Description
For the Final Project, you select a government (federal, state, or local) or non-profit organization with which you are familiar. This could be an organization for which you currently work, have worked, know about from others, or have learned about through academic resources and/or media. With this organization in mind, you explore the various topics of the course. As you progress through the readings and assignments think about how these topics pertain to the organization you selected. The Learning Resources, Discussions, and Assignments all assist you in completing each section of the Final Project.
In your Final Project, you analyze and assess the following areas of the organization based on the processes and principles related to human resources management in a government or non-profit organization:
- Mission and goals of the organization
- Strategic human resource management
- Applicable legal and ethical codes
- Diversity considerations
- Labor unions, privatization and outsourcing
- Recruitment and selection methods
- Compensation and benefits
- Performance management and development
- Opportunities, challenges, and trends
For the sections provide your analysis and assessment based on the processes and principles related to human resources management.
READINGS
- Pynes, J. E. (2013). Human resources management for public and nonprofit organizations: A strategic approach (4th ed.). San Francisco, CA: Jossey-Bass.
- Chapter 9, “Training and Career Development” (pp. 275–297)
- Chapter 10, “Performance Management” (pp. 303–334)
READINGS
- Course Introduction
- Pynes, J. E. (2013). Human resources management for public and nonprofit organizations: A strategic approach (4th ed.). San Francisco, CA: Jossey-Bass.
- Chapter 1, “Introduction to Human Resources Management in the Public and Nonprofit Sectors” (pp. 3–33)
- French, P. E., & Goodman, D. (2011). Local government human resource management past present and future: Revisiting Hay’s and Kearney’s anticipated changes a decade later. Politics & Policy, 39(5), 761–785.
Retrieved from the Walden Library databases. - French, P. E., & Goodman, D. (2012). An assessment of the current and future state of human resource management at the local government level. Review of Public Personnel Administration, 32(1), 62–74.
Retrieved from the Walden Library databases. - Truss, C. (2008). Continuity and change the role of HR function in the modern public sector. Public Administration, 86(4), 1071–1088.
THE DEPARTMENT OF DEFENSE OUTLINE AND ANNOTATED BIBLIOGRAPHY
The Department of Defense Outline and Annotated Bibliography
Courtnie Walker
Walden University/MMPA 6435
April 14, 2019
1
THE DEPARTMENT OF DEFENSE OUTLINE AND ANNOTATED BIBLIOGRAPHY
The Department of Defense Outline and Annotated Bibliography
Outline
1. Introduction
a. What HR strategies are used by DoD
b. Thesis statement
2. Three mostly used HR strategies by DoD
a. Equal rights
i.
Introduction
ii.
Examples of equal rights such as equal gender rights at the DoD
iii.
Benefits of equality at the DoD
iv.
Recommendations
v.
Conclusions
b. Pay-for-performance
i.
Introduction
ii.
Advantages of pay-per-performance
iii.
Disadvantages
iv.
Recommendations
v.
Conclusions
c. Diversity
i.
Introduction
2
THE DEPARTMENT OF DEFENSE OUTLINE AND ANNOTATED BIBLIOGRAPHY
ii.
Advantages of diversity in the workplace
iii.
Disadvantages of diversity in the workplace
iv.
Recommendations
v.
Conclusions
3
3. Conclusions
List of sources
Adedeji, A. (2018). Trends in Department of Defense Support Costs. Armed Forces
Comptroller, 63(1), 41–44. Retrieved from
http://search.ebscohost.com/login.aspx?direct=true&db=buh&AN=128238137&site=eho
st-live
Campbell, J. W., Lee, H., & Im, T. (2016). At the Expense of others: Altruistic helping
behaviour, performance management and transformational leadership. Public
Management Review, 18(6), 795–818. https://doi.org/10.1080/14719037.2015.1045018
Federman, P. S., & Rishel Elias, N. M. (2017). Beyond the Lavender Scare: LGBT and
Heterosexual Employees in the Federal Workplace. Public Integrity, 19(1), 22–40.
