Get help from the best in academic writing.

Business Ethics Week 3 Discussion

Business Ethics Week 3 Discussion.

“Battling Over Bottled Water”  Please respond to the following:Read Case 3.2: Battling Over Bottled Water, located here or on page 109 in your textbook. Nestlé holds a 99-year lease for the land that the Sanctuary Spring sits on. While lease-holders are generally understood to be able to make full use of their land, when public resources are involved, they are limited to “reasonable uses.” Review the case study and formulate an argument either supporting or challenging this distinction. Support your reasoning by addressing key ways in which benefits and burdens are being distributed between Nestlé and the community in this case.
Business Ethics Week 3 Discussion

This human resource plan is a process of aligning the skills, interests and talents within an organisation with the economic opportunities and long term goals of the company under consideration. The HR plan The first step is the needs assessment or the research phase. The company will review its operation within the past twelve months so as to determine the key HR issues that arose. These include hiring, promotion and skills improvements. Additionally, this phase must entail anticipation of needs in the future. If a company needs to increase production in ten years time, it will need even more employees to achieve this. Mission and vision clarification, as well as reviews of government policies and legislation, are in this phase. The company needs to do a gap-identification on the things that are missing in that workforce.1 The job description should follow the first step. The HR team should look at the job positions in the organisation and record them. Issues such as the skills and duties involved in each position must be included. Salaries and benefits accorded to each job position need to be clearly determined and recorded. This will be part of the agreement that the employer and employee must get into during hiring. Annual updates of job descriptions ought to be done. The HR team must then create an employee handbook in which it spells out the company’s HR rules clearly. In this document, one must include occupation health regulations as well as other employee safety policies. Sick leave, termination of employment, benefits, and overtime must all be included. However, the latter component should be in line with government policies on the matter. The employee handbook does not work effectively when employees read it independently; the employer/HR team should sit down with an employee and go over the various components of the book. The next step is recruitment which entails job advertisement. The company under consideration can use newspaper advertisements, employment agencies and the internet to do this. Employment agencies will come in when job seekers send excessive applications, and the company needs to do some screening. The HR team will do online recruitment to build profiles for vacancies while newspapers will spread the message about recruitment. Internal employees must be informed about the position so as to involve them in the recruitment. Get your 100% original paper on any topic done in as little as 3 hours Learn More Hiring entails interviewing, reference checking and job offers. The company will decide on the necessary interview questions. It will then assess how well the candidates respond. The company must then check on references and make the formal offer through a written document. It should have an agreement on various terms such as overtime, salaries, sick leave, housing, probation and termination. Succession planning needs to be an indispensable part of the HR plan. A firm needs to identify the job relationships in the company and the criteria for promoting candidates. In this regard, a thorough training system must be implemented. Instating the right program alleviates skills shortages. The company needs to have evaluation measures. It will use the balanced scorecard in order to assess the HR strategy’s effectiveness in achieving its intended outcomes. The company should give due feedback to members covered by the HR plan implementation process through effective communication channels. Benchmarking the plan against good practice models The plan will be operable in the United Arab Emirates. Consequently, the institution implementing it must incorporate policies and laws that prevail in the marketplace today. The government has passed a new policy known as Emiratisation. Here, employers must prioritise local employees over foreign ones. In other words, it is compulsory for a company to hire national job seekers first before foreigners when filling up a position. Nonetheless, only those individuals who have the right qualifications and skills for the job should be hired. Therefore, if a national job seeker lacks these qualities, and a foreigner possesses the skills, then the organisation should hire the latter individual. The government of the UAE also regulates the amount of overtime that companies can instate. This means that the Labour Ministry can intervene when complications arise concerning overtime. These issues are already in the HR plan. Lastly, the government has strict work termination policies. Employers can only terminate employment upon the demise or disability of the employee. Furthermore, they can terminate employment if the span of a contract is indistinct or if the employee violates company rules, laws and country regulations. Employers ought to discuss all these concepts with employees during the hiring process; that aspect is also part of the HR policies. We will write a custom Essay on Effective human resource plan specifically for you! Get your first paper with 15% OFF Learn More Resources required to support implementation of the plan The human resource plan will incorporate plenty of research. This will be a crucial part of the budget. Additionally, some consultants will need to be hired, and this will involve a considerable degree of financing.2 The hiring process will require the use of several media platforms such as the web or newspapers. The company will need to create a database for the online enabled hiring process. It will require employees to work in the HR department. Furthermore, special