Recruitment and Selection - Free Essay Example

Sample details Pages: 5 Words: 1366 Downloads: 2 Date added: 2019/10/10 Did you like this example? Question 1 Essentially, job analysis is a systematic and formalizes study of a particular job. As much as it is not a requirement by law to conduct job analyses, it is central in defending and authenticating the selection processes. Job analysis is paramount and most human resource (HR) interventions such as hiring or training and development are based upon job analyses. Don’t waste time! Our writers will create an original "Recruitment and Selection" essay for you Create order A job analysis is also critical in averting any unfair criteria in selection. Job analysis plays a role of clarifying points upon which HR practitioners make necessary inferential leaps from mere job activities to the KSAOs needed in performing the activities(KSAO- knowledge, skills, abilities, and other characteristics related to the job; both behavioral and technical). Job analysis provides a means through which information is collected and consequently used in the development of job descriptions, KSAOs, job specifications, and competencies (Catano et al, 2016). A job analysis offers a process through which HR practitioners are able to specify the requirements of a particular employment position as well as the procedures and functions. An adequate job analysis is the critical tot eh success of a human resource function since it can enable the organization to gain a competitive advantage through identifying job requirements and being able to conduct a hiring or selection process that enables them to get the best talent through acquisition of the best talent and KSAOs that are necessary in demonstrating the identified requirements after a job analysis. Job analysis lays a strong foundation for successful HRM practices since the information gained from it can be used for various purposes besides reducing the inferential leaps between job requirements and KSAOs needed in demonstrating such requirements (Saks, et al, 2010). In the selection and recruitment process, employers look to employ and hire the best and most suitable applicants. Information gained from job analysis mostly assists employers in achieving this objective since HR can be able to identify the best hiring criteria. This is because they can match the requirements to identifying criteria based on things such as knowledge, skills, abilities, or other necessary characteristics (KSAOs) needed to perform efficiently on the job: these can be technical or behavioral depending on what an analysis of the job requires of the persons to fill the vacancy prior to the selection process. HR can use such information in developing appropriate selection tools such as interview questions or tests (a legal part of selection). Employers should show that a selection criterion is always job-related in the face of litigation; and that information gained from job analysis was used in the selection practice. (Catano et al, 2016) Thus, the job analysis process identifies job requirements and reduces the inferential differences between the requirements and KSAOs needed to complete the job through creation of selection criteria that regards necessary/desired KSAOs based on the requirements identified through job analysis. Question 2 Employment equity has for a long time been a contentious issues and discrimination in the recruitment/ hiring/ selection process may be outright and in some instances the employers may not even realize that they subconsciously discriminate against some groups. Constitutional law, labor laws, human rights laws, and employment equity all speak against any kind of discrimination in labor practices such as in the hiring/ recruitment process among other processes such as promotions or layoffs and salary increments. It is imperative that employers and organization conduct hiring in a non-discriminatory manner and only hire on merit as long as candidates fulfill the requirements and possess the necessary KSAOs (Long Singh, 2017). Discriminating against persons based on ethnic/ racial basis, sexual orientation, marital status, religion and physical or mental disability should be avoided. This may make employers legally liable to litigation and punishments. Therefore, self-assessment on hiri ng and selection processes is imperative for an organization to identify whether there is any discrimination against protected groups and any such discrimination should be dealt with appropriately (Catano et al, 2016). Selection practices can be deemed to be discriminatory where the employer or organization misuses recruitment agencies or advertisements as well as the selection criteria. Any kind of selection or recruitment criteria that specify on the specific race, gender, and other protected groups/ populations is deemed to be illegal. In fact, selection criteria that make some specifics that show expressed discrimination against some protected groups make employers liable to legal consequences. In addition, direct selection by word of mouth excessively in an organization is a show of discrimination since the employer may show preference of some people over others when instead all potential candidates should be given a level playing ground by undergoing the selection process. Lack of adequate processes to give all in the qualified pool in the labor market an equal chance is discriminatory (Saks, et al, 2010). Homogeneous selection and recruitment is also a sign of discrimination. This could be in instances of racial discrimination especially whereby a firm in an area with both whites and blacks (or any other races) chooses to hire dominantly a single race. It is imperative to avoid any near exclusion or utter exclusion of protected groups. In addition, an employer/ organization may assess whether they are affected by stereotyping in making decisions. Mostly such bias against protected groups and minorities may not be conscious but will still be discriminatory. It is important that the employer identifies any biases and stereotypes that are unconsciously promoting discriminatory processes in selection. Lastly, the employers need to assess if the screening of applicants is done in a discriminating mannerism. Screening should be uniform as identified by