"Discretion of Lower Courts" Please respond to the following:From the e-Activity, describe at least three (3) factors that you believe permit the lower court to implement decisions at their discreti
Article 1:
Moussa, M., Bright, M., & Varua, M. E. (2017). Investigating knowledge workers’ productivity using work design theory. International Journal of Productivity & Performance Management, 66(6), 822-834.doi/abs/10.1108/IJPPM-08-2016-0161
Objectives and research questions.
The objective of this study is to examine the knowledge workforce’s productivity suitability by using the work design theory. The researchers respond to a number of knowledge management researchers' motivational human resource management resource recommendations and adoptions. They demonstrate that the prevailing pieces of literature on this subject matter oversees significant human resource management jobs along with work design theory criticisms and so suggest adjustments. The research question that this study endeavours to answer is that, what is the most suitable human resource management work design theory for investigating knowledge work productivity drivers’ in the process.
Methods.
The methodology utilized in this study involves outlining the arguments of knowledge management researchers which reject traditional measurement approaches application towards examining the productivity of knowledge workers. The related pieces of literature review develop towards examining the different arguments concerning the adoption of work design theory along with taking into consideration the significant critiques as well as contributions in this industry.
Findings and discussion.
The fundamental findings in this study are that the most methodically well-thought-out and conceptually reliable human resource management work design theory is the 2006 Morgeson and Humphrey’s Work Design Questionnaire. On the other hand, the model should be adjusted to take into account a number of organizational background work features. To be applied in the knowledge management sector, Work Design Questionnaire should likewise be stretched out to take into consideration the sharing of knowledge, the well-being of employees’, along with the self-efficacy role breadth as significant work design outcomes as well as mediators. Moreover, incorporating this work design theory has a high inclination towards prioritizing the workers’ motivation, hence resulting in improved well-being of the workers and high-quality performances.
The researchers draw on significant human resources management work design critics’ insights, to make conclusions by providing a suitable model for investigating work design theory for investigating knowledge work productivity drivers’. Furthermore, the researchers note that inordinate consideration should be given towards the distinction between sharing of knowledge as work design outcomes and work design mediator. They further indicate that this model significantly provides a valuable means towards better understanding besides increasing productivity in different knowledge-intensive services industries. Without a doubt, this is advantageous, given the inter-connectivity centrality activities different categories as well as knowledge work industries. Additionally, they demonstrate that the model prioritizes and nurtures workers support and motivation and relates this to the customers' well-being and work quality.
Conclusion.
The researchers conclude that the paybacks of well-designed knowledge work go above and beyond the specific innovation generation, besides the improvements in macroeconomic productivity. Moreover, the model can be applied in the contexts of cross-occupational in addition to cross-industry, not like other numerous models of knowledge worker productivity in existence.
How this article will contribute to my Essay 3
This Article contributes towards my essay three to analyze the importance of good work design to the knowledge workers and analyze its impact on employee retention. Since, an effective work design accommodate employees’ skills and knowledge plus increasing their high-performance chances, hence making them feel motivated to work in that organization.
Article 2:
Foss, N. J., Pedersen, T., Reinholt Fosgaard, M. & Stea, D. (2015), Why Complementary HRM Practices Impact Performance: The Case of Rewards, Job Design, and Work Climate in a Knowledge‐Sharing Context. Human Resources Management, 54: 955-976. doi:10.1002/hrm.21649
Objective and research question.
The objective of this article is to examine why complimentary human resource management practices impact performance. It delves deeper to analyse the interaction between rewards, job design and work climate, as well as focusing on some aspects of HRM which include rewards, job design, and work climate. The research question that the researchers investigate to answer, is why complementary HRM practices impact performance.
Method.
The research methodology applied in this study for data collection is a web-based questionnaire that was developed and pretested with managers. In view of that, they evaluated complementarities between workplace environment and job design in the form of a three-way interaction amongst thee variables in regard to their influence on the motivation of knowledge sharing through analysing 1,523 respondents drawn from five firms that are knowledge-intensive.
Findings and discussion.
The findings of this study demonstrate that workforces who are wide-open to rewards of knowledge sharing experience autonomous motivation higher levels towards sharing knowledge, whenever they are concurrently exposed towards non-controlling workplace environment as well as job design that supports sharing of knowledge. These practices fit each other and their combination reduces the ambiguity experienced when interpreting each individually. Furthermore, an organization should provide employees with opportunities to satisfy this inclination. Knowledge sharing in an organization can be enhanced by combing rewards with a conducive work environment and a relevant work design. Rewards may motivate employees to share knowledge but if the work climate does not support the employees may never share their knowledge more effectively. Effective job design is one that is best responsible for specification on what the employee is expected to do and when combined with rewards it yields positive results in employee motivation. Likewise, amongst the fundamental inspiration sources towards the sharing of knowledge, there are personal and professional realization, recognition, interpersonal relations development, enjoyment, and the discernment of doing valuable as well as good work. Another significant factor is organizational workforce commitment along with their identification with the organization, which are fostered by the workforce trust and voice in management, interpersonal relations quality, in addition to social capital. Additionally, the workplace environment ought to be diversified, interesting, as well as thought-provoking, since the workforce can demonstrate their knowledge plus skills besides having the opportunity towards developing their competencies.