equipments and office space will need to be allocated towards the HR implementation process; they must be part of the budget. Additionally, the HR plan requires training and training consultants, which are in the budget too. The tools and systems required in supporting this process will also involve some expenditure. Communication channels involved in telling other business units about the HR plan will also be part of the budget. The monitoring process also involves a substantial amount of financing. Risks associated with the HR plan Most companies expect immediate results from the HR plan; therefore, some stakeholders may perceive it as a waste of time or just another way of diverting their energies. Impatience can be a significant impediment to HR plan success. The public may also be a serious cause for concern. Some of them may possess unrealistic expectations, such that job seeking may be perceived as a direct outcome. This means that a gap will arise during the hiring process especially with regard to the needs of the target hiring market. The main challenge in this plan is balancing between the long term HR strategy and responding to the external needs and challenges in the market. If the company strikes a poor balance, then it is probable that the HR plan will not lead to desirable results. A thorough assessment of the HR development needs can lead to excessive identification of these needs. Sometimes, these may supersede the organisation’s capacity to deal with them, especially if resources are inadequate. The HR staff members may need to make extremely difficult choices so as to focus on the most pressing HR concerns. Training may also be a challenge if it does not align well with long term needs. Some companies may find that their prevailing training steps do not meet their current needs. Additionally, some training may be done in a disorganised manner. Companies can overcome these risks through a number of avenues. First, they can ensure that they possess adequate support from the rest of the enterprise throughout the HR planning and implementation process. One must explain the importance of HR planning to the stakeholders to secure this commitment. This will ascertain that the company allocates enough resources and provides the needed support to those parties involved. As such, the company can be able to deal with all human developmental needs as it will anticipate them. Additionally, a consultant can help in making the HR plan more effective. He or she can also assist in better organisation and long term orientation of the process. As noted earlier, gaps between prevailing job vacancies and future job opportunities can impede the success of the HR plan. One can deal with this problem by carrying out an analysis phase to determine the differences between skill and knowledge bases today, and future job opportunities. A company can deal with the job market development needs and developmental gaps in a better way by doing this. In order to ensure the success of the HR plan, it is also imperative to have the right training goals. This can be done by prioritising the most vital training needs and sequences. The most significant element that can overcome most HR plan risks is the execution of a robust evaluation process. Here, qualitative and quantitative feedback from employees must be measured. This ensures that the plan is on track and that the firm realises the desired outcomes from the whole process. Furthermore, communication channels need to be highly effective in order to ensure that all stakeholders stay committed to the HR plan.3 Not sure if you can write a paper on Effective human resource plan by yourself? We can help you for only $16.05 $11/page Learn More Key performance indicators to monitor the progress of the plan As one continues to implement the HR plan, it becomes necessary to examine changes that arise in the rate at which recruitment of employees occurs. If these rates increase, the HR plan should be working. However, the increases will not be dramatic; they will correspond to the stage of the implementation process. The process of promotion needs to occur at a faster rate when gaps occur. Once again, this will correspond to the stage under consideration in the HR plan. If the HR plan is still in its infancy, then the company will do its promotions much slowly than if it has completed the training phase. Lastly, the recruitment process needs to possess corrective actions when certain scenarios come up, if the situation under consideration is such that it warrants a hiring process or a succession, then the company must respond to those needs almost immediately. One can, therefore, assert that if these response rates are high, then the HR plan is on course. Several changes should be made when the reverse is not true. Aligning HR strategies to support the organisational vision, objectives and he overall strategic plan. This organisational plan dwells on providing adequate internal capability such that the company can deliver on its business goals. Since people are the principal source of a firm’s competitive advantage, then the HR practices and policies need to maintain that advantage. This HR plan will achieve that function by structuring and designing work, training, rewards, pay, performance management and other policies. This will allow employees to meet organisational goals. In other words, the HR plan will align human resource practices in a company with behaviours that can strengthen employee behaviour to realise strategic intentions. One way in which the company will achieve this is by carrying out an external environmental analysis of the company. Additionally, the plan will entail vision and mission clarification so as to provide clear guidelines for implementing the plan. This latter process is also similar to identification of company strategic goals, which will be a vital component of the process. Since the plan will entail consultations with relevant experts, then one can be certain about its ability to meet the vision and mission of the organisation. Furthermore, this HR plan will entail the use of best practices in a company. As such, the company will meet its objectives for maintenance of a diverse workforce. The HR team will systematically determine the human capital