CCU Factors Affecting Access to Primary Healthcare Research Paper

RESEARCH PROJECT FINAL ASSIGNMENT INSTRUCTIONS

OVERVIEWUsing your research, Outline, and Draft, you will work on polishing the 3,000-5,000 -word paper, complying with the formatting and content instructions below.INSTRUCTIONS? Left justified? One-inch margins? Current APA format? Numbered pages? At least 15 scholarly articles from peer reviewed journals, each less than 10 years old? Block quotations for any quotes more than 40 words:? Reference page in current APA format including active URL linksContent? A title page that includes:o “Running head:” and page number (right aligned)o Course number and nameo Case nameo Date submittedo “Respectfully submitted to: (Instructor’s Name)”? Abstract (in block format)? Content of your topic and/or paper (review the associated grading rubric)o Use concepts from the textbook that are related to your topic, including page numbers where the concepts may be found. Credit will only be earned for concepts supported by page numbers from the textbook. (Essentially, this is accomplished through integration of the relevant course content, using properly formatted, current APA citations.)o Use in-text citations in current APA format to credit sources listed in the reference list as appropriate.? Conclusion? References BUSI 611
Annotated Bibliography
Arielle Beauzile
School of Business, Liberty University
12
ANNOTATED BIBLIOGRAPHY
Statement of Topic
Avery (2005) suggests “ Sustainable human resource management is a more modern
strategy (sustainable HRM). There are many different approaches to conceptualize
sustainable HRM.” The literature on sustainable HRM has grown over the past ten years
and is an effort to understand how HRM practices and outcomes relate to other types of
outcomes besides just financial ones. Over the past 30 years, the strategic human resource
management (SHRM) approach has become the norm for HRM policy. But over the past
ten years, a new strategy for HRM has emerged. Known as sustainable human resource
management, this strategy (sustainable HRM). It is a strategy that aims to connect
sustainability and HRM. Understanding the meaning of the word “sustainable” p (1069)
and how it relates to human resource management are both challenging tasks. As a result,
sustainable HRM is perceived in several ways. The key components of SHRM, several
definitions of sustainability, and the connection between sustainability and HRM are all
examined in this essay.
Robin Kramar (2014) Beyond strategic human resource management: is
sustainable human resource management the next approach?, The
International Journal of Human Resource Management, 25:8,10691089, DOI: 10.1080/09585192.2013.816863
ANNOTATED BIBLIOGRAPHY
13
This article contributes significant and relevant statistics which confirms It is important to
adequately address the aforementioned features to provide efficient performance of workloads
and applications. This study shows a thorough, rigorous survey of the literature on cloud-related
autonomic resource management in general and on QoS-aware autonomic resource management
in particular. In this paper we develop a new typology connecting strategic human resource
management (SHRM) to different models of firm-level corporate governance. By asking
questions concerning ownership and control issues in the corporate governance literature and
drawing on institutional logics, we build a typological framework that identifies four firm-level
archetypes of corporate governance systems. Two archetypes represent dominant logic types
(shareholder value, communitarian stakeholder), while the other two represent hybrid
organizations (enlightened shareholder value, employee-ownership).
Walsh, C. J., Fletcher, T. D., & Burns, M. J. (2012). Urban stormwater runoff:
a new class of environmental flow problem. PloS one, 7(9), e45814.
https://doi.org/10.1371/journal.pone.0045814
Walsh (2012) gives critical analysis to the topic of urban stormwater runoff. It challenges
conventional approaches to stormwater and water resource management, as well as to
environmental flow assessment, and degrades streams through altered volume, pattern, and
quality of flow. In order to create methodologies for input into environmental flow evaluation,
we used data of ecological reaction to various stormwater drainage systems. We determined the
types of hydrologic changes caused by typical urban stormwater runoff and the ways in which
these changes are stopped in streams where the ecological state has been preserved. Walsh
ANNOTATED BIBLIOGRAPHY
14
(2012) further contends that “ Conventional stormwater drainage, linked to poor in-stream
biological condition, diminishes contributions to baseflows and increases the frequency and size
of storm flows in catchments with as little as 5–10% total imperviousness.” p(8). In addition to
this insight, the article contributes to kept out of the stream, and discharged with an appropriate
quality, scattered urban stormwater retention methods in urbanized catchments may be able to
imitate the hydrologic effects of informal drainage and therefore maintain urban stream
ecosystems.
Langton, J. M., Srasuebkul, P., Reeve, R., Parkinson, B., Gu, Y., Buckley, N.
A., Haas, M., Viney, R., Pearson, S. A., & End-of-Life in Cancer Care (EoLCC) Investigators (2015). Resource use, costs and quality of end-of-life
care: observations in a cohort of elderly Australian cancer
decedents. Implementation science : IS, 10, 25.
https://doi.org/10.1186/s13012-014-0148-2
Langton (2015), gives a critical analysis to the topic of how a continuing research effort on
cancer health care includes this study. The Australian Government Department of Veterans’
Affairs decedents with full health care entitlements who lived in NSW for their final 18 months
of life and passed away between 2005 and 2009 make up the cohorts for the end-of-life study
program. To determine our decedent cohorts and their reasons of death, we examined cancer and
death registry data. To analyze this crucial area of medical practice, researchers must therefore
use additional techniques and data. Observational studies on end-of-life care can improve our
comprehension of care patterns in actual clinical settings and help establish the evidence needed
to guide clinical practice, resource allocation, and planning decisions. In order to create decedent
cohorts and have a complete picture of treatment trends, it is possible to use existing data, such
as billing claims connected with cancer and death registry data. Langton (2015), further contends
ANNOTATED BIBLIOGRAPHY
15
how “to examine how end-of-life care varies in various patient populations and according to
various causes of death, we have combined population-based information gathered across
various Australian health care jurisdictions to build decedent cohorts with and without a prior
history of cancer”. Utilizing connected, regularly gathered data, the study program specified in
this protocol will look at resource consumption, costs, and the standard of care for cancer
patients towards the end of their lives. We’ll also look at the elements that contributed to these
results.
