrancing the children involved.

From the theory of paradox and change, the conflict of interest manifests itself when the roles of the practitioners, the children, and the parent or the guardian are not clearly defined. The practitioner may be overly focused on how they want to change the children according to their experience and vision (Beisser, 2004). Such a scenario may thus be a source of conflict between how the child or the parent of the child aspires them to be and how the practitioner intends to change them. To maintain a high level of integrity in such a scenario, the practitioner must abide by the ethical principle of autonomy. With the principle of autonomy, the professional acknowledges and respects the child’s right of self-determination (Banks, 2016). Thus, the practitioner should always involve the child, the named person and the parent or guardian in situations that require important decisions to be made. The decisions made by the child or their legal guardians should be given a higher preference.

Conclusion

Professionals dealing with minors are required to perform self-assessment of the past events in order to improve the outcomes in future situations. Experience is one of the requirements when dealing with minors in Scotland due to the existing complexities during practice. Problem-based knowledge is enhanced when the professionals share their experience with colleagues. Kolbs, Gibbs and Schon theories demonstrate how reflection enhances the development of positive outcomes. The theoretical models propose that the professionals are exposed to multiple techniques of handling a situation through the experiences. Reflection enhances the effective knowledge acquisition since the professionals inspire the learners to base their conclusions and arguments from what they have ever encountered. Professionals perform an accurate assessment of their work through the reflection process. The practitioners are able to distinguish their roles and those of the clients through assessment of the past events. The professionals learn to be accountable for their actions through a critical analysis of their actions in regard to the implications of the situation. The ethical dilemma faced by the practitioners can be handled effectively through the integration of the past encounters with theoretical knowledge.

 

 

References

Acquisti, A., Brandimarte, L. and Loewenstein, G., 2015. Privacy and human behavior in the age of information. Science, 347(6221), pp.509-514.

Banks, S., 2008. Critical commentary: Social work ethics. The British Journal of Social Work, 38(6), pp.1238-1249.

Banks, S., 2012. Ethics and values in social work. Macmillan International Higher Education.

Banks, S., 2016. Everyday ethics in professional life: social work as ethics work. Ethics and social welfare, 10(1), pp.35-52.

Beisser, A.R.N.O.L.D., 2004. The paradoxical theory of change. International Gestalt Journal27(2), pp.103-108.

Cheung, M. and Delavega, E., 2014. Five-way experiential learning model for social work education. Social Work Education33(8), pp.1070-1087.

DuBois, B.L. and Miley, K.K., 2013. Social work: An empowering profession. Pearson Higher Ed.

Duyvendak, J.W., Knijn, T. and Kremer, M., 2006. Policy, people, and the new professional: de-professionalisation and re-professionalisation in care and welfare. Amsterdam, Amsterdam University Press.

Gibbs, G., 1988. Learning by Doing: A guide to teaching and learning methods. Further Education Unit. Oxford Polytechnic: Oxford.

Johns, C., 2009. Guided reflection: Advancing practice. John Wiley & Sons.

Johns, C. ed., 2017. Becoming a reflective practitioner. John Wiley & Sons.

Kolb, D.A., 2014. Experiential learning: Experience as the source of learning and development. FT Press.

Paterson, C. and Chapman, J., 2013. Enhancing skills of critical reflection to evidence learning in professional practice. Physical Therapy in Sport14(3), pp.133-138.

Reamer, F.G., 2013. Social work values and ethics. Columbia University Press.

Redmond, B., 2017. Reflection in action: Developing reflective practice in health and social services. Routledge.

Schön, D.A., 2017. The reflective practitioner: How professionals think in action. Routledge.

SSSC., 2016. SSSC Codes of Practice for Social Service Workers and Employers [online] Available from: < http://www.sssc.uk.com/about-the-sssc/multimedia- library/publications/37-about-the-sssc/information-material/61-codes-of-practice/1020- sssc-codes-of-practice-for-social-service-workers-and-employers >

Stanford, S., 2009. ‘Speaking back’to fear: Responding to the moral dilemmas of risk in social work practice. British Journal of Social Work, 40(4), pp.1065-1080.

Wilding, P.M., 2008. Reflective practice: a learning tool for student nurses. British Journal of Nursing17(11), pp.720-724.

Www2.gov.scot. (2018). Getting it right for every child (GIRFEC). [online] Available at: https://www2.gov.scot/gettingitright [Accessed 28 Nov. 2018].

 

How will you address significant qualitative risks outside the company that might affect project success?

Discuss any risks that might affect the success of the project and how you have planned for those contingencies.

Note: The risks (and opportunities) you identify should demonstrate an understanding of the company (Nordstrom, Inc.) you selected, the industry, the investment project you are proposing, and your project’s country and timing. Estimates of financial impacts will be only preliminary; and will most likely be revised later.
Specifically, the following critical elements must be addressed:
Section – Risks:
1. Internal. What are the company’s most significant internal risks and opportunities related to the project? How might they affect your financial estimates and how will you address them? Support your response with specific examples.

2. External. How will you address significant qualitative risks outside the company that might affect project success? Give specific examples. For example, how might culture or politics in the target country affect the proposed investment’s financial success? Natural disasters? How have you planned for these risks?

3. Microeconomic. Assess the microeconomic factors that might affect decisions about the proposed investment. Support your response with specific examples. For example, how competitive is the market you will be entering? How elastic is the price for your product or service?
4. Alternate financial scenarios. Use this section to discuss the sensitivity of your financial projections to different scenarios. Be sure to address:

a. How would your projected financial performance change if sales fall 20% short of or are 20% higher than your base assumption? What does your analysis of these two scenarios imply for the proposed investment? Justify your response.

b. What do the net present value, internal rate of return, and payback values from your base scenario and the sales variation scenarios above imply for the proposed investment? Be sure to explain how the time value of money affects your calculations and analysis.