job analysis and the ensuing criteria (Saks, et al, 2010). Concisely, being aware of any shortcomings and things that may indicate discrimination in selection is the first step to ending it. In addition, organizations need to be uniform in handling all applicants and follow the criteria set out after a job analysis. Regarding the legal instruments is also another way to keep employers in line as far as selection is concerned. Labor laws, employment equality, human rights, and constitutional law should guide selection (Long Singh, 2017). Question 3 Upon hiring and recruiting employees, employers and organizations need to assess t=the performance of employees to see who is on a high and who is on a low as well as identify how to move forward. Performance needs to be measured effectively and avoid the pitfalls that may occur with performance measurement in some instances. Performance measures need to be effective since performance measurement is a complex issue. Having identified job dimensions through job analyses, those dimensions are measured through performance measurement. Effective performance measures need t be reliable, practical, and relevant (Long Singh, 2017). In regards to relevancy, the performance measurement criterion needs to be relevant on the degree to which competencies and behavior constituting jib performance are captured. Sometimes a criterion used may be deficient such that the criterion fails to capture and assess the competencies and behaviors that are relevant to the job. Another pitfall in performance management as far as the criterion used is concerned is whereby there is criterion contamination. This is whereby performance measurement criterion and the results gained are influenced by other things or behaviors that are not relevant to job performance. This tends to discredit performance measurement. It is therefore essential to have performance measurement criteria and practices that are relevant (Catano et al, 2016). Performance measurement tools and methods need to solely focus on behaviors and activities related to job performance, bias and person al feelings should be avoided with measures such as check lists filled for various job descriptions and in assessing the people working in those position. Relevance can only be guaranteed when there are laid down procedures for assessment in different job descriptions after an analysis is conducted even prior to hiring and selection. Procedures and processes to measure performance in a certain job ensure that the criterion is relevant and focuses only on the job performance and issues related to performance on the job (Catano et al, 2016). Job performance can also be effectively assessed when the criterion used is reliable. Reliability of a performance measurement criterion is whereby there is no random measurement error and that there is an agreement between evaluations at different periods of time done using different measures.

Reducing Workplace Discrimination Essay - 1444 Words

Could you imagine being limited by something that has nothing to do with your skill or ability? If you look at the leadership positions of many of the world’s top companies, you will find few women occupying them. This contrast can also be related to the role of African American people in companies. It is very apparent when one contemplates the number of Black CEOs versus White leaders. Something is preventing them from reaching the top. Examples of this can be found in The Autobiography of Malcolm X by Alex Hayley. Although many people believe racial discrimination is mostly a thing of the past, it is still prominent as an invisible barrier in one of the most prominent areas of life: the workplace. The term â€Å"glass ceiling† was coined†¦show more content†¦in 1985 show interesting differences in employment levels of college-educated Caucasians and African Americans. Both studies discovered that it is more difficult for college-educated African Americans to secure employment, and that discrimination is the major underlying factor (Beauchamp and Bowie). Also, a study conducted by the Urban Institute (Turner, Fix and Struyk) found that African Americans experience discrimination in one-fifth of job searches. To test for bias in the employment process, equally qualified and identically dressed men of both races applied to 476 entry-level jobs in Washington, D.C. and Chicago. Caucasian applicants were able to submit an application in 20 percent of the cases in which an African American was not. Also, it was found that the level of discrimination rose as the job level increased (Turner, Fix and Struyk). Many employers believed that young African American men were i mmoral, lazy, did not want to work, and were not as intelligent as Caucasian men (Chidea). Once employed, in many cases an African American will experience advancement difficulties at an organizational level. The organizers and rule-makers of a company are also subject to stereotypes, therefore the regulations, policies, and practices reinforce discriminative behavior. Among Caucasians of equal abilities, African Americans do not get the same opportunities for promotion to higher administrative and management positions.Show MoreRelatedStigma and Prejudice in the Workplace844 Words   |  3 PagesWorkplace contributes strongly to the wellbeing of an individual. This is because it provides people with opportunities that make the feel productive and achieve their potentials. However, stigma and prejudice can make the workplace to be a very stressful and results into unwanted problems such as anxiety and depression (Reichert, 2011). Therefore, this paper aims at discussing how to create a safe workplace for stigmatized individuals. 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Workplace discrimination can result from unfair treatment because of an employee’s race, disability, gender, ethnicity, national origin and sexuality. The Workplace Discrimination Prevention Manual is a guide that helps identify and prevent common types of workplace discrimination. The Prevention manual gives an overview of employment discrimination laws and tips on how managers can identify common biased behaviors. BeingRead MoreGender Discrimination And Equal Employment Essay1465 Words   |  6 PagesGender Discrimination and Equal Employment Introduction Discrimination has existed since the beginning of time. Often time people discriminate upon individuals unintentionally, because of certain stereotypes that have associated with race, gender, and religion. The First Amendment of the United States gives each individual the freedom of not only religion, but expression, and speech. 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Nursing Practice in Managing Obesity-Free-Samples for Students