Gray, M. E., & Dickson, B. G. (2015). A new model of landscape-scale fire connectivity
applied to resource and fire management in the Sonoran Desert, USA. Ecological
Applications, 25(4), 1099–1113. http://www.jstor.org/stable/24432112
Gray(2015), gives a critical analysis to the topic of how multiple ecosystem types will
experience more effective control of wildfire risk as a result of the anticipated responses of
valued resources (fire impacts). Given that fire is a contagious and highly unpredictable
phenomenon, an analysis of fire connectivity that takes stochasticity into account may be able to
forecast the chance of fire over huge areas. According to model data, there was a greater chance
of fire in lower elevations, as well as in regions with less slopes and topographic roughness. In
21% of the Sonoran pronghorn’s present range and 15% of additional habitat deemed suitable,
fire likelihood and consequences were forecast to be significant.
ANNOTATED BIBLIOGRAPHY
16
Mahler, R. L., & Barber, M. E. (2015). University Student Perceptions Of
Water Resource Issues And Management In The Pacific Northwest, USA. W
I T Press. https://doi.org/10.2495/WRM150261
Mahler(2015), gives a critical analysis to the topic of in the USA, the majority of college
freshmen carry with them a set of morals that have been shaped by their parents,
high school classmates, and neighborhood residents. Many of these ideals are
beliefs with weak scientific foundations. Because of this, regardless of their job
choice, most colleges require students to take one or more scientific classes. This
requirement stems from the need for students to be familiar with the scientific
process in order for them to comprehend problems that are related to science. To
address this demand, a general environmental science course is frequently used.
He further explains how and why this huge lecture class had a disproportionately
large number of non-science majors. In actuality, more than 40% of the registered
students are taking this as their sole college-level scientific course. A typical
student evaluation of the class as well as a second instrument, which is the subject
of this study, were both included in the teaching style used to evaluate this class.
The second instrument asked students to indicate whether they strongly agreed,
agreed, disagreed, strongly disagreed, or had no opinion about 32 to 52 statements
about environmental issues.
ANNOTATED BIBLIOGRAPHY
17
Jennings, B., & Stadler, R. (2015). Resource Management in Clouds: Survey
and Research Challenges. Journal of Network and Systems
Management, 23(3), 567-619. https://doi.org/10.1007/s10922-0149307-7
Jennings (2015), critically examines the subject of how Resource Management in
Clouds due to the size of contemporary data centers, the heterogeneity of resource
types and their interdependencies, the variability and unpredictability of the load,
as well as the variety of goals of the various actors in a cloud ecosystem, resource
management in a cloud environment is a challenging problem. As a result, both
academia and industry launched sizable research projects in this field. They review
more than 250 current publications in the literature while highlighting the most
important findings. To organize the state-of-the-art review, they lay out a
conceptual framework for cloud resource management. They identify five issues for
additional research based on our analysis. These concern: delivering predictable
performance for cloud-hosted applications; establishing global manageability for
cloud systems; designing scalable resource management systems; comprehending
economic behavior and cloud pricing; and creating solutions for the mobile cloud
paradigm.
ANNOTATED BIBLIOGRAPHY
García-Lillo, F., Úbeda-García, M., & Marco-Lajara, B. (2017). The intellectual
structure of human resource management research: A bibliometric study of the
international journal of human resource management, 2000-2012. International
Journal of Human Resource Management, 28(13), 17861815. https://doi.org/10.1080/09585192.2015.1128461
Garcia (2017), explains broadly how intellectual structure of international journal of human resources is
important. This study’s goal is to examine the body of knowledge on human resource management
(HRM) that has been produced from all of the research papers that have been published in The
International Journal of Human Resource Management between 2000 and 2012. To determine this
scientific field’s primary research axes, or its “intellectual structure,” the authors use bibliometric
approaches. This structure is visualized using social network analysis as well. The analysis’s findings
enable us to categorize the various study fronts or lines that form the conceptual framework of HRM
research. Gracia (2017), further explains how the International Journal of Human Resource Management
(IJHRM), The International Journal of Manpower, and The International Journal of Selection and
Assessment are arguably the most significant journals publishing human resource management research,
and the purpose of the current paper is to identify the “intellectual structure” or “knowledge base” of the
HRM scientific domain from all the research papers published in these journals. There are numerous
studies in the literature that identify and evaluate the primary research strands within a certain scientific
topic. However, the majority of the aforementioned studies, which are distinguished by their mostly
qualitative nature, are typically produced by researchers who are experts in the same field and are based
on their own accumulated knowledge of the advancement of the discipline. Researchers tend to become
more interested in knowing the “state of the art” of the literature as a discipline develops and matures
18
ANNOTATED BIBLIOGRAPHY
19
(Portugal-Ferreira, 2011, p. 357). As a result, they examine a vast number of publications to determine
which ones have had the biggest influence.
