Viper Plagiarism Report

Rgda omar, assignment 2 2nd attempt.docx scanned Apr 3

2024

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https://www.asjp.cerist.dz/en/article/22905

Section I:
AC1:1
Evidence-based practice means making decisions through
critical thinking and the best available evidence as this approach
will help make the best decisions based less on personal skills
and wisdom gained. In addition to this approach, human
resources management is crucial, since proper decision-making
will therefore affect the Organization fully and with many internal
decisions there must be a basis for decisions not to be
influenced by the current situation or personal ideas, but rather
to be based on four main sources:
The Organization's internal data identification
Practitioners and consultants by leveraging their professional
expertise.
Stakeholders' interest in their values and orientations
Science by leveraging studies and theories that support the
resolution.
Different evidence must also be combined to ensure that the
resolution is examined in several respects through the 6
methods described below:
Questions: They reflect the problem in an answerable question
form
Systematic search and retrieval of evidence
Assessment: Evidence must be assessed and judged critically
Assembly Weight placement for each guide and assembly
Application Integrate evidence worked out with decision-making.
Evaluation is the evaluation of the decision's results to increase
probability.
Rational decision-making: It is a multi-step process based on
objective data as it relies on two hypotheses: The decision-
maker has complete information as well as the time and ability to
analyse and evaluate, as well as the decisions that will be taken
either to reduce the cost or increase the profit, through two
conditions: All information is known and available to the decision
maker in addition to all the models used being logical models.
It also goes through several consecutive steps: determining
decision-making criteria - identifying alternatives - conducting
analysis - making the final decision. (Chi، 2023)
Alternative theories of decision-making:
Probability Theory: Since in this theory it focuses more on losses
than gains, the choice between probability will choose probability
with losses.
Rationality Theory Limited: As it discusses that complete
rationality runs counter to skin nature, the individual will rely on
the information and data available to him to make the decision.

AC1:2
There are many analytical tools used by companies to analyse
data and information. They must be used to establish their
positivity and efficiency in the correct analysis and to make high
use of these tools. The tools include the Porter's 5 forces Tool,
which discusses two opposing points, the most important ones
affecting the company as mentioned below:
The power of competition among existing companies: they
assess the extent of competition between companies based in
the market and their impact on the company or the market in
general, as competitors are one of the most important points,
whether in a negative or positive way
The strength of suppliers: It discusses the strength of suppliers
to influence the market through prices and conditions, as
suppliers are associated with the company's business, and it is
also in an exclusive relationship with the business any influence
on the supplier’s side effects the company's business in the
same amount.
Buyer Power: Where it discusses buyers' forces in influencing
the market through prices and conditions.
The threat of alternative products: alternative products are a
threat to the company as buyers may replace their products with
other products.
The threat of entry of new competitors: New competitors
entering the market will directly or indirectly affect the company
or enterprise because, as previously mentioned by competitors,
they represent a challenge to the company. (visual paradigm،
‫( )ﺑﻼ ﺗﺎرﻳﺦ‬Lucidity، ‫( )ﺑﻼ ﺗﺎرﻳﺦ‬Target Internet، ‫)ﺑﻼ ﺗﺎرﻳﺦ‬
In terms of methods of analysis, analysis can be used through
interviews where it works serially But it is difficult to sort data
later, but the value provided by it is realistic as it studies its own
eye from the same society so that it begins by collecting data by
identifying questions that clarify the desired points and then
interviews of individuals and the specific sample and then
screening and observing them and finally accessing the desired
information.

Ac1:3
Critical thinking is an important matter that has not been
considered appropriate within companies or organizations and
often comes with the belief that it is a negative thing, but quite
the contrary. Critical thinking affects several salient points within
an organization or an enterprise, for example, plays an important
role in the development and detection of errors within the
organization because it looks at its detail in the business.
Suspicion and constructive criticism: so that discussion and
dialogue with the team begin by asking questions about a
specific idea to understand the idea from several different
aspects and angles to determine the place of the dialogue on
which the rest of the next steps and stages will be completed.
Impartiality: When discussing or dialogue with the team, there
must be no bias about personal orientations, beliefs or ideas as
a way of considering dialogue from a personal standpoint, since
the discussion must be objective and far from personal
orientations in order to be clear and have a valid basis away
from all external influences.
Evidence analysis: After previous discussions and finding clear
evidence, the Panel begins its analysis using several tools that
objectively and simplistically clarify information and data with
specific measures that are far from assumptions that are useful
for subsequent decision-making.
Evidence-based thinking: Here the individual or team begins to
make the right decision about the idea based on evidence
previously analysed away from other emotions or emotions.
The development of autonomy: At this stage, the unique self-
assessment of their ideas and analyses takes place based on
specific criteria to ensure the desired usefulness of this principle
and to improve it in the future.
Critical thinking in groups: This principle discusses how an
individual is ready to join any discussion objectively yet about
prejudices by taking advantage of all previous steps.
Continuous learning: This principle emphasizes that thinking will
help different individuals in the group of continuous learning
through reading, discussion, research, and feedback as well.
Through the above principles, we emphasize that critical thinking
not only works on one side but extends to several aspects of a
person's development in terms of interaction, thinking, decision-
making or business, so any company must consider critical
thinking as an important skill that must enable employees to.
(University of Louisville، ‫)ﺑﻼ ﺗﺎرﻳﺦ‬