Question: Discuss the Importance or Significance of the Health Issue to Nursing. Answer: Introduction Obesity in Australia has become a major public health concern. The rise in obesity has signalled the poor eating habits often observed among the populations which are closely linked to availability of fast foods and sedentary lifestyles which people engage on a day to day life. The prevalence of obesity in Australia has reached high levels with WHO estimating that there are over 67.4 % of the population are overweight, (Giles et al., 2015)t. In this essay write up we shall focus children and young adolescents under the age of 0-0-18 years. The statistics are no less different among the children population with over 24% of the children being overweight and other 5%-6% of same demographic population being obese. Overweight and obesity among children are attributed to greater medical conditions later in life for the children, (Bell et al., 2011). Search terms which will be convenient include underage obesity, adolescent obesity , obesity among children and childhood obesity. Overweight and Obesity Overweight and obesity refers to excess body weight and is a risks factor for cardiovascular disease. As the level of obesity increases among the population so does the risks of developing other conditions and hampers control and management of other conditions. Obese overweight are often at risks of higher death occurrence. Often measurement of BMI has been used to measure obesity among the population, (Simmonds et al., 2017). The rates of overweight occurrence in Australia continue to rise immensely. In the year 2014-2015, 63.4 % of the Australian population were overweight, thus representing half of the population. There have been tremendous increases since 1995 which was estimated 56.3% hence showing the growing public health concern need. The 63.4% of the population comprised of adults above the age of 18 years were overweight which is estimated to be 11.2 million, while comprised of 35.5% or overweight with over 6.3 million and 27.9% were obese and further 35% were normal weight and 1.6 % were underweight, (da Luz et al., 2017). Australian population gets fatter as they get older. With men over 45 years and over, 79.4% were overweight while two in three women were overweight. Socio economic factors have played a role in this population set up. More women compared to men were overweight and lived in disadvantaged areas, (NHMRC, 2013) Significance of nursing practice on obesity Obesity problem as described by the Australian Institute of Health and Welfare, unit is a major risk for other health problems which include cardiovascular diseases, type II diabetes, musculoskeletal diseases and other cancers. The cost of health care in Australia is estimated to be more than double to $58 billion , having tremendous effects on the health care and the productivity levels related to quality of living costs. The role played by nurses on obesity management has been crucial in Australia. The interventions of nurses is crucial in ensuring that preventing, managing smoking , poor diet and physical inactivity all geared towards preventing rise in obesity. The role played by nurses is crucial in ensuring that the population achieves the health education and condition management is essential for nurses, (Aarons et al., 2015). Relevant research Search strategy involved in locating these literature was the use of Boolean operators . Boolean operators are utilised in defining relationship between search terms in research. These are commonly usable while using electronic databases which aid in narrowing or broadening the scope of study. The three common tools for this task are AND, OR and NOT which were used interchangeably with the key words of obesity Australia+ Nurses,; these words were used interchangeably. Research article Location site Evidence type Strength of evidence Nurse delivered lifestyle interventions in primary health care to treat chronic disease risk factors associated with obesity: a systematic review, (Sargent, Forrest Parker 2012) NCBI Secondary level Strong Childhood obesity prevention: a review of school nurse perceptions and practices,(Quelly, 2014 ) Pubmed Secondary levels Strong Child obesity prevention in primary health care: Investigating practice nurse roles, attitudes and current practices, (Robinson et al., 2013) CNHEL Primary research Strong Seizing the Moment: Experiences of School Nurses Caring for Students with Overweight and Obesity, (Powell et al., 2017) Pub med Primary level Strong Literature review of nursing practice in managing obesity in primary care: developments in the UK, (Brown Psarou, 2008) Medline Secondary level Fair Early Childhood Investments Substantially Boost Adult Health, (Campbell et al 2014) Google Scholar Secondary level Medium level Discussion on strength of evidence Based on the article by Quelly , (2014) and Sargent et al (2012), they all come in agreement to suggest that nurses have the critical role in managing the obesity prevalence among the children. Their perception in this care process are crucial in ensuring that adequate health care practice is fronted. These two articles address the need for nurses to have positive mind and attitude towards nursing practice in promoting health activities for the general population. The similarities in the articles portray the critical role nurses play in ensuring health care practice is adhered to and followed. Childhood obesity being prevalent among the children below the age of 18 years has been on the rise, and the need for nursing intervention is key. However Francis et al, (2014), focussed on improving interventions in an aim to boost the health of children. Hence boosting investment on nurses to increase their role in improving the state of children whom they care and are