Longoni, A., Luzzini, D., & Guerci, M. (2018). Deploying environmental management across
functions: The relationship between green human resource management and green supply
chain management. Journal of Business Ethics, 151(4), 10811095. https://doi.org/10.1007/s10551-016-3228-1
Longoni (2018), gives a well- overview of the Deploying environmental management across
functions how today, achieving a balance between environmental, social, and economic
performance is seen as a vital duty of businesses to society. As a result, environmental
management systems that improve all facets of environmental performance are receiving
more and more attention from academics, practitioners, and political decision-makers. In this
regard, current literature primarily focuses on distinct functional systems, despite recent
literature suggesting that environmental management should be implemented through a
cross-functional approach. Although, The current study, which extends the traditional
anthropocentric discipline of ethics by giving moral standing to non-human phenomena
such as animals, plants, and ecosystems, is therefore generally related to the business ethics
stream of environmental ethics research. This is regarded as a crucial issue for society at
large, one that has a significant impact on business (Sadler-Smith 2013). Indeed, protecting
ANNOTATED BIBLIOGRAPHY
10
1
the environment has been dubbed a new economic “megatrend” that necessitates
fundamental and ongoing changes in the way businesses compete.
Singh, S., & Chana, I. (2016). QoS-aware autonomic resource management in cloud
computing: A systematic review. ACM Computing Surveys, 48(3), 146. https://doi.org/10.1145/2843889
Singh (2016), critically provide a structured summary of how Resource Management in cloud
computing, he further explains how they analyze and provide this study shows a thorough,
rigorous survey of the literature on cloud-related autonomic resource management in general and
on QoS-aware autonomic resource management in particular. Different categories are used to
disseminate the state of autonomous resource management in cloud computing nowadays. The
methodologies for methodical examination of autonomous resource management in cloud
computing are credited to a number of business and academic organizations. Additionally, a
taxonomy of cloud-based autonomous resource management has been developed. With the aid of
this research, researchers will be able to identify the key elements of autonomous resource
management, choose the approach that will work best for that application, and identify essential
areas for further study.
Renwick, D. W. S., Redman, T., & Maguire, S. (2013). Green human resource
management: A review and research agenda. International Journal of Management
Reviews : IJMR, 15(1), 1-14. https://doi.org/10.1111/j.1468-2370.2011.00328.x
ANNOTATED BIBLIOGRAPHY
11
1
Renwick (2013), gives an well overview of Green human Resource management by
creating and analyzing the necessary informations needed to seek The review’s findings
indicate that knowledge of how GHRM procedures affect employees’ enthusiasm to
engage in environmental activities lags behind knowledge of how firms foster green
competencies and give staff members opportunities to contribute to EM corporate efforts.
Organizations are not utilizing all of the GHRM practices, which may hinder their ability
to effectively improve EM. This analysis focuses on a variety of GHRM practices that
have been made public in a number of articles, including case studies, business reports,
and survey results. Over 200 books, journal articles, edited works, and discussion papers
were produced through this procedure and made available for analysis. Only those studies
that present empirical evidence or advance theoretical defenses of the EM-HRM link are
the subject of this review. We do not include articles that solely offer unsupported advice
on what businesses should or shouldn’t do to build GHRM. This periodization was
chosen to follow the evolution of the field beginning with the publication of the first
GHRM studies in the literature. If a research paper’s focus was not on EM and HRM,
broadly defined, it was excluded from the review process. Employing staff who are eager
to participate in EM activities is essential for building and maintaining a pro-environment
organization. The requirements that some firms have for new workers appear to be
impacted by the green agenda. For instance, recruiters favor applicants with
ANNOTATED BIBLIOGRAPHY
12
1
environmental awareness and motivation, according to a survey of 94 Brazilian
companies having ISO14001 certification (Jabbour et al. 2010).
Hohenstein, N., Feisel, E., & Hartmann, E. (2014). Human resource management
issues in supply chain management research: A systematic literature review from
1998 to 2014. International Journal of Physical Distribution & Logistics
Management, 44(6), 434-463. https://doi.org/10.1108/IJPDLM-06-2013-0175
Hohenstein (2014), Human resource management (HRM) in supply chain management
(SCM) has become a top issue for businesses due to today’s expanding globalization and
the corresponding growing demand for qualified supply chain managers. However, there
hasn’t yet been a comprehensive analysis of HRM-related topics in SCM research. This
research offers a systematic and thorough literature assessment to remedy this gap.
Identifying several HRM research streams in the SCM literature, analyzing HRM/SCM
topics reported in top SCM journals, and suggesting opportunities for more research are
the three goals of this work. A new set of skills and abilities are needed to properly
manage supply chains that span multiple continents due to the evolving business
environment and the growth of global markets. However, businesses are anticipated to
endure a persistent shortage of such experienced experts, which could result in a talent
shortage “tsunami” in the upcoming years rather than just a rising need for talented and
skilled supply change managers (Cottrill, 2010; Ellinger and Ellinger, 2014). Despite the
fact that the globalized economy has created a wealth of new business prospects,
ANNOTATED BIBLIOGRAPHY
13
1
companies are now required to manage and run their supply chains in an increasingly
global, complex, and unreliable organizational context with extremely volatile markets.
The classified journal articles were contrasted, compared, and given a thorough analysis.
We next concentrated our efforts on developing major HRM/SCM categories to produce
a comprehensive analytical framework, in order to structure and comprehend insights
from the existing literature. We then identified potential research gaps and possibilities
through critical analysis and discussion. The goal of the paper, which is to assess and
categorize the existing literature on HRM/SCM difficulties and to recommend areas for
further research, is descriptive in nature.