Conclusion.
The researchers conclude that the job design should be developed in a manner that enhances cooperation amongst the workforce. Besides, an interaction between rewards and job design and work climate and support knowledge sharing has a positive effect on employee’s motivation to share knowledge; which can be achieved through practices that influence sharing knowledge, such as work-related decision-making, and formal participation practices.
How this article will contribute to my Essay 3.
This Article will contribute towards my essay to analyse the importance of knowledge sharing in the health sector by using rewards combined with job design and work climate as a way of managing challenges of employee retention that the sector may encounter. Knowledge sharing fosters learning, improved absorptive capacity, best practice transfer, and productivity. Rewards motivate employees to keep focused on their roles. Jobs can be designed to foster autonomous motivation and knowledge sharing through job variety and autonomy.
Article 3
Matošková, J.,& Směšná, P. (2017). Human resource management practices stimulating knowledge sharing. Management & Marketing. Challenges for the Knowledge Society, 12(4), 614-632. doi: 10.1515/mmcks-2017-0036.
Objective and research question.
The objective of this study is towards developing a framework that conceptualizes human resource management practices plus their incidental impact on sharing organizational knowledge. It takes into consideration the correlation between knowledge sharing and human resource management. In particular, it examines the role of HRM practices and their impacts on managers and workforce characteristics, instruments and culture of the organization utilized in sharing knowledge within organizations. The question that is used in this study, is what are the impacts of HRM practices on sharing knowledge and their relation?
Method.
The research methodology applied in this study is a review of related pieces of literature concerning HRM practices that support sharing knowledge. The review supported the researchers towards synthesizing the fundamental HRM practices that support sharing knowledge, besides defining factors that could have mediated the effect between sharing knowledge and HRM practices.
Findings and discussion.
The findings of this study reveal that staffing is significant, thus it is vital to pick people with specific learning abilities, along with those having proper social and phonetic foundations. The applicant should likewise be a solid match for the organization. Besides, it is essential to focus on dealing with the procedure of new entrant’s adjustment in the firm. It is essential that the new entrant embraces an uplifting attitude towards information sharing and should figure out how to function effectively with the devices utilized in the firm for this reason. Furthermore, they demonstrate that the workplace environment and the design of the job can potentially influence sharing knowledge through its impact on workforce work inspiration. Thus, in association with supporting sharing knowledge effectively, the accompanying perspectives connected to workplace and job design that should be taken into consideration include job rotation, community practice, employee autonomy, as well as teamwork. Furthermore, they pinpoint that in relation to sharing knowledge, managing the performance appraisals, process, and work performance in collaboration with the evaluation criteria setting should also be taken into consideration. Similarly, towards eliciting employees’ desired behaviors, the management should incorporate and provide the much-needed incentives by setting a reward and compensation system. It implies that people ought to be compensated for proposing an innovative and beneficial practice, for spending their experience and putting it onto the organization intranet, and for investing their time adding to problem-solving in parts of the firm other than their own. More so, knowledge sharing rewards should be not only be awarded to individuals only but likewise to groups and teams.
Conclusion.
The researchers concluded that HRM practices have a high inclination towards directing influences on employees’ personality traits, managers and employees characteristics, organizational culture, and knowledge sharing instruments. In this way, they provide HRM guidelines as to what they ought to do towards enhancing sharing knowledge within the organization using twelve testable sharing knowledge and HRM practices suggestions.
How this article will contribute to my Essay 3.
This article will contribute towards my essay by assessing how and why certain human resource management practices function as a configuration. Furthermore, it will enable me to further discuss as well as examine the definite conceptual framework, particularly the relations amongst concepts, along with how bundling human resource management practices into a system can influence some knowledge sharing drivers.
Article 4
Radford, K., &Chapman, G., (2015). Are all workers influenced to stay by similar factors, or should different retention strategies be implemented? Comparing younger and older aged-care workers in Australia. Australian Bulletin of Labour, 41 (1), 1-27. http://hdl.handle.net/2328/35472
Objective and research question.
This article examines whether all workers are influenced to stay in an organization with similar strategies. The modern organization has experienced increased diversity because of the global financial crises that made the older people re-enter the workforce. Specifically, it analyses the retention strategies that can be implemented in an organization. The research question that is explored, as all are workers influenced to stay by similar factors, or should different retention strategies be implemented.