under their care is cru cial in ensuring health is promoted. These evidences have significant input in research in that they are both primary and secondary level evidence hence signifying their strength of ability. Based on these studies by Sargebt et al, (2012), Quelly, (2014) and Brown et al (2008), acknowledged the role nurses played in obesity management among children. Common similarity in these studies showed that nurses are at the fore front in their practice towards obesity management. This studies evidence type displayed secondary level of evidence because of the nature of the findings which the studies have provided. The findings found are not building any new findings but rather strengthening already known precepts as to nurses role in childhood obesity. The primary level evidence as displayed by Robinson et al (2013) and Powell et al (2017), indicate original based research findings which present new findings with regard to nurses role in promoting positive health care practice. It shows the nu rsing roles practice and experiences of nurses in obesity management. Key findings displayed showed that with key support strategies to nurses, they can impact positively on health of the children. Evidence based practices Management of obesity and overweight in general has been based on evidence which relates to increased mortality and also reducing the risk factors which affect disease. Weight loss management is thus crucial in preventing occurrence of other disease. The evidence has laid forth recommendation and practices which are aimed at affecting weight loss, blood pressure and hypertension. The practices currently being addressed correlate with the following conditions; Blood pressure In evaluating the effect of weight loss on a factor such as blood pressure, there is a strong consistency in research findings which links lifestyle factors with both overweight hypertension and those patients whom are non hypertensive, which are linked to lifestyle aspects geared towards reduction in overweight occurrences, (Renzaho et al., 2014). Randomised controls trial research has evaluated on the effect of weight loss on the plasma levels which affect on total concentrations, low density cholesterol, very low density lipoprotein and prescience of high density cholesterol. Studies done have shown that strong evidence link lifestyle modification on weight loss management and reducing serum triglycerides. Randomised controlled studies have indicated the association on the overweight and obesity management as effective ways of lowering blood pressure, (Khera et al., 2016). The strong consistencies of evidence have indicated that weight loss management is essential in ensuring that lifestyle modifications lead to lowering of blood pressure. Further the use of medication on weight management in combinations with adjuvant lifestyle changes accompanies reduction in blood pressure among patients. Thus weight loss and lifestyle changes have been grouped as evidence category able to lower blood pressure among the overweight and obe se individuals, (Alpert et al., 2014). Blood glucose levels Nursing evidence has been produced though randomised controlled trials that pharmaco therapy and weight loss medications and other lifestyle adjuvant which include caloric restriction and physical activity are important components in weight control management. Evaluation of blood glucose levels and its effect on weight loss management is crucial in ensuring that weight loss is achieved. Lifestyle modification in nursing practice is geared towards weight loss is essential in ensuring reduction in glucose levels in overweight management cases. Weight loss management recommendation to reduce the levels of blood glucose among the overweight and obese persons with type II diabetes and this has been termed as evidence category . Lifestyle management Evidence practice on lifestyle therapy in weight management has been a crucial aspect in ensuring that interventions are geared towards increasing physical activity, behaviour therapy and providing successful therapies for weight loss management and weight maintenance among patients. Research has clearly demonstrated that weight loss and weight maintenance need to incorporate lifestyle physical activity and behaviour therapy is essential in ensuring obesity is managed adequately, (Rock et al., 2010). Nurses need to have a preview of the evidence based practices which informed the nursing practice among the population. Summary of these evidence include identification of patients who need to lose weight. This achieved through weight and height measurement, use of BMI indices for assessments, advice on overweight and obesity and measuring the circumference of patients. Crucial aspect in nursing practice is the evidence linked matching treatment benefits and risks profiles in case management, (Brennan et al 2014). Other relevant evidence practices include the practice of dieting on weight loss. There is need for dietary strategies which are geared towards enabling the individuals in ensuring that appropriate dietary habits are adopted. Lastly on the most common evidence based practice in obesity management is lifestyle interventions and counselling. This involves on the weight loss management and maintenance of recommended weight status has been crucial in obesity management, (Haskel l, Lee Pate, 2007). Weight loss management strategies have shown to have an impact in fostering long term control and preventing weight gain. Usage of various weight loss strategies has been backed by evidence to include usage of multiple interventions which include diet therapy, physical activity, pharmacotherapy, behaviour therapy and surgical means which are used in combinations to effectively manage lifestyle aspects. Gaps in research practice Nursing practice has played a crucial in role in managing diseases conditions relevant in practised of health promotion. Towards implementing this evidence based practices, there is need to develop and implement interventions and polices which are geared towards modifying the perceptions that have an effect on active engagement in clinical care practice, (Jou et al., 2017). In health care practice, evidence has shown that there is effective use of evidence on the interventions which