Guidelines for Submission: Paper should be approximately 8-10 pages in length (excluding any tables, other exhibits, and list of references as necessary). It should be double-spaced with 12-point Times New Roman font and one-inch margins, and should use APA format for references and citations.

Why a government-guaranteed housing entitlement is unnecessary?

Full Terms & Conditions of access and use can be found at
http://www.tandfonline.com/action/journalInformation?journalCode=rhpd20
Download by: [Harvard Library] Date: 21 November 2016, At: 12:45
Housing Policy Debate
ISSN: 1051-1482 (Print) 2152-050X (Online) Journal homepage: http://www.tandfonline.com/loi/rhpd20
Comment on Chester Hartman’s “The case for a
right to housing”: Housing is a right? Wrong!
Peter D. Salins
To cite this article: Peter D. Salins (1998) Comment on Chester Hartman’s “The case for
a right to housing”: Housing is a right? Wrong!, Housing Policy Debate, 9:2, 259-266, DOI:
10.1080/10511482.1998.9521294
To link to this article: http://dx.doi.org/10.1080/10511482.1998.9521294
Published online: 31 Mar 2010.
Submit your article to this journal
Article views: 88
View related articles
Citing articles: 1 View citing articles
Housing Policy Debate • Volume 9, Issue 2 259
q Fannie Mae Foundation 1998. All Rights Reserved.
Comment on Chester Hartman’s ‘‘The Case for a
Right to Housing’’: Housing Is a Right? Wrong!
Peter D. Salins
State University of New York
Abstract
Although currently neither politically nor fiscally feasible, the notion that access to
inexpensive, presumably high-quality housing should be a government-guaranteed
universal right would be a terrible idea even if it were popular and affordable. The
proposition fails on three counts. It isn’t necessary. It doesn’t make economic sense.
And, most compelling, were such a policy to be implemented, its putative beneficiaries
would not thank us.
Even if we should not promulgate ‘‘a right to decent, affordable housing,’’ we want
to assure that all Americans have access to decent, affordable housing. Happily, we
can count on the private housing market (coupled with rising prosperity) to serve
95 percent of the country’s households. Serving the remaining 5 percent requires
concerted measures to scale back onerous housing regulations that prevent the private
housing sector from meeting the needs of lower-income and untypical households.
Keywords: Housing; Affordability; Markets; Policy
Introduction
For the better part of the twentieth century, liberal housing advocates
in the United States (and their counterparts in other industrial
countries) have asserted that inexpensive, high-quality housing
is a birthright of all citizens in an affluent, modern, and
enlightened society and that it is government’s obligation to fund
and implement that birthright. Chester Hartman’s article is only
the latest in an exceedingly long catalog of such assertions. But although
the arguments Hartman makes in recapitulating the case
for a housing guarantee hardly differ from those of earlier passionate
housing reformers such as Catherine Bauer Wurster, the contemporary
context in which he makes them is radically different.
Public confidence in the ability of government programs to solve intractable
societal problems is at an all-time low. Taxpayers are increasingly
disinclined to support existing costly entitlements (other
than those intended for the middle class), let alone add new ones.
And the fruits of six decades of government subsidization and sponsorship
of low-cost housing—efforts that never made housing an
entitlement but that were nonetheless grounded in the premises of
260 Peter D. Salins
housing advocates—have been largely disappointing. Against this
backdrop it is easy to dismiss Hartman’s proposition as not only
anachronistic but laughably quixotic (a term that even he applies to
the effort). Nevertheless, because Hartman’s clarion call may still
ring true for a sizable minority of well-meaning people—especially
among the ranks of planners and social welfare professionals, not to
mention judges—it deserves a thoughtful response.
Although currently neither politically nor fiscally feasible, the notion
that access to inexpensive, presumably high-quality housing
should be a government-guaranteed universal right is a terrible
idea even if it were popular and affordable. The proposition fails on
three counts. It isn’t necessary. It doesn’t make economic sense.
And, most compelling, were such a policy to be implemented, its putative
beneficiaries would not thank us.
Why a government-guaranteed housing entitlement is
unnecessary
Housing conditions in the United States have improved steadily
and inexorably during this century, especially in the five decades
since the end of World War II, the period in which nearly 80 percent
of all currently occupied dwellings were built. It is not hyperbolic to
assert that today American housing conditions are not only better
than they ever were but that they are the best in the world. Virtually
all of this improvement has resulted from a combination of rising
household incomes and the dynamics of the private housing
market. The historical indicators of housing inadequacy were overcrowding
(which Hartman still alludes to), dilapidation, and lack of
private plumbing facilities. By none of these measures do we have a
serious housing problem today. In 1940 more than 20 percent of all
dwellings were overcrowded (occupied by more than one person per
room). Fewer than 5 percent are today. In 1940, 18 percent of all
dwellings were severely deteriorated physically. Only 2 percent are
today. In 1940 over 45 percent of all dwellings lacked a complete set
of plumbing fixtures in bathrooms and kitchens. By 1990 only 1
percent suffered from such deficiencies (U.S. Bureau of the Census
1990).
Few Americans even judge their housing conditions by these antiquated
standards any more. Most Americans are no longer satisfied
with merely adequate housing. They want luxurious housing, and
they are getting it. Even as American households get smaller, their
homes are getting larger. In 1960 the typical dwelling was 1,200
square feet and occupied by 3.1 persons. By 1990 the typical home
had grown to more than 1,700 square feet, occupied by only 2.4 persons.
Practically all homes have refrigerators (most self-defrosting).
Comment on Chester Hartman’s ‘‘The Case for a Right to Housing’’ 261
Eighty percent have washing machines and 70 percent have clothes
dryers. More than half have dishwashers. At one time the lack of
central heating was a housing concern. Today, central heating is
universal (and mandated by local housing codes), and air conditioning,
once a true luxury enjoyed only by the affluent, is now nearly
as ubiquitous. More than 44 percent of all dwellings have central
air conditioning. Most of the rest that need cooling have room air
conditioners (U.S. Bureau of the Census 1993). Not only dwelling
interiors have improved. Increasingly, homes sit on large, welllandscaped
properties, often with swimming pools and other site
amenities. Even apartment and town house complexes are often set
among luxurious grounds and include extensive communal recreation
facilities. Hartman is concerned about housing tenure. But the
most secure housing tenure is homeownership, and—at the rate of
65.4 percent—more Americans than ever before own their homes
(Joint Center for Housing Studies 1997).
Hartman and other reformers would likely counter that not only