Paillé, P., Chen, Y., Boiral, O., & Jin, J. (2014). The impact of human resource management
on environmental performance: An employee-level study. Journal of Business Ethics, 121(3),
451-466. https://doi.org/10.1007/s10551-013-1732-0
Paille (2014), provide a critical data regarding the impact of human resources
management on environment performance. In-house environmental concern,
organizational environmental citizenship behavior, environmental performance, and
strategic human resource management were all the subjects of this field study. The
linking of human resource management and environmental management in the context of
China was a novel approach in the current research. The primary findings show that
organizational citizenship behavior for the environment fully mediates the relationship
between strategic human resource management and environmental performance and that
ANNOTATED BIBLIOGRAPHY
14
1
internal environmental concern modifies the impact of strategic human resource
management on organizational citizenship behavior for the environment.
Guest, D. E. (2017). Human resource management and employee well‐being: Towards
a new analytic framework. Human Resource Management Journal, 27(1), 2238. https://doi.org/10.1111/1748-8583.12139
David (2017), provide a overview of Human resource management and employee
well- being talk about how This succinct list of a few obstacles to wellbeing is
relevant to HRM. Applying additional HR techniques to boost performance has
occasionally led to job intensification without giving employees the resources to
handle it. Financial sector behavior that contributed to the 2008 financial crisis was
pushed by those who advocate financial incentives as the primary source of
motivation. Flexible employment has resulted in temporary employment, zero-hour
contracts, and the promotion of contingency models, which support a talent-focused
approach while ignoring other workers. Talent management has, in turn, offered one
defense for the rise in inequality seen in the enormous compensation of top
executives while delaying pay increases for the majority of the workforce. However,
These may be unintentional effects of modern HRM, but there hasn’t been enough
ANNOTATED BIBLIOGRAPHY
15
1
attention paid to the moral ramifications of promoting HR approaches that boost
performance while ignoring organizations’ obligations to their employees.
Momblanch, A., Andreu, J., Paredes-Arquiola, J., Solera, A., & Pedro-Monzonís, M.
(2014). Adapting water accounting for integrated water resource management. the
júcar water resource system (spain). Journal of Hydrology (Amsterdam), 519, 33693385. https://doi.org/10.1016/j.jhydrol.2014.10.002
Momblanch (2014), gives an overview of the Adaptation of water accounting for
integrated water resource management A useful method for increasing accountability
and control in water management is water accounting. There are numerous
techniques to accounting for water, but they all often include a long list of accounting
concepts. The Australian Water Accounting Standard is one of the top water
accounting systems, according to the research we conducted. The amount of
information and level of detail required for the users of water accounts, however, are
called into question by its implementation for integrated water resource planning and
management objectives. In this work, we provide an alternative approach to the
Australian Water Accounting Standard’s application to the management of water
resources, which increases the standard’s usefulness. Each above-water accounting
methodology has unique perspectives and characteristics. In terms of the accounted
ANNOTATED BIBLIOGRAPHY
16
1
notions, they all have a tendency to be extremely thorough. This makes them very
helpful for characterizing the hydrological processes occurring in the landscape, but it
could be a limitation in terms of transparency and oversight of water resource
management. The scale at which water management analysis is conducted is that of
the water resource system, which differs conceptually from the scale of the river
basin. According to some authors, a water resource system is a cultural environment
with social, political, and economic restrictions that is inseparable from a physical
environment made up of autonomous water bodies and infrastructures.
Nazemi, A., & Wheater, H. S. (2015). On inclusion of water resource
management in Earth system models – Part 1: Problem definition and
representation of water demand. Hydrology and Earth System
Sciences, 19(1), 33. https://doi.org/10.5194/hess-19-33-2015
Nazemi (2015), suggests “One significant anthropogenic activity is the management of
water resources, which dictates the dynamics of human-water interactions in time and
space and regulates human lifestyles and the economy, including the production of food
and energy. Water resource management must be included right away in Earth system
models.” p (33). The significance of including the terrestrial water cycle in LSMs has
ANNOTATED BIBLIOGRAPHY
17
1
long been recognized , and LSMs have gradually advanced to include representations of
different aspects of the hydrological cycle, including soil moisture, vegetation, snowmelt,
and evaporation. Nazemi(2015), further explains The effects of water demand on the
terrestrial water cycle and water security must be studied in connection with water supply
and allocation, which determine the degree of human involvement in the water cycle, as a
last point. This is crucial for making future predictions since rising water scarcity is a
significant constraint on water demand and can sharply intensify competition for
available water sources. In Nazemi and Wheater (2015), we examine how water
allocation and supply have been incorporated with different water demands and natural
land-surface processes at grid and sub-grid scales.
ANNOTATED BIBLIOGRAPHY
18
1
Reference:
Robin Kramar (2014) Beyond strategic human resource management: is
sustainable human resource management the next approach?, The
International Journal of Human Resource Management, 25:8,10691089, DOI: 10.1080/09585192.2013.816863
Walsh, C. J., Fletcher, T. D., & Burns, M. J. (2012). Urban stormwater runoff:
a new class of environmental flow problem. PloS one, 7(9), e45814.
https://doi.org/10.1371/journal.pone.0045814
Langton, J. M., Srasuebkul, P., Reeve, R., Parkinson, B., Gu, Y., Buckley, N.