https://doi.org/10.1080/10999922.2016.1200410
Harrington, J. R., & Lee, J. H. (2015). What Drives Perceived Fairness of Performance
Appraisal? Exploring the Effects of Psychological Contract Fulfillment on Employees’
Perceived Fairness of Performance Appraisal in U.S. Federal Agencies. Public Personnel
Management, 44(2), 214–238. https://doi.org/10.1177/0091026014564071
THE DEPARTMENT OF DEFENSE OUTLINE AND ANNOTATED BIBLIOGRAPHY
4
Hur, H. (2018). The unintended consequences of a pay-for-performance rule
change. International Journal of Public Sector Management, 31(6), 654–671.
https://doi.org/10.1108/IJPSM-09-2016-0147
Lewis, G. B., & Pitts, D. W. (2017). LGBT–Heterosexual Differences in Perceptions of Fair
Treatment in the Federal Service. American Review of Public Administration, 47(5), 574–
587. https://doi.org/10.1177/0275074015605378
Oberfield, Z. W. (2016). Why are Some Agencies Perceived as more Committed to Diversity
than Others? An analysis of public-sector diversity climates. Public Management
Review, 18(5), 763–790. https://doi.org/10.1080/14719037.2015.1045017
Runnels, A. (2017). Interview of The Honorable David L. Norquist: Under Secretary of Defense
(Comptroller)/Chief Financial Officer Department of Defense. Armed Forces
Comptroller, 62(4), 6–13. Retrieved from
http://search.ebscohost.com/login.aspx?direct=true&db=buh&AN=126741030&site=eho
st-live
Seunghoo Lim, Tae Kyu Wang, & Soo-Young Lee. (2017). Shedding New Light on Strategic
Human Resource Management: The Impact of Human Resource Management Practices
and Human Resources on the Perception of Federal Agency Mission
Accomplishment. Public Personnel Management, 46(2), 91–117.
https://doi.org/10.1177/0091026017704440
Sun, R., & Wang, W. (2017). Transformational leadership, employee turnover intention, and
actual voluntary turnover in public organizations. Public Management Review, 19(8),
1124–1141. https://doi.org/10.1080/14719037.2016.1257063
THE DEPARTMENT OF DEFENSE OUTLINE AND ANNOTATED BIBLIOGRAPHY
5
Welle, J. W. (2016). Designing America’s Defense for the Digital Age. Harvard Kennedy School
Review, 16, 129–137. Retrieved from
http://search.ebscohost.com/login.aspx?direct=true&db=aph&AN=115477111&site=ehos
t-live
Annotated Bibliography
Federman, P. S., & Rishel Elias, N. M. (2017). Beyond the Lavender Scare: LGBT and
Heterosexual Employees in the Federal Workplace. Public Integrity, 19(1), 22–40.
https://doi.org/10.1080/10999922.2016.12004100
Federman and Rishel Elias (2017) demonstrate that the aspect of equality and equal rights
exists at the federal workplaces such as the DoD offices. Their arguments revolve around
employees of LGBT and Heterosexual aspect who work in these federal offices. While
the essence of sexual orientation discrimination might appear in this area, the authors
work around the concept that some employees at the federal offices are accepted the way
they are and others might not be fully accepted on their sexual orientation.
Their work will form a basis into the aspect of equality and how federal offices such as
the DoD make sure that their employees are not discriminated upon regardless of their
differences in various premise such as race and gender.
Hur, H. (2018). The unintended consequences of a pay-for-performance rule
change. International Journal of Public Sector Management, 31(6), 654–671.
https://doi.org/10.1108/IJPSM-09-2016-0147
THE DEPARTMENT OF DEFENSE OUTLINE AND ANNOTATED BIBLIOGRAPHY
6
This source by Hur (2018) explores the pay-for-performance system change and whether
or not it impacts on the employee job satisfaction of staff working at the DoD. The
revelations by Hur (2018) contributes to both empirical and theoretical frameworks used
by the PFP system to come up with very enlightening conclusions. The researcher
concludes that the PFP system used by DoD has largely widened the gap amongst
employees in terms of gender and has other effects on overall employee job satisfaction
on DoD employees.
This source will be beneficial in showing the HR strategy used at DoD to impart
motivation and morale as a form of ensuring that employees gain job satisfaction. The
PFP system and concept is largely discussed by Hur (2018) and such revelations will
create the basis for one HR strategy used at DoD.