practice nurses and other health providers align themselves towards achieving success. Research has shown that these providers are often underutilised and that there is need for effective team work approach in the health care state of the people. There are gaps which have been observed which indicate preventive care is inadequately covered and there inequities towards access towards access to preventive care by the disadvantage groups. The nurses have been left to facilitate care; however support to integrate and develop stronger partnerships with other stakeholders has always been hampered. There is need for preventive services of obesity to be integrated in clinical practice and health approaches towards reducing the prevalence of obesity. Thus research needs to be geared towards care organization structure and the implementation phase of preventive activities in primary health care arena, (George et al., 2016). Thus towards research gap in health care nursing in Australia, there is need to formulate strategies of how to implement and offer effective and equitable approach to obesity preventions. Approaches to health care delivery should be aimed at the population and the funding needs should be flexible. Research gap is and has always been on how to reach consensus among the health care practitioners in respect with nurses access to health care services which ensure that nurses explore the nursing care for obesity, (Bray Bouchard, 2014). Reasons as to pertaining bridging of this gap between the research practice and healthy living resonates on the basic characteristics that inform the prevalence of child hood obesity among the children. Major contributors of the childhood prevalence revolve around modifiable factors which need to be strengthened and advocated for change. Lifestyle changes are one of the aspects which can be changed effectively and hence need to advocated for. Dietary practices which inform the current trends need to be changed adequately. Further the complications and health risks which characterises the obesity among the children are immense which calls for adequate mitigation at the early years of growth. Conclusion This essay has sought to find out how obesity has been categorised as one of the key public action areas to focus among the Australian population. The role of research in nursing practice plays a crucial role in ensuring that health intervention practices are implemented. The use of evidence based practices has been the key role in ensuring that health care promotion to the obese population is facilitated. However with the relevant research conducted there is need for thorough implementation by the nursing practitioners on evidence based recommendations. Behavioural counselling offered to nurses is significant in increasing on physical activity and improving quality of care to the public. Effectiveness of lifestyle interventions offered by nurses is crucial in ensuring that there is behaviour change, (Philips , Katie Kinnersley, 2013). The need for addressing current research gaps which hinders this engagement is paramount in ensuring that the health population is promote References Aarons, G.A., Ehrhart, M.G., Farahnak, L.R. and Hurlburt, M.S., 2015. Leadership and organizational change for implementation (LOCI): a randomized mixed method pilot study of a leadership and organization development intervention for evidence-based practice implementation. Implementation Science, 10(1), p.11. Alpert, M.A., Omran, J., Mehra, A. and Ardhanari, S., 2014. Impact of obesity and weight loss on cardiac performance and morphology in adults. Progress in cardiovascular diseases, 56(4), pp.391-400. Bell, L.M., Curran, J.A., Byrne, S., Roby, H., Suriano, K., Jones, T.W. and Davis, E.A., 2011. High incidence of obesity co?morbidities in young children: A cross?sectional study. Journal of paediatrics and child health, 47(12), pp.911-917. Bray, G.A. and Bouchard, C. eds., 2014. Handbook of ObesityVolume 2: Clinical Applications (Vol. 2). CRC Press. Brennan, L.K., Brownson, R.C. and Orleans, C.T., 2014. Childhood obesity policy research and practice: evidence for policy and environmental strategies. American journal of preventive medicine, 46(1), pp.e1-e16. Brown, I. and Psarou, A., 2008. Literature review of nursing practice in managing obesity in primary care: developments in the UK. Journal of clinical nursing, 17(1), pp.17-28. Campbell, F., Conti, G., Heckman, J.J., Moon, S.H., Pinto, R., Pungello, E. and Pan, Y., 2014. Early childhood investments substantially boost adult health. Science, 343(6178), pp.1478-1485. da Luz, F.Q., Sainsbury, A., Mannan, H., Touyz, S., Mitchison, D. and Hay, P., 2017. Prevalence of obesity and comorbid eating disorder behaviors in South Australia from 1995 to 2015. International Journal of Obesity. George, B.J., Beasley, T.M., Brown, A.W., Dawson, J., Dimova, R., Divers, J., Goldsby, T.U., Heo, M., Kaiser, K.A., Keith, S.W. and Kim, M.Y., 2016. Common scientific and statistical errors in obesity research. Obesity, 24(4), pp.781-790. Giles, L.C., Whitrow, M.J., Davies, M.J., Davies, C.E., Rumbold, A.R. and Moore, V.M., 2015. Growth trajectories in early childhood, their relationship with antenatal and postnatal factors, and development of obesity by age 9 years: results from an Australian birth cohort study. International Journal of Obesity, 39(7), p.1049. Haskell, W.L., Lee, I.M., Pate, R.R., Powell, K.E., Blair, S.N., Franklin, B.A., Macera, C.A., Heath, G.W., Thompson, P.D. and Bauman, A., 2007. Physical activity and public health: updated recommendation for adults from the American College of Sports Medicine and the American Heart Association. Circulation, 116(9), p.1081. Jou, J., Nanney, M.S., Walker, E., Callanan, R., Weisman, S. and Gollust, S.E., 2017. Using Obesity Research to Shape Obesity Policy in Minnesota: Stakeholder Insights and Feasibility of Recommendations. Journal of Public Health Management and Practice. Khera, R., Murad, M.H., Chandar, A.K., Dulai, P.S., Wang, Z., Prokop, L.J., Loomba, R., Camilleri, M. and Singh, S., 2016. Association of pharmacological treatments for obesity with weight loss and adverse events: a systematic review and meta-analysis. Jama, 315(22), pp.2424-2434. National Health and Medical Research Council (NHMRC) 2013. Clinical