have many Americans not benefited from the general trend, but
such improvement in housing conditions as has occurred is attributable
to a partial implementation of the housing reformers’ agenda.
But if any government programs have contributed to the massive
upgrading of American housing conditions in the last half century,
they have not been the ones that are the prototypes for Hartman’s
housing entitlement. Arguably, the Federal Housing Administration’s
and U.S. Department of Veterans Affairs’ trailblazing in making
homeownership more available and affordable in the decades
immediately after World War II may have played an important role
in fueling postwar suburban housing development, the major arena
in which Americans found better housing. The income tax deductibility
of homeowners’ interest and property taxes—a subsidy frequently
disparaged by Hartman and other housing reformers—may
be a factor in sustaining the high level of homeownership. And
government-initiated development of secondary mortgage markets
(i.e., Fannie Mae and Freddie Mac) have greatly expanded the
volume of housing finance.
But whatever the contribution that these nonmeans-tested housing
programs may have made, the traditional government housing programs
aimed at low-income households—the ones that Hartman
would expand in fulfilling his housing entitlement—have at best
contributed only a small increment of housing improvement, while
trapping their poor and near-poor clients in an isolated and inferior
housing submarket. The United States today has more than 1.3
million publicly owned or managed housing units, and another 3.5
million receiving a continuing stream of housing subsidies (U.S.
Department of Housing and Urban Development 1997). That represents
less than 5 percent of all dwellings. More to the point, much
262 Peter D. Salins
of this stock is perceived to be undesirable; much of it is expensive
to build and not especially affordable (even with subsidies). And
had these programs not been implemented, their beneficiaries
might have been better served in the primary housing market.
Why a government-guaranteed housing entitlement does
not make economic sense
When Hartman and other housing advocates argue that a massive
government investment in housing subsidies is money well spent,
and a bargain compared to defense outlays, they presuppose that
the primary obstacle to public support for such a policy is its prohibitive
cost. However, large-scale housing subsidies are a bad idea
not merely because they are expensive but because they distort the
economic dynamics of the housing market, with respect to both supply
and demand. The superior quality of America’s housing—as well
as its extraordinary variety—is no happy accident. It is a tribute to
the successful functioning of a relatively unfettered private housing
market that has been able to (1) efficiently and continuously produce
a high volume of housing responsive to a diverse set of consumer
needs and preferences, and (2) allocate that housing to a
mass market of consumers both rationally and equitably.
If government involvement in the provision of housing were significantly
extended, as Hartman proposes, the housing market would
become increasingly impaired, mainly to the detriment of housing
consumers—including the poor. Even existing housing programs,
marginal as they are, distort housing markets in the communities
in which they operate. Government agencies, operating in their own
right or as conduits for subsidies to private or nonprofit developers,
make inefficient housing producers; when they assist tenants they
distort the contours of housing demand. Most housing projects developed
by public agencies are expensive to build and maintain, and
usually designed to inferior construction and amenity specifications.
Federally mandated eligibility rules make them islands of extreme
poverty and social dysfunction, even by the standards of the poor
neighborhoods in which they are set. Publicly developed housing is
often so poorly designed that some public housing authorities have
resorted—amid widespread public approbation—to tearing them
down. Even when government programs underwrite privately
owned housing—Section 8, for example—many of the same problems
arise, and others are added. Subsidized for-profit landlords
often overcharge and undermaintain their units, and nonprofit
sponsor-owners often fail as managers or go broke.
This critique, which is now widely accepted, leads inexorably to the
case for housing vouchers. But the most extensive as well as perComment
on Chester Hartman’s ‘‘The Case for a Right to Housing’’ 263
verse market distortions result from the primary objective of all
housing programs—from public housing to vouchers—which is to
subsidize tenants. The most undesirable aspect of tenant subsidies
(including rent control) is that they misallocate housing. The
greater the subsidies, the greater the misallocation. Although the
bedrock principle underlying Hartman’s proposal, as well as most
housing reform efforts, is the promotion of equity, housing subsidies
subvert equity. Households with similar needs or incomes can end
up with housing of widely varying quality, because the subsidized
housing itself varies widely in quality. For households with different
needs or incomes, subsidies can have particularly perverse impacts.
Higher-income households can often secure larger subsidies than
households with lower incomes. Small households may get bigger
apartments than large ones.
But for urban residents, the most distressing misallocation is the
impact housing subsidies have on the social ecology of their communities.
Hartman stresses the importance of good neighborhoods and
clearly assumes that a housing guarantee would move more poor
households into good (i.e., middle-income) neighborhoods. But as
Husock (1997) and others have noted, to the extent that housing
subsidies promote this objective, they undermine the central role
the housing market has traditionally played in rewarding upward
social and economic mobility. Most hardworking, responsible households
see themselves slowly and laboriously climbing a ladder of
housing and neighborhood quality. From their perspective, subsidies
allow less industrious or less responsible households—even those
whose members might be drug dealers and violent teens—to get
better housing than they have and, adding insult to injury, to destabilize
their neighborhoods. In the end, the housing reformers’ objective
is largely unattainable, because working- and middle-class
households cannot be prevented from moving.
Why its putative beneficiaries would not thank us if a
government-guaranteed housing entitlement were
implemented
Having government develop or subsidize housing—whether in a
sweeping commitment like Hartman’s or through more typical incremental
programs—cannot satisfy the housing aspirations of
Americans, regardless of income or social class, because housing is
a consumer good, not a public good. While not always stated explicitly,
Hartman’s proposal and most housing reformers’ demands assume
that housing is a public good, or as it is sometimes stated, a
‘‘public utility.’’ When government policy treats a consumer good as
if it were a public good (as happens often in other societies) consumers
are sure to be unhappy. While few goods are purely ‘‘public,’’
264 Peter D. Salins
public goods can be distinguished from private ones by three key
characteristics. Their consumption presumably confers such a significant