A., Haas, M., Viney, R., Pearson, S. A., & End-of-Life in Cancer Care (EoLCC) Investigators (2015). Resource use, costs and quality of end-of-life
care: observations in a cohort of elderly Australian cancer
decedents. Implementation science : IS, 10, 25.
https://doi.org/10.1186/s13012-014-0148-2
Gray, M. E., & Dickson, B. G. (2015). A new model of landscape-scale fire connectivity
applied to resource and fire management in the Sonoran Desert, USA. Ecological
Applications, 25(4), 1099–1113. http://www.jstor.org/stable/24432112
Mahler, R. L., & Barber, M. E. (2015). University Student Perceptions Of
Water Resource Issues And Management In The Pacific Northwest, USA. W
I T Press. https://doi.org/10.2495/WRM150261
Jennings, B., & Stadler, R. (2015). Resource Management in Clouds: Survey
and Research Challenges. Journal of Network and Systems
Management, 23(3), 567-619. https://doi.org/10.1007/s10922-0149307-7
ANNOTATED BIBLIOGRAPHY
19
1
García-Lillo, F., Úbeda-García, M., & Marco-Lajara, B. (2017). The intellectual
structure of human resource management research: A bibliometric study of the
international journal of human resource management, 2000-2012. International
Journal of Human Resource Management, 28(13), 17861815. https://doi.org/10.1080/09585192.2015.1128461
Longoni, A., Luzzini, D., & Guerci, M. (2018). Deploying environmental management across
functions: The relationship between green human resource management and green supply
chain management. Journal of Business Ethics, 151(4), 10811095. https://doi.org/10.1007/s10551-016-3228-1
Singh, S., & Chana, I. (2016). QoS-aware autonomic resource management in cloud
computing: A systematic review. ACM Computing Surveys, 48(3), 146. https://doi.org/10.1145/2843889
Renwick, D. W. S., Redman, T., & Maguire, S. (2013). Green human resource
management: A review and research agenda. International Journal of Management
Reviews : IJMR, 15(1), 1-14. https://doi.org/10.1111/j.1468-2370.2011.00328.x
Hohenstein, N., Feisel, E., & Hartmann, E. (2014). Human resource management
issues in supply chain management research: A systematic literature review from
1998 to 2014. International Journal of Physical Distribution & Logistics
Management, 44(6), 434-463. https://doi.org/10.1108/IJPDLM-06-2013-0175
Paillé, P., Chen, Y., Boiral, O., & Jin, J. (2014). The impact of human resource management
on environmental performance: An employee-level study. Journal of Business Ethics, 121(3),
451-466. https://doi.org/10.1007/s10551-013-1732-0
ANNOTATED BIBLIOGRAPHY
20
1
Guest, D. E. (2017). Human resource management and employee well‐being: Towards
a new analytic framework. Human Resource Management Journal, 27(1), 2238. https://doi.org/10.1111/1748-8583.12139
Momblanch, A., Andreu, J., Paredes-Arquiola, J., Solera, A., & Pedro-Monzonís, M.
(2014). Adapting water accounting for integrated water resource management. the
júcar water resource system (spain). Journal of Hydrology (Amsterdam), 519, 33693385. https://doi.org/10.1016/j.jhydrol.2014.10.002
Nazemi, A., & Wheater, H. S. (2015). On inclusion of water resource
management in Earth system models – Part 1: Problem definition and
representation of water demand. Hydrology and Earth System
Sciences, 19(1), 33. https://doi.org/10.5194/hess-19-33-2015
ANNOTATED BIBLIOGRAPHY
21
1
1
Arielle Beauzile
Research Project Outline
LIBERTY UNIVERSITY
11/20/2022
BUSI611 DO1
2
Topic: Factors affecting access to primary health care among minority populations in the
United States
Thesis Statement: Access to primary healthcare is a human right; however, many people in the
minority populations in the United States cannot get the care they need.
1. INTRODUCTION (1/2 PAGE)
A. Definition of primary care and minority populations.
B. Factors affecting access to primary care include financial, travel distance, cultural and
language, psychological, physical, and geographical barriers.
2. SIGNIFICANCE OF THE STUDY (1/2 PAGE)
A. Access to primary health care is a human right, and therefore all persons should be able
to get the care they need.
B. Some people are not able to access primary health care.
C. The finding of this study will help to understand the barriers to accessing primary
healthcare among minority groups.
D. It will also help to come up with recommendations to solve the problem.
3. QUESTIONS TO BE ANSWERED. (I Paragraph)
A. The study will address the following questions.
i.
What are the barriers to accessing primary health care among minority groups in the
United States?
ii.
What are some recommendations to dealing with the barriers?
4. BACKGROUND INFORMATION (1 PAGE)
A. Lack of access to healthcare results in more suffering for the communities.
3
B. In other instances, it leads to death.
C. It is crucial to understand the barriers to come up with possible solutions.
D. Healthcare policies are advocating access to healthcare.
5. BARRIERS TO ACCESSING PRIMARY CARE (3 PAGES)
Barriers to accessing primary care include.
A. Financial barriers
i.
This includes a lack of insurance.
B. Cultural and language barriers
i.
This hinders communication because the patient and the provider cannot understand each
other.
C. Psychological barriers
i.
This includes phobias, fear of bee stereotyped, and opinion.
D. Physical barriers and
i.
Things like wheelchairs are not available.
ii.
In case of a disability, the patient cannot drive
E. Geographical barriers.
i.
This includes transport limitations and rural areas limitations among others.
6. RECOMMENDATION (1 PAGE)
A. The following are recommended to help deal with the problem.
i.
Making health care affordable
ii.
Lowering the cost of health insurance
iii.
Deal with physician shortages
iv.
Increase efficiency
4
v.
Enhance telehealth and remote patient monitoring.