AC1:4
Decisions represent a large part of the business within the
company or institution as they pass through all management
positions. The functions and responsibilities of the lower
positions are directly or indirectly approved with higher
management decisions. There are several models of decision-
making processes that can be relied upon and taken as basic
ways of deciding in a correct and sound manner based on
confirmed studies and science, including:
Problem-outcome frame: In this model, all individuals must be
fully informed, knowledgeable, and knowledgeable that can be
used for decision-making and is often taken if the decision to be
taken is a strategic one that will affect various aspects within the
organization or institution and involve several stages:
Identifying the problem: That is, the problem is defined precisely
and simplified. It is a concept for all decision makers to reach an
effective decision.
Data analysis: that is, the necessary data are collected and
analysed to arrive at alternatives that can be applied in the
problem.
Offering alternatives: Based on the previous step, alternatives
are carefully identified.
Assessment of alternatives: At this stage, all available
alternatives reached at the previous stage are evaluated to
determine the most appropriate ones at the present time and
how appropriate they are to work and how they are applied.
Choosing the optimal alternative: In the previous stages, many
options have been presented and evaluated in several respects.
Here, the optimal decision is made and appropriate among all
decisions, considering the placement of a secondary choice if
the first option is not completed for any reason.
Implementation of the decision: At this stage, the decision is
signed, and emphasis is placed on the optimal option and the
necessary work to implement it and make it on the ground. This
stage is the result of the previous stages and may take a long or
short period of time depending on the size of the decision.
Follow-up and evaluate results: Any result must be followed up
and verify that expectations are consistent with actual results
and what observations must be considered, as well as
addressing problems as they occur.
Six Thinking Caps: In this way the decision is made after a
thorough and integrated reflection as there are six different caps
that allow the decision maker to think in more than one direction
or side and we find below the details of the caps:
White: This hat means thinking rationally and logically where it
indicates numbers and facts.
Black: This hat means thinking about all possibilities, risks, and
critical thinking as it indicates that the decision-maker improves
his thinking.
Red: This hat means on emotions and emotions as it represents
the feelings and impressions of the decision maker.
Yellow: This hat means thinking about opportunities and positive
ways as it helps the decision maker with the best positive
aspects of the resolution.
Green: This hat means thinking outside the box that is, it
motivates the decision maker to think in new and innovative
ways that can be worked out.
Blue: This hat means decision management as it represents
what is the application of the decision and what are the next
stages of decision making. (2023 ،‫)اﻟﻨﺠﺎح‬
Action learning approaches: This is one of the best ways for
companies to adopt in their values the continuous development
of individuals and the organization in general. It develops the
skills of individuals to involve them in some decisions. It divides
individuals into more than one group with the aim of discussions
between them about a particular problem and what are the right
ways to make decisions. It must appoint a leader with a
prominent role in internal organization.

AC1:5
Ethical views play a key role in decision-making as they guide
senior management or decision makers towards making
decisions in line with ethics, ethical principles and human values.
As companies represent a large part of society, which must
assume social responsibilities, and which participate in making
many decisions.
Deontological theory or, in other words, moral duty theory:
Where this theory discusses ethics and responsibilities that
individuals must comply with in their actions and decisions, for
example, being fair and transparent by talking about Part I
integrity means honesty and honesty in acting away from fraud
and deception. Integrity is an important part of ethical values and
speaking about transparency. It means clearly articulating
information or data and enhancing its role in decision-making
Prejudices or other influences that may influence decision-
making. decision-making ", this theory can be infused with
decision-making by preserving the basic principles that must
characterize an individual's decision-making, so that decisions
will be free of personal orientation and prejudices that affect the
decision-maker.
contractarian theory: where this theory is discussed that ethics is
a contract between individuals or in other words a social
agreement. But it is a fictional decade for the maintenance of
social order and the exchange of benefits since the agreement
of individuals on specific ethics and principles will reflect the
cycle of social justice between members of society and
individuals within organizations or institutions. This theory can
affect decision-making in terms of consideration of the group's
interest and thus the predominance of decisions to be taken
through this theory will become fair.
ethical ego theory: This theory discusses that decisions are
made based on one's own interest, i.e. that a person makes
decisions based on one's own health and that this theory
becomes useful in making decisions when individuals are
directed to make decisions that benefit them better This theory
can influence decision-making in that it focuses on the individual
himself or herself without society and thus helps in the
employee's happiness and well-being regardless of others.
(Westacott، 2019)
In conclusion, companies must consider all ethical perspectives
in decision-making, except that they are borne by internal points
or points associated with the overall labour market, as they will
directly or indirectly affect the company. (Sage، 2014) (Anon.،
2017)