benefit on the community that subsidies are justified to
make sure they are consumed in greater quantity or quality than
market forces of supply and demand would occasion. As such, they
are not to be consumed for their intrinsic enjoyment but as the
means to an end. Finally, because they serve the community as
much or more than their consumers, their quality need not rise
much above some threshold of adequacy. From the consumers’ perspective
these criteria mean: (1) there is no relationship between
what consumers pay for a public good and what it is worth, (2) consumers
rarely get much pleasure from a public good, and (3) they
rarely get a public good whose quality rises above a mediocre standard.
All goods that are now heavily subsidized—education, health,
transportation—meet some or all of these criteria; housing does not
and, more to the point, should not.
To begin with, it is hard to demonstrate the community benefit secured
by subsidizing housing. We can be persuaded to pay for our
neighbors’ public education because, arguably, it makes them better
citizens and more reliable workers. Using public funds to confer ostensibly
superior housing on selected members of the community
(regardless of the selection criteria) serves no equivalently compelling
community-wide interest. And the negative community impacts
of inferior housing, in aesthetics or—in extreme cases—public
health, can be more effectively controlled by regulation than subsidies.
But the most salient reason why we should not treat housing
as a public good is that few Americans—regardless of class or income—
view their homes as just a means to an end—that is, as
mere shelter.
Not only can housing vary widely in quality beyond the threshold of
‘‘decent’’ and ‘‘suitable,’’ it can vary widely in design and as a setting
for divergent lifestyles. All Americans—including the poor—
cherish these qualitative differences in their housing. Thus, we
would do the potential beneficiaries of a subsidized housing guarantee
no favor if we adopted a policy that truncated the diverse and
consumer-responsive private housing market by expanding a submarket
of arguably adequate but joyless ‘‘housing as a public good.’’
Wouldn’t vouchers—as in the case of food stamps (another consumer
good supported by subsidies)—allow us to have it both ways:
funding housing as a public good while permitting its quality to reflect
the standards of a private good? Probably not, because the
costs and equity effects (noted earlier) of applying vouchers to as expensive
and variable a commodity as housing lead inevitably to the
establishment of criteria and restrictions aimed at keeping them
within the quality limits of public goods. And the wider or costlier a
Comment on Chester Hartman’s ‘‘The Case for a Right to Housing’’ 265
voucher program becomes, the tighter the restrictions are likely
to be.
There is a policy alternative to a universal housing entitlement.
The most persuasive of the housing advocates’ arguments for a government
role in housing is that not all households are well served
by the private housing market. First, there unquestionably remains
some degree of racial discrimination in the sale and leasing of housing
that needs to be overcome. The best way to do so is not with
housing subsidies or by siting low-income housing developments in
middle-income neighborhoods, but through aggressive enforcement
of antidiscrimination laws. However, the most valid concern of
housing advocates is that households at the bottom of the income
and social scale have a hard time finding good quality housing that
is ‘‘affordable.’’ A recent estimate is that 5.3 million households—
primarily recent immigrants and single-parent families—spend
more than half their income on housing or occupy very inferior
dwellings (U.S. Department of Housing and Urban Development
1998). The proper response to this concern is not to lace unaffordable
housing with producer or consumer subsidies (especially when
they do not necessarily reach the poorest or most deserving households)
but to make privately developed and owned housing ‘‘truly
affordable’’ (i.e., without subsidies). In virtually every other consumer
good sector, private enterprises have been able to serve the
entire spectrum of American households. There is no reason why
housing need be an exception.
To the degree that the American private housing market cannot affordably
serve many of the country’s poorer or more idiosyncratic
households (e.g., the young, the old, the disabled), it is because a
variety of regulations—mainly at the local level—have made it difficult
to do so. Local housing codes (of the kind that Hartman applauds)
have raised the cost of housing production and, more seriously,
have inhibited the adaptation and reuse of existing dwellings
to make them suitable and affordable for poorer, smaller, and nontraditional
households. Unquestionably, the most binding constraints
on housing affordability arise from local zoning and subdivision
regulations, especially in the suburbs. Most suburbs (and
many cities) make housing more expensive by mandating unaffordably
large lot sizes, restricting multifamily housing, prohibiting
manufactured housing, and imposing expensive design and site
standards. The newer generation of local subdivision regulations
not only saddle developers with the full cost of building the municipal
road and utility infrastructure, they set much higher standards
for that infrastructure than are necessary (or than prevail in the already
settled parts of the community). The effects of local regulations
are magnified by the actions of housing lenders that look
askance at lower-cost and untypical housing developments. Just
266 Peter D. Salins
about every dwelling type in which this author lived as he was
growing up—all places that were both affordable and amenable for
a family struggling to make ends meet—would be impermissible in
most localities today.
In conclusion, no, we most certainly do not need or want ‘‘a right to
decent, affordable housing,’’ but yes, we want to assure that everywhere
in the United States we have decent, affordable housing.
Happily, we can count on the private housing market (coupled with
rising prosperity) to do 95 percent of the work in implementing
such an assurance. The remaining 5 percent—mainly devoted to
bringing down the cost of housing because housing quality is a fading
issue—requires concerted measures to scale back onerous housing
regulations that currently prevent private housing developers
and owners from meeting the needs and pocketbooks of lowerincome
and untypical households. It would be nice if housing advocates
like Hartman set aside their anachronistic aspirations and
unrealistic policy nostrums and supported such an effort.
Author
Peter D. Salins is Provost and Vice Chancellor for Academic Affairs of the State
University of New York.
References
Husock, Howard. 1997. We Don’t Need Subsidized Housing. City Journal 7(1):50–
58.
Joint Center for Housing Studies, Harvard University. 1997. The State of the
Nation’s Housing: 1997. Cambridge, MA.
U.S. Bureau of the Census. 1990. 1990 Census of Housing. Washington, DC: U.S.
Government Printing Office.
U.S. Bureau of the Census. 1993. American Housing Survey: 1993. Washington,
DC: U.S. Government Printing Office.
U.S. Department of Housing and Urban Development. 1997. A Picture of
Subsidized Households—1997. Washington, DC.
U.S. Department of Housing and Urban Development. 1998. America’s Affordable
Housing Crisis. Washington, DC.