Oberfield, Z. W. (2016). Why are Some Agencies Perceived as more Committed to Diversity
than Others? An analysis of public-sector diversity climates. Public Management
Review, 18(5), 763–790. https://doi.org/10.1080/14719037.2015.1045017
The question of diversity as used in human resource management is highlighted in the
research by Oberfield (2016). The author demonstrates that indeed the aspect of diversity
is used in various federal offices such as the DoD. However, the author seeks to show
that there is a sense of relativity when it comes to diversity in that, some federal
employees in different groups identify with the aspect of diversity while others perceive
diversity differently hence contributing to different diversity climate perceptions.
This source by Oberfield (2016) will be useful in revealing that diversity is a key HR
concern in federal offices including the office of the DoD. Also, it will shape the benefits
THE DEPARTMENT OF DEFENSE OUTLINE AND ANNOTATED BIBLIOGRAPHY
and detriments of having diversity and how different employees in federal offices can
have very different perceptions towards diversity and the level of diversity in those
offices.
7
Purchase answer to see full
attachment
The Department of Defense Outline and Annotated Bibliography
Courtnie Walker
Walden University/MMPA 6435
April 14, 2019
1
THE DEPARTMENT OF DEFENSE OUTLINE AND ANNOTATED BIBLIOGRAPHY
The Department of Defense Outline and Annotated Bibliography
Outline
1. Introduction
a. What HR strategies are used by DoD
b. Thesis statement
2. Three mostly used HR strategies by DoD
a. Equal rights
i.
Introduction
ii.
Examples of equal rights such as equal gender rights at the DoD
iii.
Benefits of equality at the DoD
iv.
Recommendations
v.
Conclusions
b. Pay-for-performance
i.
Introduction
ii.
Advantages of pay-per-performance
iii.
Disadvantages
iv.
Recommendations
v.
Conclusions
c. Diversity
i.
Introduction
2
THE DEPARTMENT OF DEFENSE OUTLINE AND ANNOTATED BIBLIOGRAPHY
ii.
Advantages of diversity in the workplace
iii.
Disadvantages of diversity in the workplace
iv.
Recommendations
v.
Conclusions
3
3. Conclusions
List of sources
Adedeji, A. (2018). Trends in Department of Defense Support Costs. Armed Forces
Comptroller, 63(1), 41–44. Retrieved from
http://search.ebscohost.com/login.aspx?direct=true&db=buh&AN=128238137&site=eho
st-live
Campbell, J. W., Lee, H., & Im, T. (2016). At the Expense of others: Altruistic helping
behaviour, performance management and transformational leadership. Public
Management Review, 18(6), 795–818. https://doi.org/10.1080/14719037.2015.1045018
Federman, P. S., & Rishel Elias, N. M. (2017). Beyond the Lavender Scare: LGBT and
Heterosexual Employees in the Federal Workplace. Public Integrity, 19(1), 22–40.
https://doi.org/10.1080/10999922.2016.1200410
Harrington, J. R., & Lee, J. H. (2015). What Drives Perceived Fairness of Performance
Appraisal? Exploring the Effects of Psychological Contract Fulfillment on Employees’
Perceived Fairness of Performance Appraisal in U.S. Federal Agencies. Public Personnel
Management, 44(2), 214–238. https://doi.org/10.1177/0091026014564071
THE DEPARTMENT OF DEFENSE OUTLINE AND ANNOTATED BIBLIOGRAPHY
4
Hur, H. (2018). The unintended consequences of a pay-for-performance rule
change. International Journal of Public Sector Management, 31(6), 654–671.