AC3:1
When talking about aspects that affect a company's
performance, it can be divided into two main sections in terms of
type: financial or non-financial performance.
Financial performance represents digital and numerical data or
information, so it is easy to maintain objectivity because it is
closely linked to numbers and quantitative information that does
not show personal trends, opinions or beliefs. There are many
ways used by senior management or financial management
within companies.
Net profit margin method: This method represents a concept
used in accounting and funding to indicate the percentage of net
profit compared to gross revenue, as it measures the extent to
which the company can convert revenue into profit. Net profit
margin can be calculated through the following formula 100 *
(net profit apportionment of total revenue) Net profit can be
calculated by deducting all costs and expenses from total
revenue and the higher the profit margin indicates the company's
efficiency in managing its business.
For example, at the end of the year, after calculating the total
annual costs of the company, it turned out to be equal to SAR
10,000. At the end of the year, the total revenue earned by the
company was calculated to be equal to SAR 15,000. Based on
these figures, the net profit margin can be calculated by the
following formula 100 * (5/15) = 33.33%.
Gross profit margin ratio method: This method is an indicator of
the company's efficiency to achieve profit from its sales. The
following formula can be used to calculate it as 100 * (gross
profit dividing total revenue) as the profit is before deducting
expenses and expenses reflects the company's ability to make
profit through its sales.
For example: At the end of the first quarter, after calculating the
gross profit, SAR 105,000 and total revenues SAR 150,000 and
calculating the profit margin ratio 100 * (105/150) = 70%. This
ratio indicates that the company's efficiency in achieving profit
through sales is extremely high, as it represents more than half a
percent and since it is greater than zero, it is a positive indicator
for the company.
Non-financial performance is difficult to measure accurately or
100% as it discusses information or data that is not numerous,
but rather on intangible details. In these cases, ways must be
found to measure performance objectively away from biases or
personal orientations.
Customer feedback and general satisfaction: If the company is a
productive company or a company that provides services to
others, its non-financial performance can be measured through
customer feedback, i.e. if the service delivery identification is
provided or the time taken to complete the service delivery
process and by analysing the answers to the previous questions
and comparing them to the previous objectives, it will be clear
whether the indicator is positive or negative.
Retention Rate: This rate represents the ratio of internal or
external bugs as it represents employees and customers and all
of us increased the rate is indicative of the efficiency of the
company in maintaining its relationships as the survival of
customers will represent loyalty to it after any company has
strong relationships with its partners. (Anon.، 2023)

AC3:2
Practices of persons within the organization or institution play an
important role in all internal or external operations as these
practices are linked to the most important element within the
Organization, which is the human element and must be taken
into account in all respects, as it demonstrates the
Organization's success and internal management, as well as
helping to achieve the objectives expected by senior
management that will represent strategic orientations and
examples of practices for workers: discipline, collaboration,
development and innovation, career performance,
Individual practices can provide value to the organization
through their impact on all operations, for example when
individuals' practices are centred on innovation and continuous
learning. The organization or institution will become constantly
sophisticated, thereby maintaining its position in the market. The
following methods can be used to measure workers' practices:
Impact: Through this method, the impact of individual practices
on the organization can be calculated through the precise
identification of workers to be focused on, for example, the
organization's development here. The current situation must be
examined and then the introduction of business courses and
workshops and the measurement of the situation of workers
within the organization after the completion of the courses to
measure the impact of the change in their practices.
Performance measurement for individuals: As previously stated,
the company's work is closely linked to workers within the
organization, it is necessary to take into account the
measurement of their job performance and the development of
clear performance indicators that can be measured to verify the
extent to which workers meet the goals set by senior
management. The performance measurement shows whether
the practices of workers within the organization have a positive
curve or that there are internal poor practices for individuals that
need to be developed to serve the business of the company.
Measuring the overall performance of the organization: through
profitability, revenue and growth in the market as it is influenced
by the internal practices of individuals and their discipline in
doing business as well as innovation and development. In the
case of each curve is positive, practices are positive practices. In
the case of a negative curve, practices must be reviewed and
adjusted.
The conclusion of the employee is an integral part of the
organization's success, and its practices must be considered.