needed to meet company goals by quantifying the skills required and by providing the avenues for filling them. If an organisation can attract and eventually retain the right kinds of workers, then it can easily achieve its mission and vision. Communication channels to be used in the communication of the plan to the various business units The process of communicating various parts of the HR plan necessitates the use of internal channels of communication. Minor adjustments or announcements can be communicated through the use of emails or memos. However, the HR team will need to create formal reports that contain details about significant achievements or changes that the HR plan implementation phase has created. The administrators of the HR implementation phase will also utilise face to face conversations for crucial aspects of the process. If aspects such as training or succession planning need to take place, then the company can make use of this mode of communication. Promotions and career development are highly personal elements that would be implemented well when they portray a distinct level of discretion. Lastly, the HR plan will also involve the use of phone calls. Using the plan alongside emails and memos reinforces certain information. It may also explain it well to the individuals concerned. Since the internet plays a vital part in most company’s processes, then it should be incorporated into the communication mix for the HR plan. Here, the organisation can use internal blogs to get feedback from the employees concerning the effect of the HR plan. They may also use social networking websites such as twitter or facebook in order to involve external parties during the recruitment or hiring process. Other details should be communicated through discrete channels such as email or phone calls.4 Systems and tools required to support the implementation process The company will require database management software that will record and manage data about employees. It should include the positions of all employees, possible vacancies and training or skills achievements. Once a robust and well-managed database exists, then the company can have a plausible mode of action for effecting any changes in the future. There should be performance management tools that deal with work planning, performance reviews and other similar assessments. Training kits and systems also facilitate the training process and lead to smooth HR implementation. A company needs to have competency architecture in order to ascertain that all HR applications achieve maximum efficiency. Online tools and support systems for human resource management are imperative in ensuring HR plan success. A company needs to have a framework for ascertaining that it possesses adequate accountability. HR plan implementation The next stage should be implementation after completing the plan. This needs to occur when the senior managers and company executives believe that the strategic HR plan is appropriate. However, no need for this step exists if the HR team consults stakeholders from the start. Later, the HR team needs to communicate the plan to the entire company. This communication process should tie the company strategic plan with the HR plan. It should identify changes in HR policies and management that it needs in order to support strategic planning. It should show how each member can contribute towards the plan, and should have information about company support. Lastly, the communication process should talk about how the firm will alter in the future. The HR team needs to gather the resources needed to carry out all the steps in the HR plan. It can then start rolling out this plan slowly. This may be done by looking for equipment and space needed for the plan. Then changes in hiring can start. Thereafter, the company may work on succession and skills shortages as they arise. Finally, the organisation needs to carry out an evaluation of the HR plan so as to measure its level of success. This information should be communicated to all concerned parties.5 Support for the HR plan The culture within an organisation plays an immense role in the HR plan implementation process. The administrative team in charge of HR plan implementation will be there to identify any alterations in the systems that may oppose organisational culture. The HR team can offer support by ascertaining that it informs everyone about the alterations when the changes take place. Additionally, the company can offer support throughout succession planning so as to ensure that individual careers grow as much as organisational goals. This will contribute towards better commitment to the goals of the HR plan. The company will keep revising the HR strategy so as to meet internal and external changes. That will offer support to various business units on the basis of supply and demand in those firms. Ongoing monitoring The HR team will monitor the following operations and performances throughout the process: First, the HR team will analyse the effectiveness of the HR planning process by measuring staff numbers. It will also examine the ratio of the required staff to surplus staff and compare differences. The implementation phase will entail continuous monitoring of training and development. Here, administrators will compare training days to the training plan to certify that it is on track. Additionally, the HR team will assess job improvements so as to ensure it achieves the right results. Equal opportunity measures need to be done. Here, the company will assess the number of grievances that relate to equal opportunity employment, and compare them with targets in the plan. The evaluation will entail continual assessment of recruitment processes. This will involve measurement of the time that it takes to fill up a vacancy and the degree of compliance with selection procedures. Administrators will assess staff attendance at work so as to calculate staff retention rates. Lastly, monitoring will involve performance appraisal comparisons with targets. This will facilitate the determination of percentage achievements. Once the HR team identifies problem areas, then it should figure out ways of reducing them. Bibliography Frank, F
Grossmont College Intentional Teaching and Foundations and Frameworks Papers.