5
References
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Dawkins, B., Renwick, C., Ensor, T., Shinkins, B., Jayne, D., & Meads, D. (2021). What
factors affect patients’ ability to access healthcare? An overview of systematic reviews. Tropical
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RESEARCH PROJECT DRAFT ASSIGNMENT
BUSI 611
Arielle Beauzile
Research Project Draft Assignment
11/27/2022
Pamela Kelly
1
RESEARCH PROJECT DRAFT ASSIGNMENT
2
ABSTRACT
Human resource management (HRM) scholars have frequently suggested new study fields
and viewpoints with the objective of illustrating the Field’s future. However, even though
unusual organizational structures have become rather significant in practice. They do not
play a significant part in these ideas. Project-based organizations and temporary forms of
organization in general serve as a case in point. We shall methodically analyze top-tier
HRM journals as well as other management journals throughout a 20- year period in this
paper after summarizing the development of HRM as a subject. The results show that the
majority of HRM research focuses on just one aspect of temporary organizing, namely
temporary organizing, namely temporary employment, and conforms to the presumption
that organizations are permanent or at least long-lasting in all other respects. In my view, it
is crucial to think about human resource management (HRM) in a way that goes beyond
the permanency assumption, not only to address the rapidly expanding project-based
organizing models, but also because it provides novel opportunities for researching HRM
issues, including those related to global HRM. To achieve this, we will examine the
literature from the last two decades of HRM development and show how much the
misconception that organization are permanent rather than transient systems has
dominated the subject. Furthermore, we’ll demonstrate how HRM has been considered in
relation to temporary organizational formations.
RESEARCH PROJECT DRAFT ASSIGNMENT
3
Based on this article, they explain how Project Management “Resource Management”, Because
Project-based organizations and temporary forms of organization in general serve as a case in
point. We shall methodically analyze top-tier HRM journals as well as other management
journals throughout a 20-year period in this paper after summarizing the development of HRM as
a subject. The study looks at how project management systems affect the management of human
resources operationally and what this means practically for two project-led engineering
contractors’ practitioners. The article looks at human resource practices, like staff evaluation and
attempts at work restructuring. The study concludes that ingrained sectoral characteristics, such
as portfolio training, limit the ability of HR practitioners to actively alter employee perceptions
of their development in project-led businesses, such as those in engineering contracting. Project
Management is considered by some to be a key method for allocating and organizing human
resources in most private sector businesses, and this is especially true of international corporation
and service providers (McGovern, 1998, p.638). Here, customer-specific trading units coordinate
and plan the work of staff to create systems with built- in operational goals and to provide
operational transparency and accountability. Beyond the commercial sector, where charities,
hospital, schools, and universities are administered on project- focused principles, project
management is becoming more common in the public and volunteer sectors. This paper’s
research question focuses on the operational effects of project management in engineering
services and its practical ramifications for individuals engaged in human resource management.
Project Management is broadly defined in the first section, along with its applicability to HR
professionals. However, Project Management is the process of assembling a team of individual
experts from various departments of a company who work together temporarily to advance a
particular project. As a result of the ephemeral nature of project management teams operating as
an overlay form the matrix structure of home departments, when a project is finished, the group
is disbanded, and its members are assigned to new projects. Projected management focuses on
the technical requirements of a project and how these can be satisfied while staying within the
cost, profit, time, safety, and quality limits placed on the company by the client through a
contract.
Based on research, for three reasons, project management knowledge and appreciation are
beneficial to HR professionals. First, it is becoming increasingly important for the HR function
to enable and support organizational capability within a project management environment
through the application of appropriate policies for recruitment, selection, appraisal, development,
and reward the core HR activities. In knowledge- based organizations, where skilled employees
form the basis of a firm’s competitive advantage
RESEARCH PROJECT DRAFT ASSIGNMENT
4
The fundamental concern for practitioners is how to protect and sustain these attributes since
they can be a source of value and competitive advantage depending on the quality of a firm’s
human resources and how they are managed. Are you in favor of managing, reforming, and
reshaping current methods for managing employment, employee resourcing, and work
organization? Second, many industries have professional managers in charge of project
management, who are not directly under the supervision of functional experts like human
resources (HR) managers but who must work with them; as a result, the two groups are
interdependent. Conflict and learning opportunities in the management and reform of established
project management patterns are made possible by this interaction. Third, the people who
manage and carry out such projects are, in many ways, the main resource for project
management success. However, a casual review of project management prescriptive and critical
literature as well as HR materials finds little interaction between the two fields. For instance,
project management as a framework for work organization, the lean or extended organization, or
anything else but teamwork is not specifically mentioned in essential texts on personnel
management and work (Bach and Sisson, 2000; Legge, 2000; Colling, 2000; Noon and Blyton,
2002). Like how Maylor (2002) and Scase (2001) both contend that project management is the
primary activity for British firms, Scase (2001) explores the influence of project management on
the long-hours culture in the UK without necessarily focusing on the effects of this culture.