Practice Guidelines for the Management of Overweight and Obesity in Adults. Canberra: NHMRC. Powell, S.B., Engelke, M.K. and Neil, J.A., 2017. Seizing the moment: Experiences of school nurses caring for students with overweight and obesity. The Journal of School Nursing, p.1059840517717318. Quelly, S.B., 2014. Childhood obesity prevention: a review of school nurse perceptions and practices. Journal for Specialists in Pediatric Nursing, 19(3), pp.198-209. Renzaho, A.M.N., Bilal, P. and Marks, G.C., 2014. Obesity, type 2 diabetes and high blood pressure amongst recently arrived Sudanese refugees in Queensland, Australia. Journal of immigrant and minority health, 16(1), pp.86-94. Robinson, A., Denney?Wilson, E., Laws, R. and Harris, M., 2013. Child obesity prevention in primary health care: investigating practice nurse roles, attitudes and current practices. Journal of paediatrics and child health, 49(4). Rock, C.L., Flatt, S.W., Sherwood, N.E., Karanja, N., Pakiz, B. and Thomson, C.A., 2010. Effect of a free prepared meal and incentivized weight loss program on weight loss and weight loss maintenance in obese and overweight women: a randomized controlled trial. Jama, 304(16), pp.1803-1810. Sargent, G.M., Forrest, L.E. and Parker, R.M., 2012. Nurse delivered lifestyle interventions in primary health care to treat chronic disease risk factors associated with obesity: a systematic review. obesity reviews, 13(12), pp.1148-1171. Simmonds, M., Llewellyn, A., Owen, C.G. and Woolacott, N., 2017. Diagnosis of childhood obesity using BMI: potential ethicolegal implications and downstream effects: a response. Obesity Reviews, 18(3), pp.382-383.

Leadership in the 21st Century

Question: Using relevant theories and models critically evaluate and analyse the leadership of a 21st century business leader. If you were in the position of the leader, what could you do to be a better leader and make a stronger impact on the followers and on situation/s? Answer: Introduction Efficient leadership is essential for businesses in the 21st century in achieving higher level of success in their operations. This requires a highly qualified and talented business leader that could contribute his/her knowledge and abilities in leading the entire organisation to higher level of success. The role of business leaders is to strategically define the vision and goals of the organisation, and they should thereafter make efforts in guiding their followers in a manner that ensures their successful attainment. Leadership is highly essential from the point of view of leading the organisation to higher level of success and also in sustaining such growth over the longer period of time. The efficient leaders have the ability of leading the organisation to higher level of success on their own efforts and contribution. This indicates that there has been the pivotal role being played by leaders in leading the organisation to higher level of success (Boal and Hooijberg, 2001). This report is aimed at analysing the leadership of a 21st century business leader through the application of relevant leadership theories and models. The business leader as selected for the purpose of analysis is Steve Jobs of Apple Corporation. The analysis is therefore focused towards assessing the leadership style of Steve Jobs initially and this is followed by a comparison of his leadership style with the applicable leadership theory. Based on this discussion, there would be the analysis of the leadership style and approach that I would have followed if I were put under the same situation. The entire findings will then be summarised in the conclusion section. Description of the Leader, Organisation/Industry and Situation/Context The leader as selected for the purpose of analysis is Steve Jobs of Apple Inc. An analysis of Steve Jobs indicates that he was an American entrepreneur and become responsible in the foundation of Apple Corporation. He has been known as the pioneer in bringing revolution in the personal computing through his innovative skills and abilities. Steve Jobs was known as highly influential personnel throughout his career in the Apple Corporation, as he has successfully taken the organisation to higher level of growth and development. It is his influential ability that has resulted into Apple being identified as the most innovative company. He has been a successful business leader in driving desired level of efforts and actions on the part of his followers. His focus towards innovation has been the key mantra that made him successful and highly recognised leader in the industry (Griffin, 2008). The organisation/industry that has been served by Steve Jobs is Apple Corporation which is mainly i n the electronic industry. Apple has occupied the leadership position in the industry as being the most innovative organisation, and this is all because of the influential abilities of the business leader of the company i.e. Steve Jobs. However, currently the leadership position is being served by the new leader Tim Cook. But the core basis of the organisation has been implanted by Steve Jobs and it is because of his highly innovative approach in undertaking organisational responsibilities, the organisation is still following the same approach to performing its management. This signifies that the policies and practices of being highly innovative is still followed at Apple and this is an important indication of the influential capability of Steve Jobs. He has guided the path to follow for the entire organisation, and this has been currently being emphasised across the organisation (Eleftheriou-Smith, 2014). The situation/context that has been selected for analysing the leadership of Steve Jobs is the performance of business organisation. An analysis of the leadership approach and ability of Steve Jobs in detail indicates that Steve Jobs highly emphasised on the innovative factor whereby he expects each and every employee within organisation to remain highly innovative with respect to the tasks and responsibilities as undertaken. Steve Jobs has been responsible for the introduction of large number of innovative products and services under his leadership tenure whereby he has brought revolution in the entire electronics items. The major innovation by Steve Jobs is identified as