Learning Foundations and Curriculum FrameworkIn the “Readers/Textbook” module there are the California Preschool Curriculum Framework and California Preschool Learning Foundations posted for your review. It is not required that you read both documents from the front to back but you should familiarize yourself with them and how they are organized. The video below provides an overview of the Foundations and the Framework. You will need to write a one-page reflection on the differences and similarities between the two.Intentional Teaching: Supporting Literacy
Grossmont College Intentional Teaching and Foundations and Frameworks Papers

Introduction The eBay China and the Taobao are online shopping companies which also offers trading platform in China. Taobao has employed the laggard activism strategy to not only capture the Chinese market, but also leapfrog the dominant eBay China Company. The Taobao has better knowledge of the Chinese market and disruptive technology than the eBay within the Chinese market. Unlike eBay which operates on the Customer-to-Customer (C2C) platform, the dynamic Taobao functions on the Business-to-Business (B2B) platform. Despite purchasing the Chinese based Eachnet Company, eBay failed to penetrate the Chinese market due to imbalance in factors such as the western business style. In order to penetrate the expansive Chinese market, Taobao’s business platform was modified through introduction of services such as premium customer experience, compact support from the community, and low charges for small businesses. This analytical paper explores the above differences in the perspectives of contingency paradigm, resource dependence and transaction cost paradigm, and institutional and population ecology paradigm. Contingency Paradigm The contingency paradigm describes a company’s ability on the basis of contingency of the situation. There are two kinds of companies according to this theory. The first are those that develop a good relationship with their customers to deliver a task. The second are those that are only oriented towards the task at hand. They make the accomplishment of the task as their primary aim and take all steps towards the achievement of this goal. Open-system verses closed-system The Taobao Company, its business model is based on the C2C market. The attitude of the CEO towards localization is an indication of clear goal of the company. The goal is to concentrate on the local market through use of an open-system business model. The strategy was meant to take advantage of the challenge of smallness to defeat the giant eBay Company, which depends on the closed-system approach in execution of business strategies. The Taobao Company transformed the challenge of late market entry into a competitive advantage strategy within the Chinese online business environment. Centralized verses decentralized system Unlike eBay which developed a fixed entry strategy in the Chinese market, which was characterized by overconfidence and inertia, Taobao was packaged as a humble and flexible online technological trading platform. As a result of stable knowledge of the Chinese market, Taobao jumpstarted operations through a flexible and rational business decision process. Basically, this strategy was helpful since changing would not be as costly as those companies that have fixed and mature formulas for doing business such as the eBay Company. As indicated in the case study, a decision which could be made within 9 days at the Taobao would take 9 months at the eBay Company due to the centralized management strategy. Knowledge efficiency It is apparent that the Taobao Company more efficient knowledge and experience in uniqueness of products and services in terms of standardization in order to present high quality services to the Chinese market than the eBay Company. The main variables of its business operations are connected at central point by strategic planning which encompasses costing, speed, quality, flexibility, and dependability to create a smooth continuous operation tracking model from one segment to another. For instance, the company has been in a position to establish Chinese online business leadership position due to its appeal to the local customers, in terms of easy to use interface, free trials, and localized purchasing experience. Balance between the soft and hard skills The major part of success puzzle for the Taobao business management delivery operates on the periphery of the soft skills involving the timeless vision of organizational principles, defining value of the business, determining requirements, clarifying the vision, building teams, mitigating task, resolving issues, and providing direction as incorporated in the operations management system. The management of the Toabao Company realized that its success lied in the B2B strategy, which was modified to rest on the customer satisfaction. The corporate strategies of the company were then based on the traditional marketing, localized human resource, and efficiency monitoring units. On the other hand, the eBay’s platform was not modified to guarantee the localized experience among its customers. Get your 100% original paper on any topic done in as little as 3 hours Learn