Regarding best practices or the labor process, commitment, monitoring, and surveillance each
reflect a type of cultural control and psychological contract that emphasizes self-monitoring and
self-imposed control. However, the role of HR practitioners is likely to be limited by and
defined within established systems of project management. Human resource practitioners are
likely to play a key role in enabling and supporting the project-based organization create
effective teams, patterns of competence, and management development. Both organizations’
professional management is dominated by engineering identity and experience, but project
management is the central framework that organizes and realizes the knowledge and abilities of
professional management in this industry. The project management process and the HR
function’s efforts to advance and get involved in it are significantly impacted by the extremely
diverse sector-driven methods to project management and related systems of staff development
and training discussed below. The cases do, however, differ and have things in common. The
scale of the two companies and the significantly greater range of subsectors in which Exbeck
works are the two main factors separating the two. However, the professional subculture of
autonomous lone ranger approaches to project management seemed to persist, particularly at the
site level, despite the size and scope of operations providing a firmer platform for the
introduction of a standardized approach to project management and a significant enabling role
for the HR function. Such a platform wasn’t available at Engserv, a much smaller operationally
decentralized specialized provider, which forced efforts to increase collaboration between the
HR function and line management down to the operational level. Initiatives for training,
development, and reward that were autonomously reviewed, overhauled, and reformatted in this
case indicated an effort to manage professional labor more strategically. However, the success of
this strategy depends on acquiring acceptance of project management practices, which the IPS’s
development and flexibility goals at Engserv struggled to achieve with only patchy success.
The parallels result from industry-wide competitive pressures and more direct internal pressures
on financial success. In both situations, the project environment’s cyclical nature and the
engineering staff’s professional labor market traits lessened the amended measures’ operational
impact. The HR function’s efforts to create greater flexibility were weakened at both firms by the
RESEARCH PROJECT DRAFT ASSIGNMENT
5
importance of professional portfolio training for engineering staff, which was evident in a
pronounced difference between line management and the HR function’s perspectives on how to
deploy and manage highly skilled engineering staff. Recognizing that for many engineers an
established pattern of project management is the competitive advantage of each firm and is not a
constraint on efficiency or efforts by the HR function to standardize, revise, and reform
particular aspects of project management is essential to understanding the divergent perspectives
of professional engineers and HR specialists. This article offers substantial and pertinent
statistics that support the need to effectively handle the elements to deliver effective workload
and application performance. The literature on cloud-related autonomous resource management
in general and on QoS-aware autonomous resource management has been thoroughly and
rigorously surveyed in this study. In this study, we create a new typology linking strategic human
resource management (SHRM) to several models of corporate governance at the firm level. We
create a typological framework that identifies four firm-level corporate governance system
archetypes by posing questions about ownership and control issues in the corporate governance
literature and referencing institutional logics. Two archetypes (shareholder value and
communitarian stakeholder) represent dominating logic types, whereas the other two (hybrid
organizations) do (enlightened shareholder value, employee-ownership). Walsh (2012) offers a
scathing critique of the subject of urban stormwater runoff. It challenges traditional methods for
managing stormwater and water resources, as well as for assessing environmental flow, and it
degrades streams by changing the volume, pattern, and quality of flow. We used information on
the ecological response to different stormwater drainage systems to develop strategies for input
into environmental flow evaluation. We identified the many types of hydrologic alterations
typical urban stormwater runoff causes and how these changes are prevented in streams where
the biological state has been conserved. They looked at cancer and death registry data to identify
our decedent cohorts and their causes of death. Researchers must consequently employ
additional methods and information to study this essential area of medical practice.
Observational research on end-of-life care can help us better understand how care is delivered in
real clinical settings and build the evidence base required to inform clinical practice, resource
allocation, and planning decisions. It is possible to use existing data, such as billing claims
related to cancer and death registry data, to generate decedent cohorts and have a complete view
of treatment patterns. According to Langton (2015), “we have merged population-based
information acquired from many sources to study how end-of-life care varies in distinct patient
populations and according to various causes of death. The teaching approach employed to
evaluate this class comprised both a standard student evaluation of the class and a second
instrument, which is the focus of this study. In the second test, students were asked to respond to
32 to 52 items about environmental issues by selecting how strongly they agreed, agreed,
disagreed, strongly disagreed, or had no opinion. The International Journal of Human Resource
Management (IJHRM), The International Journal of Manpower, and The International Journal of
Selection and Assessment are arguably the most important journals publishing human resource
management research, according to Gracia (2017). The goal of the current paper is to identify the
“intellectual structure” or “knowledge base” of the HRM scientific domain from all the research
papers published in these journals. There are several studies in the literature that list and assess
the main lines of inquiry within a certain scientific field. But most of the aforementioned studies,
which stand out for being primarily qualitative, are often created by researchers who are
authorities in the same subject and are based on their own acquired knowledge of the
advancement. As a result, researchers, practitioners, and political decision-makers are paying
RESEARCH PROJECT DRAFT ASSIGNMENT
6
increasing attention to environmental management systems that enhance all dimensions of
environmental performance. In this regard, despite new literature stating that environmental
management should be done through a cross-functional approach, present study predominantly
focuses on discrete functional systems. Although, the current study is often associated to the
business ethics stream of environmental ethics research because it broadens the traditional
anthropocentric discipline of ethics by granting moral status to non-human phenomena like
animals, plants, and ecosystems. Singh (2016) describes in detail how resource management
works in cloud computing. He goes on to explain how they assess and supply the literature on
cloud-related autonomous resource management in general and on QoS-aware autonomous
resource management has been thoroughly and rigorously surveyed in this study. The state of
autonomous resource management in cloud computing is presently distributed using a variety of
categories. Several commercial and academic companies are credited with developing the
methodologies for methodical investigation of autonomous resource management in cloud
computing. A cloud-based taxonomy for autonomous resource management has also been
created. Researchers will be able to determine the essential components of autonomous resource
management and select the strategy that will be most effective for that application with the help
of this research. Organizations may find it difficult to effectively improve EM since they are not
implementing all the GHRM practices. This analysis focuses on a range of GHRM practices,
including case studies, business reports, and survey findings, that have been published in several
articles. Through this process, more than 200 books, journal articles, edited works, and
discussion papers were created and made available for analysis. This review only covers research
that provide empirical support for or advance theoretical arguments for the EM-HRM
connection. Articles that only provide unsupported advice on what companies should or
shouldn’t do to develop GHRM are not included in our content. To track the development of the
field, this periodization was adopted.