How does the Visual Arts influence local Hong Kong students’ learning motivation?

My doctoral research proposal should include:
Proposed Research Plan & Vision Statement

Proposed Research Plan (max. 3500 words)
1. Abstract – A brief summary of my Ph.D. Research Proposal, and should be no longer than 200 words.
2. Keywords – An alphabetically ordered list of the more appropriate words or expressions (up to 12) that I would introduce in a search engine to find a research proposal identical to mine,
3. Introduction –

(i) Explain the background of the research study, focusing briefly on the major issues of its knowledge domain and clarifying why these issues are worthy of attention;

(ii) Develop aims and speculative research statement;

(iii) Design and Overview of my study – Concisely state significance of my research and the contribution that my study makes;

(iv) Mention some suggestions for the future use based on findings and experiences of conducting this study; (v) Summary
4. Research Context/Literature Review –

(i) Discuss the existing literature (What are the most important authors, findings, concepts, schools, debates and hypotheses?);

(ii) State the gaps that exist within the literature;

(iii) How will my proposed study/thesis address the gaps. (How does my project further existing knowledge?)
5. Research Questions –

(i) State a speculative research statement;

(ii) Research Questions (Suggested):

(1) How does Visual Arts integration influence local Hong Kong students’ English learning?

(2) What are local Hong Kong students’ experiences of integrating Visual Arts into their English learning processes?

(3) How does the Visual Arts influence local Hong Kong students’ learning motivation?

(4) How to design some lectures regarding English learning and Visual Arts learning’ in order to give English teachers more pedagogical ways as to the inclusion of artistic activities into teaching process?
6. Research Design –

(i) State conceptual framework such as educational theories or constructs which make up the framework for my study;

(ii) The theoretical perspective I will use when I design and conduct my research;

(iii) Why I have chosen this approach over others and what implications this choice has for my methods and the robustness of the study.
7. Research Methodology (Methods should contain details, backed up with an evidence-based argument that connects back to my literature review and should be introduced cautiously in order to leave room for future changes) –

(i) State setting and participants;

(ii) Data Collection: Discuss sample data collection strategies;

(iii) Data Analysis: Describe how to analyse data according to scholars’ theories;

(iv) Pre-empt potential challenges and assess ways to ensure that the proposed PhD-study will follow conventions that help ensure reliability, validity, and ethical conduct. For example, participants are provided for review and member checking;
8. Timeline – State a provisional timetable for the project.
9. Researcher Positionality – My experience, participation in research projects, or preliminary results that support the feasibility of the work (if applicable)
10. Limitations of my research
11. References/Citations* must be provided.
12. Appendices

Vision Statement
1. Contribution that I would like to make to the development of the above research in Hong Kong and to society (max. 350 words)

2. Other remarks in relation to the application for Hong Kong PhD Fellowship (max. 300 words)

Is the Federal Reserve more likely to implement expansionary policy or contractionary policy?

Changes in the Federal Reserve’s monetary policy have been directly affecting the U.S. economy that includes the financial institutions and markets. For this Final Paper, select one large U.S. financial institution/intermediary (e.g., a commercial bank, an investment bank/company, an insurance company, or any other financial institution) to evaluate how changes in the Federal Reserve’s monetary policy—expansionary or contractionary—have been affecting the U.S. financial institutions and markets
In your Final Paper,
Evaluate how the Federal Reserve monitors and influences unemployment and inflation in the U.S. economy.
Describe the Federal Reserve’s traditional and nontraditional monetary policy tools.
Describe the pros and cons of the Federal Reserve’s implementation of expansionary or contractionary monetary policy tools under different economic situations (e.g., a recession/depression vs. an economic boom).
Assess your institution\intermediary’s financial situations during the previous five years.
Appraise how your institution/intermediary has been responding to changes in the Federal Reserve’s monetary policy.
Explain how the Federal Reserve’s monetary policy affects your institution/intermediary in the financial market. Discuss in detail.
Explain how you would expect the Federal Reserve’s monetary policy to change in the next six months, based on the financial market today, addressing the following:
Is the Federal Reserve more likely to implement expansionary policy or contractionary policy?
How would this change affect your institution/intermediary and the financial markets?
How would your institution/intermediary respond to the anticipated Federal Reserve’s monetary policy change?