More Taobao has a very unique organization structure. The company exhibits distinctive and unique organization structure that is shaped by the organization’s goals. In advancing organizational learning, the system that helps the organization to avoid the learning disabilities is proactive organization thinking. For instance, its CEO notes that there is need to ensure that the customers directly and positively associate with the business due to premium service experience. Organizational flexibility The Taobao organization exhibits flexibility in its organizational structure that enables jobs to be redesigned thus, facilitating work based innovations. The teamwork based organization structure actually identifies the hierarchy of the organization structure in order to understand the complex network. In addition, it provides myriad illustrations of persuasive importance of problem definition within communication contemporary context. Unlike eBay Company which depends on different functions such as the Asia regional office, the head office in Silicon Valley and intuitions of the CEO of the Chinese branch, the Taobao Company has a simple organizational structure model comprising of a single CEO who is in a position to localize the business management strategies within the conservative Chinese market. Continuous knowledge acquisition is crucial for adapting to and surviving in the competitive business environment. Thus, it becomes an important feature of learning organization. Continuous knowledge can be through activities such as research and development, market research, and competitor analysis. Unlike the highly professional and mature online business platform of the eBay Company, the Toabao’s platform is developing and easy to modify to fit within the Chinese online business market. Besides, the use of B2B model by the Taobao Company expanded its market base since it targeted small business. On the other hand, the C2C model by eBay became ineffective in China due to complexity of the system. Resource dependence and transaction cost paradigm Resource dependence The Taobao Company majorly depends on the local means of production and running the business. The Taobao’s business model was to create a decentralized system in terms of a management line for the much needed market expansion within the Chinese market. The approach adopted by the management was to ensure that decision making process is shortened thus, avoidance of bureaucracy. Furthermore, adoption of decentralization by management was to ensure direct contact with customers within the shortest time possible. The company heavily depended on the local resource to achieve this. On the other hand, the eBay Company establish a hybrid system of integrating the western resource with its acquisition in the Chinese online business market. However, the company maintained its centralized management system from the Silicon Valley. Besides, the company used international resources such as the management team and system support. The ideal strategy for performance measurement should be aligned to communication channel in the company. For implementation of the strategy, the management of the eBay Company does not balance the short term and long term consideration towards decision making since the resource allocation and use is centralized. Management that ensures long term obligations are fulfilled and considers mostly the role played by resources invested in technology, continued innovations in the production of new products, and conducting intensive researchers in the market to identify fresh market niches. In order be able to carry out organizational psychology assessment on the basis of centrality, research and statistics are needed to understand the various behavioral patterns that exist within the scope of an organization for this role. This self guided approach is based on collaborative procedures that involve designing specific learning experiences to teach organization on how to monitor automatic behavior; recognize the relationship between these behaviors and cognition, ways to test the validity of the relationships, and measures to apply to substitute the distorted thoughts with more realistic cognitions. The decentralized system of communication and decision making at the Toabao is less limiting, in terms of information flow, since a lot of talent is noticed in the company as employee are given the opportunity to proactively participate in the business process at the local level. Cost paradigm The Taobao Company rolled out an interesting entry into the Chinese market by concentrating in the affordable traditional methods of advertising. This strategy ensured that the company was sustainable even when it offered free services within the first three years of operations. The affordable but very visible traditional methods of advertisement ensured that the targeted market was in a position to distinguish the business from its rival. Besides, the company introduced very low charges for its services that could not be matched by its rivals. The administrative costs of the Taobao Company are less costly as compared to the eBay Company which is managed from the Silicon Valley and uses very sophisticated and mature