Discussion: Create a Discursive Literature Review Plan

Discussion: Create a Discursive Literature Review Plan ORDER NOW FOR CUSTOMIZED AND ORIGINAL ESSAY PAPERS ON Discussion: Create a Discursive Literature Review Plan For this assignment, you will practice planning, organizing, and synthesizing information from a few authors. The purpose of the exercise is for practice. Discussion: Create a Discursive Literature Review Plan Begin the assignment by reviewing comments from faculty on the annotated bibliography feedback. Then rearrange the content of the annotated bibliography into a discursive style literature review. Create section titles for each topic. Integrate information from multiple authors under each topic, identified by the section titles. The purpose of this exercise is to practice for the final assignment due in Week 8. In Week 8, you will apply all topics from the course in the creation of a literature review in the form and style necessary for dissertations. Below is a process that will be helpful for guiding this effort: List concepts from the content of the annotated bibliographic assignment. Create an outline using concepts as top-level subjects. Create subtopics for each top-level. When the outline is complete, create a rough draft of the discursive literature review. Include the following: Create first- and second-level APA formatted section titles as appropriate. Analyze, evaluate, and synthesize material for each topic. Cite multiple authors for each topic section. After the draft is completed, review and adjust your writing. Comprehensive and concise writing is required in the dissertation process. Pay attention to the APA manual for the economy of expression required. Length: 5-7 pages attachment_1 Annotated Bibliography Savior C Wright BUS 7300 Annotated Bibliography Wright, Patrick. “Fundamentals of human resource managementManagement 5 (2018): 27. Hypothesis Talking of human resource, there are many fundamentals involved. Every organization requires the contribution of the human resource for it to effectively operate. However it’s evident that in many cases the human resource has been neglected and therefore companies fail not knowing what is lacking in the organization. There is therefore the need to improve the approach on handling the human resource. The impact that the employee bring to the business determines the successes of failure of the business. Methodology There are different approaches that can be used when handling and addressing the issues of human resource. Patrick Wright in this article articulates that no organization can operate without the contribution by the human resource. He also goes ahead to give examples of commonly known global companies that have been effectively addressing this issues and therefore attributes their success there. All the activities that are carried out in organizations are implemented by the human resource. Patrick 2018 brings out several issues he considers as the fundamentals of human resource. To begin by describing these fundamentals as skills every manager should have which will ensure they treat their employees effectively. One of the basic issues is mentoring the employees in that they are always on the move and motivated all the way. (Patrick 2018) also describes the issue of career development whereby every employee wants to grow in his or her specific fields of expertise. Conclusion From the above analysis on Patrick`s view, it’s evident that there is the need to effectively consider the issue of treating the human resources well. The way the employees will be treated reflects how well the company will work. The success of every organization will be determined by how the employees are treated. If you treat them well they will give their best as compare to when they are poorly handled. Evaluation When the word human resource comes to mind, it’s advisable to first think of how best to handle your employees. If you want a successful business, make sure the way you handle your employees is to your level best. As Patrick says, creating a close connection with them and a close communication scheme will make them feel part of the company. They will therefore work with the company and not for the company. It’s a good thing therefore to effectively handle the human resource which cannot be replaced by anything else. Reiche, B. Sebastian, et al., eds. Readings and cases in international human resource management . Taylor & Francis, 2016. Hypothesis When it comes to human resource management, there are numerous development that are occurring. In the past, some issues were handled differently as they are being handled now. Reiche starts his analysis on defining how human resource should be looked at. He also describes that time changes and therefore the issues affecting the employees will also change. Reiche terms the development processes as those that go with technological developments. Every time a technology innovation is done, the way the human resources should be changed. Reiche is more concerned with the developments that will make the human resource treatment better and therefore better organizations. Methodology Reiche has been a human resource activist for his better part of his career. He has been working for various organizations as a human resource manager and therefore has the experience it takes to be an expert in this field. In his article, he describes the treatment of the human resource as a process and therefore highlights the different developments that should occur. (Reiche, 2016). In an example, he gives how he treated employees when he entered a certain company he never mentioned and how he treated them when he was leaving the organization. There is therefore a series of developments that should be keenly analyzed by every human resource manager to ensure there is effective interaction between the management and the employees. Discussion: Create a Discursive Literature Review Plan Conclusion I tend to agree with Reiche in that the issue of human resource develops with time. It’s true that how employees were treated 100 years ago is not the same with how they are being treated today. It’s a series of events and that all of them should be analyzed and each manager should implement them. Evaluation Human resource management can be seen as a theme that never changes. However it’s true that there is the need to change how people treat each other with time. The kind of payment offered at this time is not the same