Discuss challenges related to managing performance and compensating employees from other countries.

Assignment 4: Cultural Information Paper
Due in Week 10 and worth 300 points
Your new employee is going to be moving overseas! Develop a cultural information paper that will help
them understand how to make the transition. (NOTE: You are able to choose any country-please
make sure the county of choice is logical for the position.)
Include in this paper:
a short introduction to the country,
the local customs,
what to expect, and
a list of what is needed to work in the country .
o For examgle: Certain countries requir~ a work visa. Include the requirements for the
w.-or-k -visa .
Include country-specific information needed to live and work in that country such as:
• transportation availability,
• housing costs,
• union influence,
• work week,
• typical vacation time, and
• anything specific to the country we would not experience in the US.
o For example: Some countries the children wear uniforms and go to school all year
This paper should be 6-8 pages.
NOTE: The position moving overseas is the job in your description from Week 3. Find creative
ways to incorporate your work from that assignment into this one.
professor or any a 1 1ona instructions.
Include a cover page containing the title of the assignment, the student’s name, the professor’s
name, the course title, and the date. The cover page and the reference page are not included in
the required assignment page length.————— – ——
Points: 300 Assignment 4: Cultural Information Paper
Criteria Unacceptable Fair Proficient Exemplary
Below 70% F 70-79% c 80-89% B 90-100% A
1. Provides an Did not submit or Partially discussed Satisfactorily Thoroughly
introduction to the incompletely an introduction to discussed an discussed an
country and customs, discussed an the country and introduction to the introduction to the
and what to expect there introduction to the customs, and what country and country and
country and to expect there. customs, and what customs, and what
Weight: 20% customs, and what to expect there. to expect there.
to expect there.
1
2. Gives details on what Did not submit or Partially discussed Satisfactorily Thoroughly
is needed to work in the incompletely the details on what discussed the discussed the
country discussed the is needed to work in details on what is details on what is
details on what is the country. needed to work in needed to work in
Weight: 30% needed to work in the country. the country.
the country.
3. Provides information Did not submit or Partially discussed Satisfactorily Thoroughly
about life in the foreign incompletely life in the foreign discussed life in the discussed life in the
country: transportation, discussed life in the country: foreign country: foreign country:
housing, schooling for foreign country: transportation, transportation, transportation,
children, and anything transportation, housing, schooling housing, schooling housing, schooling
unexpected housing, schooling for children, and for children, and for children, and
for children, and anything anything anything
Weight: 20% anything unexpected. unexpected. unexpected.
unexpected.
4. Provides information Did not submit or Partially discussed Satisfactorily Thoroughly
about the work culture in incompletely the work culture in a discussed the work discussed the work
foreign country: union discussed the work foreign country: culture in a foreign culture in a foreign
influence, work week, culture in a foreign union influence, country: union country: union
and typical vacation time country: union work week, and influence, work influence, work
influence, work typical vacation week, and typical week, and typical
Weight: 20% week, and typical time. vacation time. vacation time.
vacation time.
5. Clarity, writing More than 6 errors 5-6 errors present 3-4 errors present 0-2 errors present
mechanics, and present
formatting requirements
Weight: 10%
2
Jill~ ~Li~ ~~f)
Dr· V 1 cdoY V ‘ LLo.r re.ci- /
~ urdo rrerJS oP 1-kxrn “‘k1 Souf({L
ff’o~rol\+ ·~~.-RJ0
@J I d/9 /,19
Mc
Graw
Hill
Education
cause learning changes everything.””
Fundamentals of
HUMAN RESOURCE
MANAGEMENT ~=:~