In this article the implementation of human resource management (HRM) methods by an
organization is a significant organization-level moderating condition that is included in this study
as a means of elucidating the effects of workforce racial diversity on organizational performance.
This study specifically looks at the impact of options- and project-based HRM on the
relationship between racial diversity and performance. We investigated the interactions between
workforce racial diversity and a set of HRM practices (use of nonstandard employees, lateral
hiring, pay dispersion, and training/communication) on organizational performance using
longitudinal data sets from 192 U.S. law firms spanning multiple years (2001-2008).
(profitability). Our research showed that while training and communication had no discernible
moderating effects, an organization’s reliance on nonstandard employment, lateral hiring, and
large pay dispersion has a significant negative influence on the link between racial diversity and
performance. Although there is a lot of interest in this subject, as shown by the opening quotes,
organizations are still having difficulty properly utilizing varied human resources, and the
commercial case for diversity seems to be less strong than first assumed (Ely & Thomas, 2020;
Kaplan, 2020). Academic studies evaluating the impact of demographic diversity on
performance results have produced dismal empirical findings. An important, but less commonly
examined, organization-level moderating condition is included in the current study to examine
the effects of workforce racial diversity on organizational performance. According to Bowen and
Ostroff (2004), an important organizational-level factor that affects the racial dynamics within an
enterprise is the usage of human resource management (HRM) methods, specifically their impact
on employees’ social interactions and cognitive processes. This study specifically compares
RESEARCH PROJECT DRAFT ASSIGNMENT
7
project-based HRM, which emphasizes workers’ project value or short-term productivity
capacity and competes by acquiring workers from the outside market to options-based HRM,
which views workers as long-term assets that merit investment and places an emphasis on
employee bonding and internal development. According to studies, big law firms in the US have
had a difficult time determining how a diverse staff will affect their business and putting in place
efficient HRM procedures (e.g., Wilkins, 2000). Despite these conditions and demands, rigorous
research into the problems with diversity management and its effects on performance has not yet
been done. In this work, we conduct a thorough empirical assessment of the business case for
racial diversity and the function of HRM practices specifically in a knowledge-intensive
professional service context, such as law firms, using a rich set of archival data available for
many years. In addition, this study expands the focus of diversity and HRM research beyond
standard commercial organizations to include professional service companies like law firms.
While some research has concentrated on the mechanisms of HRM practices like hiring or
promotion (e.g., Kumra & Vinnicombe, 2008) or the effects of options based HRM on
organizational learning in law firms (Kang et al., 2012), no systematic research has been
conducted on the interactive effects of workforce racial diversity and HRM practices on
organizational performance in this industrial and occupational context. Given the expanding
significance of knowledge-intensive professional service industries in contemporary economies
and the pressing requirements to recruit and employ a diverse workforce in this setting
(Smulowitz et al., 2019), In this regard, Andrevski and colleagues (2014) discovered that
racially diverse groups initiate a greater number and variety of competitive actions (such as new
product introduction, product improvement, and market expansion), which in turn leads to better
financial outcomes and makes them less likely to fall into a competence trap and better able to
make strategic decisions (market share gain). Richard and colleagues discovered that workforce
racial diversity was positively associated with firms’ long-term profitability (Tobin’s q) in their
extensive longitudinal study utilizing a sample of Fortune magazine’s “50 Best Companies for
Minorities.” Herring also discovered that racial diversity is associated with several beneficial
organizational outcomes, such as improved sales income and a larger market, using data from a
nationwide sample of 506 U.S. firms. In this study, we consider an organization’s application of
HRM techniques as a significant organization-level moderating condition that can clarify the
primary effects of racial diversity on organizational performance that are currently unclear.
Researchers hypothesized that HRM strategies have an impact on employee attitudes and
actions, which in turn affect organizational outcomes. Cognitive signals or messages affect
attitudes and behaviors differently depending on HRM practices. Research in the social
psychology and sociology domains specifically revealed that HRM practices could influence
diversity dynamics inside an organization by evoking cognitive biases and stereotypes towards
other people who are different from oneself and exposing identification orientations.
In conclusion, Overall Project Management is initialized at the start of the development process.
Scope, time, and budget are the main restrictions. The second difficulty is to allocate resources as
efficiently as possible and use them to carry out predetermined objectives. Along with Resource
Management is overall the effective and efficient development of resources within an
organization for when they are required. Financial resources, inventory, human skills, production
resources, information technology, and natural resources are a few examples of such resources.
RESEARCH PROJECT DRAFT ASSIGNMENT
8
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•
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Mahler, R. L., & Barber, M. E. (2015). University Student
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Jennings, B., & Stadler, R. (2015). Resource Management in
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•
García-Lillo, F., Úbeda-García, M., & Marco-Lajara, B. (2017). The intellectual
structure of human resource management research: A bibliometric study of the
RESEARCH PROJECT DRAFT ASSIGNMENT
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international journal of human resource management, 2000-2012. International
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•
Longoni, A., Luzzini, D., & Guerci, M. (2018). Deploying environmental management
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Singh, S., & Chana, I. (2016). QoS-aware autonomic resource management in cloud
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