iPhones, iPad, iPod, iMac, and the latest operating system iOS. These are the major innovations that have been noted under the leadership of Steve Jobs (Ireland and Hitt, 2005). Overall, the leadership practice and approach of Steve Jobs seems to be highly influential and it is mostly focused towards innovative factor in particular. This is mainly because Steve Jobs has always emphasised on brining innovation which could be easily reflected on the newer products and services that are introduced across the company. Evaluation of Steve Jobs through Leadership Theories and Models An analysis of Steve Jobs in brief has indicated that he has been a revolutionary leader that has been successful in bringing innovation in the entire electronic industry through introducing large number of innovative products and services. However, an assessment of few such important criteria in respect to Steve Jobs indicates about his leadership style, trait and power in particular. As for instance, the leadership style that has been identified in respect to Steve Jobs is mainly the transformational leadership style whereby the leader seeks to transform the entire organisation into higher level of success and growth. Steve Jobs has been able to revolutionise the performance of Apple and he has also been successful in leading the entire organisation to higher level of success. All these have been possible because of his ability to direct the workers and positively encourage them to follow the desired path of innovation as showed by him. This suggests that the leadership style can b e best correlated to the transformational leadership theory which suggests radical or massive changes aimed at leading the organisation to higher level of success. As per the transformational leadership theory, the leaders have the ability to lead the organisation on their own and they decide the shape and direction in which the entire organisation has to lead upon (Mclnerney, 2011). The directional path as chosen by Steve Jobs in respect to Apple is to lead the organisation in becoming the leader in the entire industry, and as such, the individual efforts are driven mostly towards the required direction. However, there have been strict policies and procedures that are being followed by Steve Jobs, and there has been higher level of expectations from employees as well. The decisions are mostly undertaken by Steve Jobs, and this reflects the leadership style to be highly autocratic leadership style. The strategic decisions are mostly undertaken by the senior management without involv ing the employees. The employees are only required to follow up the policies and procedures that have been set up for them. They need to contribute their efforts with a view to achieve the set organisational goals by way of integrating innovation in their policies and actions. Steve Jobs accounted for adapting behaviour of high maintenance co-worker which demanded excellence from his co-workers. Employees are therefore treated as a way of getting the tasks done, and this particular approach has allowed Apple in achieving the successful position in the industry (Issacson, 2012). The stronger leadership ability of Steve Jobs can be evident from the growth position at which he has taken to Apple Inc. As for example the market value of the shares of Apple was $US 5 billion in 2000, but it has increased to $US 351 billion as of today. Such a massive growth in the market performance is all because of the leadership effectiveness of Steve Jobs. He has been a successful visionary leader who not only designed the vision for the company, but also articulated the organisational goals by way of which they could be accomplished through the active contribution by its employees. The autocratic leadership style of Steve Jobs proved highly successful in generating positive level of efforts in bringing innovation within organisation, and thereby in achieving excellence in terms of generation of innovative products and services for its customers (Mclnerney, 2011). An assessment of the traits of Steve Jobs with regard to his innovative abilities and thoughts implies that Steve Jobs was highly visionary in nature. As for example, his vision in respect to Apple was mainly to perform the development of products and services with simple user interface and elegant design that would please greatly to customers of all age groups. This has been positively attained through his attitude of being highly innovative in his approach of doing things. He has positively influenced the abilities of his followers in innovating efficiently with respect to their contribution and this leads to the delivery of sound and innovative products to his customers. Apart from this, the leadership trait of Steve Jobs also clarifies that he has been a strong leader as he not only manages his employees, but there has been stronger relationship being managed with the suppliers, partners and competitors (Hom, 2014). Apart from this, the other major leadership attributes that have been evident in respect to Steve Jobs include his wonderful thinking ability, exceptional influence capabilities whereby he can influence his subordinates to act in a particular manner that is in the best interest of the organisation. The exceptional influence capability of Steve Jobs can be identified from the fact that he made all the employees of the organisation to contribute towards the innovative factor by way of designing and developing innovative products and services. In addition to this, the leadership attitude also reflects that Steve Jobs was the survivor of tough times, as he has encountered various such events that have impacted his performance in the industry. This is evident from the example that Steve Jobs has suffered with cancer and still he has made significant contribution in the form of introduction of newer iPhones and also predicted the future generation of products that would be highly suitable to Apple in leading the entire industry (Cunningham and Harney, 2012). Overall, the analysis of the leadership style, ability and attitude of Steve Jobs indicated significant level of findings. It has been evaluated that Steve Jobs was highly transformational leaders who always pursues creativity in his strategy, and encouraged others in following the same