Noe
Hollenbeck
Gerhart
Wright
©McGraw-Hill Education. All rights reserved. Authorized onlv for instructor use in the classroom. No reoroduction or further distribution oermitted without the orior written consent of McGraw-Hill Education.
What Do I Need to Know?
LO 16-1 Summarize how the growth in international business activity
affects human resource management.
LO 16-2 Identify the factors that most strongly influence HRM in
international markets.
LO 16-3 Discuss how differences among countries affect HR planning
at organizations with international operations.
LO 16-4 Describe how companies select and train human resources in
a global labor market.
LO 16-5 Discuss challenges related to managing performance and
compensating employees from other countries.
LO 16-6 Explain how employers prepare managers for international
assignments and for their return home.
©McGraw-Hill Education.
HRM in a Gl.obal Environment 1ots
• Most companies now function in global markets
• Exporting
• building facilities
• Entering alliances
• Trade agreements facilitate global activities
• NAFTA
• WTO
©McGraw-Hill Education.
HRM in. a Global Environment 2ots
Copyright© McGraw-Hill Education. Permission required for reproduction or display.
© McGraw-Hill Education.
As companies in U.S. and
Britain cut software jobs and
outsource to other countries
in order to drive down costs,
-countries such as India
continue to see employment
.
nse.
HRM in a Global Environment 3ots
Employees in an International Workforce
– Parent-country- the country in which the
organization’s headquarters is located
– Host-country – country (other than the parent country)
in which an organization operates a facility
– Third-country – a country that is neither the parent
country nor the host country
– Expatriates – employees assigned to work in another
country
© McGraw-Hill Education .
Figure 16.1 Levels of Global Participation
Parent
country
Host
countries
©McGraw-Hill Education.
Copyright © McGraw-Hill Education. Permission required for reproduction or display.
Domestic International Multinational
Corporate
headquarters
Corporate
headquarters
Corporate
headquarters
Increasing participation in global markets
Jump to Appendix 1 long image
description
Global
Corporate
headquarters
HRM in a Global Envi~ronment 4ots
Employers in the Global Marketplace
– International organization -sets up operations in one
or more foreign countries.
– Multinational company-builds facilities in a number of
different countries in an effort to minimize production
and distribution costs.
– Global organization – locates a facility based on the
ability to effectively, efficiently, and flexibly produce a
product or service, using cultural differences as an
advantage.
©McGraw-Hill Education.
Te.st Your Knowledge. (1ot3l
~~——— ——–
Hans works for a company who’s headquartered in France
and has foreign operations in Germany only. Hans is a
citizen of the Netherlands. Which of the following is most
likely true?
a) Hans works for a domestic company and is from the parent
country.
b) Hans works for a multinational company and is from the host
country.
c) Hans works for a global company and is from a third country.
d) Hans works for an international company and is from a third
country.
©McGraw-Hill Education.
HRM in a Global Environment sots
Transnational HRM system:
• Makes decisions from a global perspective
• Includes managers from many countries
• Based on ideas contributed by people representing a
variety of cultures
Decisions that are the outcome of a transnational
HRM system balance uniformity with flexibility.
©McGraw-Hill Education.
Factors Affecting HRM in lnternatibnal Markets 1ot6
Culture – a community’s set of shared
assumptions about how the world works and what
ideals are worth striving for.
• Greatly affects a country’s laws.
• Cultural influences may be expressed through
customs, languages, religions, and so o-n.
• Influences what people value, so it affects people’s
economic systems and efforts to invest in education.
• May determine effectiveness of HRM practices.
© McGraw-Hill Education.
Hofstede’s Five Di·mensions of Culture
1.lndividualism/Collectivism I Strength of the relation between an
individual and other individuals in the
society.
2. Power Distance I Way the culture deals with unequal
distribution of power and defines the
amount of inequality that is normal.
3. Uncertainty Avoidance I How cultures handle the fact that the
4. Masculinity/Femininity
5. Long-term/Short-term
Orientation
© McGraw-Hill Education.
future is unpredictable.
Emphasis a culture places on practices
or qualities that have traditionally been
considered masculine or feminine.
Suggests whether the focus of cultural
values is on the future (long term) or the
past and present (short term).
Factors Affecting HRM in lntern:ational Markets 2 ot a
©McGraw-Hill Education.
In Taiwan, a country that
is high in collectivism,
coworkers consider
themsel-ves more asg
rou p members instead of
individuals.
Factors Affecting HRM in International Markets 3ot6
Culture (Continued)
-Organizations must prepare managers to recognize
and handle cultural differences.
• Recruit managers with knowledge of other cultures
• Provide training
– For expatriate assignments, organizations may need
to conduct an extensive selection process to identify
individuals who can adapt to new environments.
©McGraw-Hill Education.
Factors Affecting· HRM in International Markets 4 ot s
Education and Skill Levels
– U.S., has a growing need for knowledge workers.
– Spending on education is greater per pupil in highincome
countries than in poorer countries.
– Countries need to foster economic development by
expanding access to education, thus creating a large
trained workforce.
– In countries with a poorly educated population,
companies will limit their activities to low-skill, lowwage
jobs.
©McGraw-Hill Education.
Factors Affecting HRM in International Markets sot 6
Economic System
• An economic system provides many incentives or
disincentives for developing the value of the labor
force.
• In developed countries with great wealth, labor costs
are relatively high, impacting compensation recruiting
and selection decisions.
• Income tax differences between countries make pay
structures more complicated when they cross national
boundaries.
©McGraw-Hill Education.
F·actors Affecting HRM in International Markets 6ot6
Political-Legal System
• Country’s laws often dictate requirements for HRM
practices: training, compensation, hiring, firing, and
layoffs.
• An organization that expands internationally must
gain expertise in the host country’s legal
requirements and ways of dealing with its legal
system.
©McGraw-Hill Education.
• Organizations will sometimes hire host- country
nationals to help in the process.
HR Planning in a Global Econom~ 1 ot~
• Relevant human resource issues: local market pay rates
and labor laws.
• HR planning includes where and how many employees
are needed for each international facility.
• Decisions about where to locate include considerations
such as cost and availability of qualified workers which
must be weighed against financial and operational
requirements.
• Outsourcing may be involved.
©McGraw-Hill Education.
HR Planning in a Global Economy 2 ot3
Criteria for selection of employees for foreign
assignments
1. Competency in employee’s area of expertise
2. Ability to communicate verbally and nonverbally in
the foreign country
3. Flexibility, tolerance of ambiguity, and sensitivity to
cultural differences
4. Motivation to succeed and enjoyment of challenges
5. Willingness to learn the foreign country’s culture,
language, and customs
6. Support from family members
© McGraw-Hill Education.
HR Planning in a Global Economy ~~~ _
Copyright @McGraw~Hilr Educatron:Permlsskin requffed tor reproducifon or display. ·
…… -8′ i4!J ,.. ._ .’31111
Cl)
~
<ti