Section II:
Before starting the solution, the meaning of the types of analysis
mentioned should be addressed. Qualitative and quantitative
analysis are as follows:
Quantitative analysis: Logical analysis that uses statistical and
mathematical methods to interpret data and information obtained
through statistics for use within the company or management.
Qualitative analysis: Analysis of non-numerical data and
information to subtract the meanings of information and data in
other words interpret non-digital information obtained through
observations, questionnaires, or interviews for subsequent use
within the company or institution.
Table I
1. Sex
Results of the analysis:
When looking at the graph it becomes clear to us that the
number is equal between females and males as the difference is
simple.
Recommendations:
Gender has many benefits, including internal diversity. It adds
strength and enables the company to benefit from the diversity
of skills in both sexes. Each sex has different skills. The
integration of this diversity adds value to work. The risks are low
compared to the benefits that the organization will derive from
diversity. Some risks are that female leave is higher than male
leave. This may cause some internal problems. The decision
may also reduce costs indirectly, as the sustainability of females
is higher than men, adding that the rate of females' salaries is
lower than that of males.
2. Race:
Results of the analysis:
Looking at the graph shows that there are almost equal numbers
except for one race. Here it is necessary to think carefully about
why the number of employees from this race is so high. Is it
because of internal prejudices? Are there regulations governing
the increase in the number of people and the company must
ensure that many existing races do not affect work through
biases or personal orientations.
Recommendations:
Race diversity adds to the company's high flexibility and
distances it from different prejudices as there is a correlation
between internal diversity and flexibility. It is expected that if a
race is employed more than jealously that there are internal
biases. In financial terms, there is no clear information since the
salary rate and replacement cost of that race must be based on
the financial implications.
3. Disability:
Results of the analysis:
When looking at the graph, we see that there is a fair
employment as 8% of the total employees are considered good
because, as we mentioned earlier, the company stands in front
of its business and social responsibilities and must reconcile
them, which is what is shown in the quantitative analysis of the
numbers of persons with disabilities.
Recommendations:
There are disabilities that do not prevent the person from
working, but they add to the person a high skill at other points.
Employment of persons with disabilities is a social responsibility
of the company before the society so that it is part of the society
There may also be risks about the difficulty of integrating them
with employees, as well as the financial implications of additional
equipment that must be available to persons with disabilities. In
return, the company will receive support from the State as a
result of their employment.
4. Salaries:
Results of the analysis:
Through a graphic analysis of salaries, salaries are
commensurate with the number of women and men previously,
and there are no gender biases.
Recommendations:
Salaries are an important financial part of all employees entering
as they are considered monthly costs owed to the organization.
Therefore, they must be carefully studied by senior management
to ensure that the work is not affected by employees' salaries. It
is also a risk that this point is not given importance to the loss of
competent employees and high values presented to the
company in financial terms. Therefore, there will be a cost of
replacement over and above other costs.
5. Average salaries: The suitability of employees' salaries can be
analysed by studying salaries for parallel companies and
ensuring that average internal salaries are equal or greater to
the average salaries of parallel companies in order to reduce the
turnover rate of employees, and by calculating the average
salary that is divided by 8256,940 (total salaries) On 260 (total
number of employees) the product will be 31757.4615 and
accepted or not according to market salaries.
Table II
The questionnaire discussed the mixed work in several different
aspects and analysed the information mentioned.
The number of approvals represents the largest percentage in
the table as there are a number of reasons why employees
prefer to work by default is a pleasant matter that may be due to
the distance of the home from the workplace or traffic congestion
or that there are things that make them prefer to work from home
such as the children of female workers.
The number of disagreements is lower compared to the
approvals when calculating totals as there may be several
reasons why employees do not prefer to work by default may be
because they cannot separate social life within the home and
work at the same time.
Recommendations:
Applying this approach will reflect many benefits as it has a high
acceptance among individuals which will reflect their satisfaction
and sustainability.
Financial trend:
The financial trend is of great interest to senior management and
therefore all practices must be considered as there is a direct
and indirect relationship In direct terms, telecommuting reduces
variable costs such as invoicing and indirectly is considered a
non-financial benefit that must be taken into account because
non-financial benefits will reduce turnover and thus reduce
recruitment costs and many other aspects.
Risks: Telecommuting is a practice that is posed by many risks,
for example inability to control employees. To reduce these
risks, a clear policy governing telecommuting must be
established, for example, defining a number of days to work by
default for each employee, creating a workforce control
mechanism, and putting in place as an additional advantage for
some disciplined employees.
In conclusion, each new internal work exercise has an
experimental period to study its pros and cons as discussed in
the previous module.
Reference

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