technological platform. Unlike the costing system of the Taobao Company, which is internalized within the local Chinese market, the payment system of the eBay Company is externalized within the confusing platforms such as PayPal. Such platform proved difficult to use among the Chinese customers. On the other hand, Taobao’s internalized system proved flexible and friendly between businesses and customers. We will write a custom Essay on Taobao and eBay Companies Differences specifically for you! Get your first paper with 15% OFF Learn More Institutional and population ecology paradigm Institutional paradigm The Taobao Company has three building blocks of learning such as a supportive learning environment, concrete learning processes, and practices leadership that reinforce innovation. The managers play a significant role in setting up the learning environment for their employees. This culture has created an ideal climate for innovation and communication among the employees. This culture is meant to create an ideal climate for innovation and communication among the employees. The company’s team work culture spells the rules of engagement and expected results. These rules appreciate diversity and uphold integrity in judgment as enshrined in the company’s vision and mission statement. Since the Taobao Company is localized, it has very minimal challenges in surviving the regulatory pressures from the Chinese government. Besides, it has earned legitimacy from the local market that prefers to create an identity with the company perceived as adhering to the Chinese culture. On the other hand, the eBay Company has to deal with the coercive and regulatory pressures from the Chinese government since it uses the international business platform in the unique Chinese market. As a result, the company has faced difficulty in reaffirming its legitimacy, especially between its conflicting online payment systems. Population ecology paradigm Other factors associated with inhibiting learning in organizations are inappropriate organizational structures, entrenched attitudes towards learning, and emphasis on meeting targets. Fear and resistance to change in organizations that are characterized by high levels of bureaucracy and inter-functional rivalry are the main reasons that impeded the eBay’s strategy to penetrate the Chinese market. In comparison, the cultural structure of the Toabao Company has spurred a continuous growth in the competitive Chinese online business market. The Toabao organization exhibits flexibility in its organizational structure that enables jobs to be redesigned thus, facilitating work based innovations. The company has diversified its operations to merchant service and small business segments to ensure long term sustainability. Generally, when all other factors are held constant, the Taobao Company is better positioned to sustain its business within the Chinese market due to its unique services, wide appeal to customers, and relatively flexible management model. Recommendations Operation efficiency Operational efficiency and market niche provide an indication of how well the company manages its resources, that is, how well it employs its assets to generate sales and income. It also shows the level of activity of the corporation as indicated by the turnover ratios. The level of activity for the eBay and has remained relatively stable despite threat of competition, and constant change of taste and preference. In order to stay afloat, the company should streamline their operational costs and introduce freelance marketers paid on a commission. The marketers will operate from their homes to save the company daily expenses of running its business in China. Through implementing this proposal, the company will reduce its wage bill and seal cost loop holes. Consumer centricity Properly designed online marketing and product distribution management facilitate the success and sustainability in online marketing. To increase credibility and maintain professionalism, the current channels of reaching the consumers at the Taobao should be tailored to encompass processes and features that flawlessly facilitate a healthy and lifetime relationship between the business and its clients. Among the new development elements that the company should incorporate include trust, liability acceptance, distribution, fair retribution process, and passing accurate information to target audience to restore confidence within these networks. This strategy will ensure that the business is sustainable. Functional team Essentially, the success of e-marketing depends on proper alignment of a functional team that is responsible for the creation of flexible and quantifiable measurement tracking tools for reviewing results periodically. Reflectively, the eBay and Taobao companies should introduce a functional team with the essential knowledge in social media and tools used in marketing via the Internet. The two companies should realize that promotion of their products is not merely an advertising function. They should come up with both advertising campaigns and promotional strategy that are defined by the nature of the market, the size of the market, and the preferences of their customers.


