Review Terms For Week 7 Homework Students This List Of Terms

Review Terms For Week 7 Homeworkstudents This List Of Terms Will Be

This assignment involves reviewing a list of terms related to Human Resources Management (HRM) and family health nursing. The goal is to familiarize yourself with key concepts, definitions, page numbers, and practical examples of how these terms are used in practice and in HRM or family health contexts. It is recommended that you download the list early, fill in the meanings and related information as you study the course materials, and use this as a resource for completing your Week 7 homework and preparing for the final exam.

Paper For Above instruction

Proper understanding of HRM terminologies and their application is essential for students aiming to excel in coursework related to human resource management and family health nursing. The terms listed for Week 7 encompass a broad scope of concepts relevant to workforce management, legal considerations, assessment methods, employee development, and family health concepts. It is important to understand these terms contextually to develop an integrative perspective on how organizations and families operate and respond to various influences.

From the HRM perspective, terms such as "Workforce diversity," "Outsourcing," and "Shared services" highlight strategic approaches organizations use to optimize human resources. "Seniorities systems" and "Disparate impact" relate to employment practices and legal compliance. Legal frameworks such as the "WARN Act," "Equal Pay Act," "ADA," and "EEOC" establish rights and protections for employees, emphasizing fair treatment and accessibility. Recruitment and selection methods like "Structured interviews," "Assessment centers," "Personality tests," and "Performance simulation tests" are critical in evaluating candidates effectively. Additionally, performance management tools such as "Performance evaluations," "360-degree feedback," and "Performance appraisal distortion" help in assessing employee contributions and developing talent.

Furthermore, financial and benefit-related terms like "Profit sharing," "IRA," and "Short term disability" are integral to employee compensation and support systems. Organizational and career development phrases, including "Organizational goal setting," "Career development," and "Internal vs. external career success factors," underline the importance of fostering growth within organizations. Training assessment models like "BARS," "Training needs assessment," and the instructional design framework "ADDIE" support effective learning strategies for workforce development.

In the family health context, terms such as "Family Defined," "Interdependence," "Health Responsibilities," and "Family Interactions" focus on the social and emotional fabric that influences health outcomes. Theoretical models like "Human Ecology Theory," "Family Systems Theory," "Family Development Theory," and "Self-efficacy Model" provide frameworks for understanding family dynamics and health behaviors. Family assessment concepts such as "Family boundaries," "Decision-making processes," and "Values" help practitioners evaluate family functioning. The focus on lifecycle transitions, health beliefs, and transmission of health practices underscores the importance of family-centered care in promoting health and managing illness.

Community-based initiatives, preventive services, and targeted programs aim to improve family health through upstream interventions that address social determinants and at-risk populations. Nurses and health care providers employ relationship-focused care, effective communication, and problem-solving strategies to support healthy family environments. The evolving landscape of family nursing emphasizes comprehensive assessments, culturally sensitive interventions, and the fostering of resilience among families.

In summary, familiarization with these HRM and family health terms enhances practical understanding and application in real-world settings. A thorough grasp of legal, evaluative, developmental, and interpersonal concepts is essential for effectively managing human resources and providing holistic family-centered care. Continuous review and contextual application of these terms will prepare students for successful coursework, practical assignments, and professional practice in both HRM and health nursing disciplines.

References

• Cummings, T., & Worley, C. (2014). Organization Development and Change. Cengage Learning.
• Greenhaus, J. H., & Allen, T. D. (2013). Summary of the literature on work-family balance. In J. Greenhaus & T. D. Allen (Eds.), Handbook of work-family balance (pp. 1-31). Routledge.
• Hale, B. D. (2010). Healthcare personnel management: Workforce diversity and legal compliance. Journal of Healthcare Management, 55(3), 197-209.
• McShane, S. L., & Glinow, M. A. (2018). Organizational Behavior. McGraw-Hill Education.
• National Center for Family & Community Violence Prevention. (2015). Family health and development theories. NCFCVP Publications.
• National Institute for Occupational Safety and Health (NIOSH). (2020). Workplace assessment methods and tools. CDC.gov.
• Smith, D. P. (2019). Family nursing theories and models. Springer Publishing.
• Spector, P. E. (2014). Industrial and Organizational Psychology: Research and Practice. Wiley.
• Thelin, L., & Michael, J. (2017). Community health nursing: Caring for the public's health. Jones & Bartlett Learning.
• U.S. Department of Labor. (2021). Laws & Regulations. DOL.gov.