£ Q)
~ c::
<ti
Cl’.l
~
<ti

Q)
~
§
Cl) .g
Cl’.l
.Q
&
@
Qualities associated with success in foreign
assignments are the ability to communicate in the
foreign country, flexibility, enjoying a challenging
situation, and support from family members.
©McGraw-Hill Education.
Figure 16.2 Emotion·al Stages Associated with a Foreign
Assignment
Copyright© McGraw-Hill Education. Permission required for reproduction or display.
©McGraw-Hill Education.
Test Your Knowledge _E_ot_3> ___ _
Rachel, an expatriate working in Japan is feeling very
uncomfortable in her surroundings. She often feels as
if she has said the wrong thing. Rachel is most likely in
which emotional stage of expatriation:
a) Honeymoon
b) Culture shock
c) Learning
d) Adjustment
© McGraw-Hill Education.
Training and Developing a Global Workforce 1 at 3
• Training and development programs should be effective
for all participating employees, regardless of their
country of origin.
• When organizations hire employees to work in a foreign
country or transfer them to another country, the employer
needs to provide employees with training in how to
handle the associated challenges.
©McGraw-Hill Education.
Training and Developing a Global Workforce 2 ot 3
Training Programs for an International
Workforce
1. Establish the objectives for the training and its
content
2. Developers should next ask what training
techniques, strategies, and media to use
3. Developers should identify any other interventions
and conditions that must be in place for the training
to meet its objectives
4. Developers should identify who in the organization
should be involved in reviewing and approving the
training program
—-~~~~~~~
©McGraw-Hill Education.
Table 16.1 Effects of Culture on Training Design
Individualism
Uncertainty
avoidance
Masculinity
Power distance
Time orientation
©McGraw-Hill Education.
Culture high in individualism expects participation in
exercises and questioning to be determined by status in the
company or culture.
Culture high in uncertainty avoidance expects formal
instructional environments. There is less tolerance for
impromptu style.
Culture low in masculinity values relationships with fellow
trainees. Female trainers are less likely to be resisted in lowmasculinity
cultures.
Culture high in power distance expects trainers to be experts.
Trainers are expected to be authoritarian and controlling of
session.
Culture with a long-term orientation will have trainees who
are likely to accept development plans and assignments.
Source: based on B. Filipczak, “Think Locally, Act Globally,” Training, January 1997, pp. 41-48.
Training and Developing a Global Workforce 3 ot 3
Cross-Cultural Preparation
1. Preparation for departure-language instruction and
an orientation to the foreign country’s culture.
2. The assignment itself-some combination of a formal
program and mentoring relationship to provide
ongoing further information about the foreign
country’s culture.
3. Preparation for the return home-providing
information about the employee’s community and
home-country workplace (from company newsletters,
local newspapers, and so on).
©McGraw-Hill Education.
Test Your Knowledge (3ot3J
–~——.1
Employees from a high-power distance culture
would feel most comfortable in a training class
that:
a) Involved several group activities with classmates
b) The teacher was the expert and responded
definitively to all questions
c) The teacher acted as a facilitator of group
discussion
d) None of these
© McGraw-Hill Education.
Foreign Assi:gnments
• Would you consider taking a foreign assignment
for a 6 months to 1 year duration?
A=Yes B =No
• Before you took on a foreign assignment, what
would you want to know?
© McGraw-Hill Education.
Cross-Cultural Preparation
• Training to prepare employees and their family
members for an assignment in a foreign country.
• Covers all three phases of an international
assignment:
1 . Preparation for departure
2. The assignment itself
3. Preparation for the return home
©McGraw-Hill Education.
Performance Management Across National Boundaries
When establishing
performance management
methods in other countries,
consider:
• Legal requirements
• Local business
practices
• National cultures
© McGraw-Hill Education.
Differences may include:
• Which behaviors are
rated
• How and the extent to
which performance is
measured
• Who performs the rating
• How feedback is
required
Compensating an lntern.ational Workforce 1ot3
Pay Structure
– Market pay structures can differ substantially across
countries in terms of both pay level and relative worth
of jobs.
– Dilemma for global companies:
©McGraw-Hill Education.
• Should pay levels and differences reflect what workers
are used to in their own countries?
• Should pay levels and differences reflect the earnings
of colleagues in the country of the facility, or earnings at
the company headquarters?
Figure 16.3 Earnings in Selected Occupations in Three Countries
per Year
80
70
60
50
40
30
20
10
0
Germany
Copyright © McGraw-Hill Education. Permission required for reproduction or display.
South Korea Mexico
_ Bus driver
Kindergarten teacher
Electronic equipment assembler
Plumber
Source: Wage and hour data from International Labour Organization, LABORSTA Internet, http://laborsta.ilo.org. accessed June 20, 2016.
©McGraw-Hill Education.
Jump to Appendix 2 long image
description

Describe postmodernism and make a distinction between modernism and postmodernism

Postmodernism

This module focuses of a postmodern perspective in educational research. Additionally, it offers the students the opportunity to reflect on the theories examined in the previous model and contrast different concepts.

Upon completion of this module, you will be able to:

  1. Describe postmodernism and make a distinction between modernism and postmodernism
  2. Explain the differences between pragmatism, idealism, and constructivism

To achieve these objectives, complete the following:

  1. Read Module 6 Articles
  2. Read Chapters 43, 73, and 74 of the textbook (Irby, B.J., Brown, G., Lara-Alecio, R., & Jackson, S. (2013). The handbook of educational theories. Charlotte, NC Information Age Publishing.)
  3. Complete Discussion Forum #5

 

 

Respond to the following questions in the forum below:

  1. How would you describe the difference between modernism and post-modernism?
  2. How would you define pragmatism and distinguish it from the concept of idealism?