https://doi.org/10.1108/IJPSM-09-2016-0147
Lewis, G. B., & Pitts, D. W. (2017). LGBT–Heterosexual Differences in Perceptions of Fair
Treatment in the Federal Service. American Review of Public Administration, 47(5), 574–
587. https://doi.org/10.1177/0275074015605378
Oberfield, Z. W. (2016). Why are Some Agencies Perceived as more Committed to Diversity
than Others? An analysis of public-sector diversity climates. Public Management
Review, 18(5), 763–790. https://doi.org/10.1080/14719037.2015.1045017
Runnels, A. (2017). Interview of The Honorable David L. Norquist: Under Secretary of Defense
(Comptroller)/Chief Financial Officer Department of Defense. Armed Forces
Comptroller, 62(4), 6–13. Retrieved from
http://search.ebscohost.com/login.aspx?direct=true&db=buh&AN=126741030&site=eho
st-live
Seunghoo Lim, Tae Kyu Wang, & Soo-Young Lee. (2017). Shedding New Light on Strategic
Human Resource Management: The Impact of Human Resource Management Practices
and Human Resources on the Perception of Federal Agency Mission
Accomplishment. Public Personnel Management, 46(2), 91–117.
https://doi.org/10.1177/0091026017704440
Sun, R., & Wang, W. (2017). Transformational leadership, employee turnover intention, and
actual voluntary turnover in public organizations. Public Management Review, 19(8),
1124–1141. https://doi.org/10.1080/14719037.2016.1257063
THE DEPARTMENT OF DEFENSE OUTLINE AND ANNOTATED BIBLIOGRAPHY
5
Welle, J. W. (2016). Designing America’s Defense for the Digital Age. Harvard Kennedy School
Review, 16, 129–137. Retrieved from
http://search.ebscohost.com/login.aspx?direct=true&db=aph&AN=115477111&site=ehos
t-live
Annotated Bibliography
Federman, P. S., & Rishel Elias, N. M. (2017). Beyond the Lavender Scare: LGBT and
Heterosexual Employees in the Federal Workplace. Public Integrity, 19(1), 22–40.
https://doi.org/10.1080/10999922.2016.12004100
Federman and Rishel Elias (2017) demonstrate that the aspect of equality and equal rights
exists at the federal workplaces such as the DoD offices. Their arguments revolve around
employees of LGBT and Heterosexual aspect who work in these federal offices. While
the essence of sexual orientation discrimination might appear in this area, the authors
work around the concept that some employees at the federal offices are accepted the way
they are and others might not be fully accepted on their sexual orientation.
Their work will form a basis into the aspect of equality and how federal offices such as
the DoD make sure that their employees are not discriminated upon regardless of their
differences in various premise such as race and gender.
Hur, H. (2018). The unintended consequences of a pay-for-performance rule
change. International Journal of Public Sector Management, 31(6), 654–671.
https://doi.org/10.1108/IJPSM-09-2016-0147
THE DEPARTMENT OF DEFENSE OUTLINE AND ANNOTATED BIBLIOGRAPHY
6
This source by Hur (2018) explores the pay-for-performance system change and whether
or not it impacts on the employee job satisfaction of staff working at the DoD. The
revelations by Hur (2018) contributes to both empirical and theoretical frameworks used
by the PFP system to come up with very enlightening conclusions. The researcher
concludes that the PFP system used by DoD has largely widened the gap amongst
employees in terms of gender and has other effects on overall employee job satisfaction
on DoD employees.
This source will be beneficial in showing the HR strategy used at DoD to impart
motivation and morale as a form of ensuring that employees gain job satisfaction. The
PFP system and concept is largely discussed by Hur (2018) and such revelations will
create the basis for one HR strategy used at DoD.
Oberfield, Z. W. (2016). Why are Some Agencies Perceived as more Committed to Diversity
than Others? An analysis of public-sector diversity climates. Public Management
Review, 18(5), 763–790. https://doi.org/10.1080/14719037.2015.1045017
The question of diversity as used in human resource management is highlighted in the
research by Oberfield (2016). The author demonstrates that indeed the aspect of diversity
is used in various federal offices such as the DoD. However, the author seeks to show
that there is a sense of relativity when it comes to diversity in that, some federal
employees in different groups identify with the aspect of diversity while others perceive
diversity differently hence contributing to different diversity climate perceptions.
This source by Oberfield (2016) will be useful in revealing that diversity is a key HR
concern in federal offices including the office of the DoD. Also, it will shape the benefits
THE DEPARTMENT OF DEFENSE OUTLINE AND ANNOTATED BIBLIOGRAPHY
and detriments of having diversity and how different employees in federal offices can
have very different perceptions towards diversity and the level of diversity in those
offices.
7
Purchase answer to see full
attachment
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