path through his highly influential capabilities. Ways in Which I Would have Lead the Similar Situation An analysis of the leadership style and ability of Steve Jobs has indicated about significant level of findings regarding his attitude, belief, behaviour and approach of leading the entire organisation. On the basis of analysis, it has been evaluated that there has been higher level of effectiveness being pursued by Steve Jobs in leading and managing the organisation. However, there are certain major areas whereby Steve Jobs could have done better in performing his role and responsibilities. In these areas, I could have considered for a different approach to performing the management of the entire organisation. As for instance, it has been assessed that Steve Jobs was highly focused towards the autocratic style of leadership whereby the strategic decisions are taken by him. The employees were just treated as a means to achieving the organisational goals (Ciulla, 2008) In this respect, I could have utilised the employees in a different manner in achieving success and higher effectiven ess level. As for instance, I could have considered for adapting a participatory nature of leadership whereby employees would be included in the majority of the decisions as undertaken within the organisation. It is quite clear that employees are responsible in leading an organisation to higher level of success, and since they actually perform the core processes of the organisation in producing products and services, they are better aware of the important decision making areas. As a result, the participatory nature of leadership would be of significant importance in such situation. An analysis of the nature of Apple Corporation indicates that the company pursues higher level of innovation and this requires positive level of contribution from both the management and the employees. The participatory nature of leadership style is therefore highly suited in this context whereby employees are included in the decision making process (Tariq, 2014). It is not only sufficient to include employees in the decision making process of the organisation, rather they should be treated with due respect and honour. Steve Jobs considered employees as the way of getting things done, but I could have dealt with such situation in a different manner. As for instance, I could have considered employees as asset and they would be given due respect and authority in the organisation. This particular leadership style to managing employees could have proved to be highly effective from the point of view of leading the organisation and achieving its strategic goals in a positive manner. Apart from these things, I could have also involved into doing certain things differently as being the leader of such large multinational organisation. As for instance, I could have focused towards empowering the employees of the organisation in order to achieve positive level of outcomes on their part. Empowering employees provides them the feeling that they are highly valued by their management, and this in turn is positively reflected in their performance level. As a result, I could have also considered for applying this strategy in performing the management of employees within organisation (Goethals and Sorenson, 2007). The above leadership style and strategy could have been considered by me in a different manner for the purpose of ensuring higher level of success of the organisation. Apart from these major factors, the rest of the aspects in relation to the leadership style of Steve Jobs have been highly excellent from the point of view of meeting out the organisational goals in a positive way. The additional important areas that are identified could contribute in a highly efficient manner towards the efficient attainment of organisational goals. Conclusion In this report, a critical evaluation has been carried out in respect to the leadership style, attitude, behaviour and trait in relation to Steve Jobs, the previous CEO of Apple Corporation. The analysis as carried out has been highly effective from the point of view of meeting out the strategic goals of the organisation. An analysis as carried out in respect to the leadership style of Steve Jobs has indicated that the leader has been highly enthusiastic in terms of his contribution towards leading the entire organisation to higher success level. It has been assessed that the leadership style of Steve Jobs is highly correlated to that of the transformational and autocratic leadership style. This is mainly because Steve Jobs has attempted to achieve revolutionary development in respect to the entire organisational performance and he has been successful in achieving higher level of effectiveness in its overall performance. Apart from this, the decisions of Steve Jobs are highly autocra tic which does not involve the involvement of any other employees within organisation. The analysis also indicated that Steve Jobs was highly visionary in nature and he has great influential capabilities which allowed him in transforming the entire organisation to higher level of success. The analysis also indicated about what could have been done by me differentially and it is assessed that I could have adapted a participatory style of leadership in order to achieve highly efficient performance conditions. References Boal, K.B. and Hooijberg, R. (2001), Strategic Leadership Research: Moving On, Leadership Quarterly, Vol. 11 (4), pp.515-549. Cunningham, J. and Harney, B. (2012), Strategy and Strategists, Oxford University Press. Ciulla, J.B. (2008), Leadership at the Crossroads, ABC-CLIO. Eleftheriou-Smith, (2014). Apple's Tim Cook: Business isnt just about making profit Goethals, G.R. and Sorenson, G.J. (2007), The Quest for a General Theory of Leadership, Edward Elgar Publishing. Griffin, R.W. (2008), Management, Cengage Learning. Hom, E.J. (2014). Steve Jobs Biography Ireland, R.D. and Hitt, M.A. (2005), Achieving and maintaining strategic competitiveness in the 21st century: The role of strategic leadership, Academy of Management Executive, Vol. 19 (4), pp. 63-77. Issacson, W. (2012). The Real Leadership Lessons of Steve Jobs Mclnerney, S. (2011). Steve Jobs: an unconventional leader Tariq, A. (2014). 7 Traits That Made Steve Jobs Successful