Reflection on the “Stick Up Kid”. A Reflection is a critical analysis of the information presented in the documentary. If, you do not know what critical thinking is do some research. Hint…your paper should focus on topics such as (serious crimes, juveniles sentenced as adults, treatment, punishment, rehabilitation etc. from Chapter 13). Do not summarize the video you will get no credit for a summary. It would be very helpful if you read Chapter 13 prior to viewing the video. The video serves as a real life application of the topics presented in Chapter 13. APA format 7th Edition 700 Words

WU Improving The Work Life Balance in Nonprofit Organizations Dissertation

term paper help WU Improving The Work Life Balance in Nonprofit Organizations Dissertation.

I’m working on a writing Other and need support to help me study.

Premise CompletionTopic for Dissertation: 4-Day Work Weeks To Improve Work-Life Balance in Nonprofit OrganizationsAs noted in the Dissertation Premise Guide, the premise consists of four parts:titleproblem statement approach (i.e. proposed methodology) for the study – Will be using qualitative methodologyreferences from Weeks 3 and 4 Discussion – (7 to 12)The Dissertation Premise document is used in two ways:To identify a preliminary topic (i.e., a research problem) for your dissertation. This topic should be the product of an initial investigation on your part but will be subject to change and refinement and will inform the development of your prospectus.
WU Improving The Work Life Balance in Nonprofit Organizations Dissertation

HUMN 344 UMGC Wk 3 Factors or Issues of Race and Technology Discussion

HUMN 344 UMGC Wk 3 Factors or Issues of Race and Technology Discussion.

I’m working on a humanities discussion question and need support to help me learn.

After reading de la Peña’s “The History of Technology, the Resistance of Archives, and the Whiteness of Race” and Marijan’s “Algorithms Are Not Impartial” in the Required Learning Resource, please do the following: Explain three factors or issues that contribute to race often being omitted in research on the history of technology. Explain one factor or issue that contributes to race being omitted in algorithmic calculations. Choose one of the solutions that either of these authors proposes to the problem they outline. Do you think that the author’s proposed solution can be effective? Why or why not? Discuss one other roadblock, factor or issue you think can come up in trying to address race and technology in historical research or algorithmic calculations. Use two quotes from any of your resources to support or explain your points. Make sure to provide in-text citations for both quotes in MLA or APA format. Provide references for all sources in MLA or APA format.
HUMN 344 UMGC Wk 3 Factors or Issues of Race and Technology Discussion

Changes in the Role of the World Health Organization Essay

The main change in the role of the World Health Organization (WHO) occurred in the 21st century, which was caused by the spread of communicable and non-communicable diseases. Previously, the focus of this organization was directed to researching, monitoring, and making recommendations on global diseases. The increasingly complex health problems led to the fact that international healthcare is at a remarkable point in history now (Jacobsen, 2019). The improving technology and the opportunities for diagnosing and treating diseases should be seen as the relevant tools to help people all over the world (“The Global Health 2035 report”, n.d.). Regardless of the place of their birth and life, every person should have proper access to health services, which would prevent epidemics. Today’s goal of the WHO is to integrate all countries in an attempt to achieve grand convergence that refers to helping low-income countries and using high-income ones as donors. Dr. Gavin Yamey states that there is a need to establish a collective approach to funding technology and health interventions (TEDx Talks, 2015). The key goal of the mentioned initiative is to reduce child and maternal deaths, thus saving about ten million lives annually. Infectious diseases related to children and mothers are expected to be converged in both low- and high-income states by 2035 (“The Global Health 2035 report”, n.d.). Among the factors that largely contributed to the identified change, it is possible to note the growing population and spread of disease, as well as financial needs to handle them. The existing budgets and funding should be adjusted to accomplish this goal. It is also expected that grand convergence would provide immense payoff by reducing healthcare costs. The countries need to collaborate to ensure that all the people are able to receive the necessary care services. For example, poorer states need assistance and guidance from richer countries that have experience in treating infections. At the same time, funding offered by high- and middle-income countries is critical for the entire world since those diseases that can potentially lead to epidemics may also affect them (TEDx Talks, 2015). While working together towards grand convergence, the countries would be able to address those illnesses that can be handled via vaccination, such as measles, chickenpox, and so on. This is an easy and effective way to prevent further deterioration and deaths in children. Considering the growing resistance to vaccination, which is based on the perceived negative impacts of this intervention, the education of people cannot be overestimated (Jacobsen, 2019). Namely, the results achieved by developed countries in avoiding many diseases by means of vaccination should be clarified. The adoption of cost-effective and progressive public health policies as well as finial aid to the WHO and poorer countries are two more activities that should be prioritized in terms of grand convergence. These activities imply that the investments in health research and practice would provide high returns due to the intrinsic value of better health (TEDx Talks, 2015). People who have fewer chronic conditions and diseases are less likely to need health services. Fiscal policies would also make a shift in the focus of healthcare, changing it towards non-communicable diseases since communicable illnesses would be minimized. It would also be useful to address the needs of the aging population and substance abuse issues, using fiscal policies and promoting better health outcomes. Get your 100% original paper on any topic done in as little as 3 hours Learn More References The Global Health 2035 report. (n.d.). Web. Jacobsen, K. H. (2019). Introduction to global health (3rd ed.). Burlington, MA: Jones