As a nursing student, you have a vision of your core values and expectations as a professional nurse. In this assignment, create a plan to guide you as you form your professional identity.
The purpose of the Application Paper is to allow you an opportunity to (a) reflect upon what you have learned in this course, (b) consider how you will apply what you have learned to your career development, and (c) evaluate how what you have learned could improve your organization’s (current or future) talent management strategy and practices. This assignment will allow you to describe how several of the important concepts, principles, frameworks, and findings from this course apply to your career and professional development. The paper is designed as an application paper so that you can discuss and apply any of the TM tools and resources from our course to your career and to your organization. As part of your review and analysis, you are strongly encouraged to consider any course content (frameworks, tools, practices, policies, etc.) that are potentially applicable for your career development and/or your organization. This paper should be written with your current situation in mind and looking to your immediate future (within 12 months or just beyond graduation) rather than applying the course’s concepts retrospectively to a past situation.
Paper Guidelines
You may structure your paper according to the following questions: (a) What are the most important concepts, principles, and/or frameworks that you learned during this course (b) Which of these concepts, principles, and/or frameworks are most relevant for your current career goals? (c) What content from this course has made an impact on you professionally over the past 10 weeks? and (d) how will you approach professional situations and challenges differently as a result of learning from this course?
As you answer these questions, please be as specific as possible. Write specifically about how you would apply a certain concept, principle, framework, or key finding to a specific situation or organizational context. You are encouraged to discuss any aspect of the course—readings, class discussions, guest speakers, videos, presentations, exercises, and so on.
The important grading criteria for this paper (summarized below) include application and specificity. Your success in this paper will depend not only on how well you demonstrate an understanding of concepts, principles, and frameworks but also on how well you can apply them to your current and/or future career context and real-world situations.
The writing guidelines for the final paper are as follows:
o Typed, double-spaced, 12-point Times New Roman font
o APA style citations and references
o Approximately 8–10 pages in length (excluding cover page, references, appendices,
For the organization you are analyzing (The Trevor Project), do the following:
Provide a brief description of the NPO/NGO (The Trevor Project), including the context within which it exists.
Provide a summary of the organization’s mission and vision. In this summary, identify the words in the mission statement that indicate the organization’s purpose, approach, and values.
Evaluate the degree to which the organization’s outcomes reflect the mission and vision, using specific examples, or explain what you believe to be the most important function of this NPO’s mission and why.
Read the case study, “Jenkins Goes Abroad,” (p. 337) in Martocchio, Strategic Compensation: A Human Resource Management Approach.
Address the following: 150 words
How should Dale approach the determination of the consultants’ salaries as expatriates?
Should Jenkins offer any incentive compensation or additional benefits to the expatriates? Explain your answer.
Case 1: Jenkins Goes Abroad
Jenkins Consulting is a national firm that helps companies improve their performance and effectiveness by advising on all aspects of business management and operations. Companies hire consultants from Jenkins Consulting for a variety of projects such as assisting with company-wide cost reduction initiatives or revenue growth initiatives, improving supply-chain management, and/or improving individual departments such as information technology. Jenkins employs consultants in 200 offices across the United States and will soon expand its operations internationally.
A company located in the United Kingdom has hired Jenkins for a major project that will be based at the company’s headquarters in London. Jenkins will assist the company with an organization-wide effort to restructure and reposition the company to succeed in a more competitive market. To complete this project, Jenkins will assign five full-time consultants for a period of approximately two years. Because of the significant time commitment, Jenkins has decided to relocate the selected consultants to the United Kingdom for the duration of the project.
Dale Kugar, the human resource director at Jenkins, must prepare to transition the consultants to the new assignment. This is the company’s first exposure to expatriate management, and Dale needs to ensure that the consultants who move to the United Kingdom for the project are compensated appropriately. His intention is to have the consultants maintain their current benefits, including health care insurance, retirement savings, and paid time off. However, he must make a recommendation on any changes to each consultant’s salary.
Dale has a few concerns as he prepares his recommendation. First, the United Kingdom is currently experiencing a high level of inflation. The value of the American dollar compared to the British pound is low. That is, the consultant’s U.S. salary will not have the same purchasing power in the United Kingdom as it does at home. He is also concerned about the consultants’ interest in taking on the international assignment. Some of the consultants he spoke to about the assignment are concerned about the impact the assignment will have on their career. Because this is Jenkins’ first international experience, the consultants are concerned that being out of the country for two years may affect their future career opportunities because they will not have regular interactions with the firm partners who make decisions on promotions. These concerns weigh heavily on Dale’s mind as he starts to draft his recommendation.