Method.
The research methodology employed in this study involves the application of a cross-sectional study that involved the analysis of data collected through the administration of questionnaires to 2,118 respondents drawn from the aged-care sector. Then it involved measurement of both results of the interest and the exposure at the same point in time.
Findings and discussion.
The findings of this research demonstrate that young people are more influenced to stay in the workplace because of the perceived health of self and family and job embeddedness. The young people value the employer-employee relationship as compared to the older generation. The diversity in the workforce forces the organization to invest and employ different factors to retain its workforce. Organizations should not follow one size fits for all approaches and should be tailored to cater for the diversity so that the organization can reap the fruits for employee retention. More youthful specialists have higher desires for quick headway, higher pay, and training than some other age. This proposes the frames of mind of more youthful specialists are distinctive to those of more seasoned laborers. With this comes the potential for working environment strife and the administrative test of tending to be more seasoned what's more, more youthful specialists' working styles. At long last, populace maturing increments the probability that representatives should juggle their work with the arrangement of unpaid casual consideration for their older parent. These nonworking eldercare duties are as of now common, and most workers would now be able to be relied upon to give eldercare sooner or later amid their profession. Eldercare duties influence the two representatives and associations since inconsistencies among work and care jobs can contribute towards strain and interfere with the execution of the two jobs. Long-term, care obligations may add to turnover, profession interruption, underemployment, and lower prosperity. These antagonistic impacts on representative prosperity are no doubt when the individual accepting consideration is in weakness.
Conclusion.
The researchers conclude that, to guarantee that the help they normally furnish to representatives with parental obligations additionally reaches out to workers with nonworking duties regarding the incapacitated. It is vital to distinguish methodologies for pulling in and holding full grown matured workers and representatives who are influenced by populace maturing.
How this article will contribute to my Essay 3.
This article will contribute towards my essay byanalyzing the sector by considering diversity in terms of gender and race which are rampant in the sector. An organization should implement different retention strategies to cater to different issues. An employee can quit a job because of racism and therefore an organization should have set strategies that can be used to deal with the issue.
Article 5
James, C., Southgate, E., Kable, A., Rivett, D. A., Guest, M., & Bohatko-Naismith, J. (2014). Return-to-work coordinators' resourcefulness and the provision of suitable duties for nurses with injuries. Work, 48(4), 557-566
Objective and research question.
This article examines the resourcefulness of the Return-to-work coordinators' and the benefits of providing suitable tasks for nurses with injuries. It identifies the barriers to return-to-work and the most suitable ways of handling nurses with injuries. The research question it answers is what are the facilitators and barriers identified by the Return-to-work coordinators’ and the influences on the specific health sector.
Method.
The research methodology involves conducting five focus groups to the work coordinators who work in different health sectors similar to the community health, aged, disabled, along with private in addition to public hospitals. Besides twenty-five Return-to-work coordinators’ from fourteen different organizations drawn from rural as well as metropolitan areas.
Findings and discussion.
The findings reveal that injuries are not intentional and workers should be valued and respected. Sucking an employee because they are injured especially during their work is ethically unprofessional. Organizations should look for better options like assigning the injured employees tasks that they can in their condition. Being injured does not mean that an employee has become useless. Given the right duties, they can be able to work effectively just like the other employees. The investigation demonstrated that data relating to the capabilities and foundations of Return-to-work coordinators’; the job of Return-to-work coordinators’ inside authoritative structures; a scope of specialized learning and individual characteristics for Return-to-work coordination and vital components of the case the board style used to encourage Return-to-work. Recognized indicators of poor return-to-work results included more established age, female sexual orientation, separated from conjugal status, at least two ward relatives, lower training levels, business factors related with diminished work showcase attractive quality, seriousness or touchy damage areas, negative frames of mind and result in view of the participant. There is a requirement for a clear and steady definition and estimation of come back to work results and a comprehensive hypothetical model coordinating damage, psychosocial and statistic indicators of come back to work. Through more prominent comprehension of the idea of components influencing come back to work, improved results could be accomplished. For those in occupations of high risks, the long haul danger of mind damage as a hazard factor for neurodegenerative infection should and ought to illuminate expanded worry for those with rehashed wounds to the cerebrum through the span of their lifetime and profession.
Conclusion.
The article concludes that return-to-work coordinators are creative and inventive in their way to deal with the arrangement of reasonable obligations for medical caretakers with wounds and featured the significance of incorporating clinical obligations in any return-to-work program and of fitting the return-to-work to the attendants' work and individual conditions.
How this article will contribute to my Essay 3.
This article will contribute towards my essay by demonstrating the importance of workplace security as a key motivating factor in any organization and employees always want to be assured that their jobs are secure regardless of what happens. Such actions create a negative attitude towards work for employees and they work under fear because they are not sure about tomorrow.