as that paid 100 years ago even if the position is the same. With the technical and other developments, the human resource should also be improved. I concur with the information that (Reiche, 2016) gives since he is an expert in this filed and therefore his experienced is something we should all learn from. Brewster, Chris, Chul Chung, and Paul Sparrow. Globalizing human resource management . Routledge, 2016. Hypothesis With the developments in business and globalization, there is the need to define how well to handle the different cultures in the business environment. In the recent years, thousands of companies are growing to be global and therefore employee’s different people. (Brewster, 2016) brings in the topic of globalizing human resource management. I agree with him that there are many issues that need to be addressed so that human resource management will be easy. In his book, Brewster gives of examples of how companies failed in addressing the issue of global human resource management. Brewster is an expert in the business world and holds a master’s in Business Management Administration making him fit to address the issue of human resource. With the growing rate of globalization, there is the need to address the developing issues of human resource management. Methodology Being a holder of a master`s in the business environment, Brewster has been continuously interacting with both managers and employees globally. He has also worked in several global companies and therefore interacted with different cultures. As he address this issue, he advocates for first analyzing the kind of market the company wants to engage in. This helps in analyzing the kind of people the organization management will most likely deal with and how well to handle them. Different cultures as Brewster, 2016 describes require different treatment. There are those who must be greeted for them to respond to another person and there are others who have no issue on greetings. There is therefore the need to understand the different categories of people one will be dealing with and therefore better operation in an organization. Conclusion As Brewster, 2016 describes, there is the need to first identify the kind of people one is dealing with so as to know how well to handle them. Global organizations have become numerous and therefore the issue must be addressed globally. A cool environment will be determined by how well these different cultures interact. Evaluation Interacting with people from different cultures needs a clear indication of who one is dealing with. Different cultures will attract different issues and therefore the need for management to introduce such a platform in a diverse culture organization. Nankervis, Alan R., et al. Human resource management: strategy and practice . Cengage AU, 2016. Hypothesis Nankervis introduces the issue of women in human resource management. In the recent past, there has been several issues that are coming up with regards to how women are treated in the business world. There are many instances as Nankervis, describes where women have been discriminated because of their gender. There is the need therefore to address such issues in the human resource context. Methodology Nankervis, 2016 is an expert when it comes to discrimination acts and how they are handled. He has been interacting with different employees as he describes in his book and talks of how they addressed their issues to him. It’s a motion that many companies have ignored but should always be addressed. Nankervis comes up with a solution in which he describes that without knowing what affects our women, we can barely help them. He therefore advocates for a free world where the women can easily address their issues. Conclusion Women globally has been facing issues which they are reluctant to address. However, as (Nankervis, 2016) describes, it would be easier to solve such issues if only they are addressed. Its time therefore for women to rise up and talk about how they feel on the issue of human resource and what they would like changed. Evaluation An issue can only be solved if it’s known. There is the need to come up with a culture where we fear nobody when it comes to raising and addressing our issues. Bratton, John, and Jeff Gold. Human resource management: theory and practice . Palgrave, 2017. Hypothesis A lot have been talked about human resource but how well should people be treated. Bratton, 2017 brings the topic of how well the human resource should be treated. There are many instances that people feel they have been treated badly by their seniors or even the peers but it’s hard to tell how as Bratton, 2017 describes. It’s upon the human resource managers therefore to define how well these practices should be approached to assure fair treatment to every employees. Methodology Many instances people say they have mistreated yet those who mistreated them barely knew it. As Bratton describes, understanding what people want will be effective to handle such circumstances. It’s a matter of defining what people prefer and therefore delivering it to them. Conclusion Treating people depends on their beliefs, (Bratton, 2017). The best way therefore is to define what one wants, and delivering it to them. The human resource should therefore come up with ways to ensure everyone knows the different cultures in the organization. Evaluation As Bratton, 2017 analyzes, it’s wise to know people. The managers should define the wants of their employees and deliver to them. There is the need to also come up with ways of ensuring issues are addressed in the organization. Ignorance as Bratton describes is what eats up an organization. It’s wise to ensure every sector of the human resource is addressed and therefore success in the organization. Discussion: Create a Discursive Literature Review Plan References Bratton, John, and Jeff Gold. Human resource management: theory and practice . Palgrave, 2017. Brewster, Chris, Chul Chung, and Paul Sparrow. Globalizing human resource management . Routledge, 2016. Nankervis, Alan R., et al. Human resource management: strategy and practice . Cengage AU, 2016. Reiche, B. Sebastian, et al., eds. Readings and cases in international human resource management . Taylor & Francis, 2016. Wright, Patrick. “Fundamentals of human resource management.” Management 5 (2018): 27. Get a 10 % discount on an order above $ 100 Use the following coupon code : NURSING10

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