Essay Available:
page:
7 pages/≈1925 words
Sources:
-1
Style:
APA
Subject:
Business & Marketing
Type:
Research Paper
Language:
English (U.S.)
Document:
MS Word
Date:
Total cost:
$ 40.82
Topic:
Literature review
Research Paper Instructions:
Assignment Overview
Description: Write a literature review exploring and analysing the scholarly literature on a contemporary human resource management (HRM) issue. Leverage findings to formulate two recommendations for changes in HRM practices to address the issue. Record the research process, collecting artefacts during the search and documenting them in the final submission.
Length: 1900ish-words (+- 10%), excluding references, and artefacts.
Submission guidelines: Submit a Microsoft Word document (not PDF) file.
Sources of information: You may include only scholarly peer-reviewed journal articles published within the last 5-years for this assessment task.
Referencing style: APA 7th Edition
Unit Learning Outcomes
Appraise literature and theories on selected HRM topics and issues.
Evaluate the contribution that effective HRM can make to organisational objectives.
Assignment Rationale
The purpose of a literature review is to explore and synthesise existing scholarly literature related to a chosen contemporary HRM issue. As an essential component of academic research, a literature review not only provides a comprehensive overview of the current state of knowledge in a particular field but also lays the foundation for identifying gaps, trends, and recommending changes.
Conducting a literature review supports the development of a range of academic skills, including information retrieval and source evaluation, critical thinking, and communicating ideas in writing.
Instructions
In this assessment task, you will write a literature review that explores and analyses the scholarly literature on a contemporary HRM issue. A literature review helps researchers identify and analyse best practices, successful interventions, or effective strategies documented in existing studies. You will use these insights and your evaluation of them to formulate two recommendations for changes in HRM practices to address the issue. When incorporating recommendations derived from a literature review, it is important to clearly link each recommendation to the evidence found in the literature. This strengthens the credibility of your recommendations and demonstrates that they are informed by an understanding of the existing knowledge base.
Before attempting this assessment task:
* Go through the Attachment example of Business Research Planner on Business Research Planner
. This resource will support the development of your research skills throughout the task.
* Understand that there is no 'magic' number of scholarly peer-reviewed journal articles to cite and reference in the task. The adequacy of your literature review lies in the currency, relevancy, accuracy, and degree to which the sources you include are authoritative, rather than a specific quantity. Prioritise selecting sources that contribute substantially to the understanding of your research question, represent various perspectives, and offer a comprehensive view of the current state of knowledge in your field. Quality and depth in your review, coupled with a judicious selection of sources, will contribute significantly to the quality of your work.
Step 1: Choose one issue from the report Areas of Focus for HR in 2024 published by the Australian Human Resource Institute (AHRI).
1. Access the report Links to an external site.
on the key issues that HR professionals will face in 2024.
2. Review the issues identified by AHRI.
3. Do a few quick internet searches on the issues. What is being discussed in the media, by other professional associations, industry groups, unions? What questions occur to you as you read?
4. Choose one issue that piques your interest or is directly relevant to your organisation. This could be an issue that you find particularly impactful, controversial, or aligned with your professional interests.
5. Record your findings and key concepts from your initial search in the Business Research Planner.
Step 2: Create a research question.
1. Review the Writing a Research Question Guide.
2. Consider what you aim to achieve through your research, using the prompts in the Business Research Planner.
3. Draft an initial version of your research question. You can seek feedback from your peers and teaching team in the Assignment Q&A. External perspectives can provide valuable insights and help refine the clarity and focus of your question.
4. Record your research question in the Business Research Planner. Your research question will guide you in each subsequent step.
Step 3: Start your research journey.
1. Use the Business Research Planner to identify sources of information, develop search strings and record the current, relevant, authoritative, and accurate Links to an external site.
scholarly peer-reviewed journal articles you find.
2. Capture screenshots of your search. Include shots of search engine results, database interfaces, web pages you explored, and your browser history during the process. These artefacts not only provide transparency into your research methodology but also offer insights into the evolution of your search, aiding in the assessment of your research skills. These must be included in your final submission.
Step 4: Critical reading and note-taking.
1. Read each selected source critically. Take notes as you read, use highlighting or underlining to mark key information, such as concepts, findings, and any relevant critiques. Start to organise your review around themes and ideas.
2. Reflect on your reading and assess whether you have gathered sufficient knowledge. Consider whether you have a solid grasp of the main concepts, theories, and key findings related to your research question. If you are uncertain or if you sense a need for more information, conduct a further research before embarking on the next step.
Step 5: Organise thematically and synthesise.
1. Build on your notes as you identify the central issues, themes, debates, and trends that emerged during the reading.
2. Synthesise your findings from the literature. Compare and contrast studies, identifying patterns, contradictions, and areas where consensus exists.
3. Organise your notes into themes related to your research question. A table, matrix, or concept map can be used to connect your themes to the issue.
Step 6: Draft the literature review.
1. Introduction (100-150 words)
* Include all the elements outlined in the Guide in your introduction.
2. Body (900-1000 words)
* Organise your review thematically, using the themes identified at Step 5 and the best practices, successful interventions, or effective strategies to address your research question.
* Use the TEEL paragraph structure to write a body paragraph on each theme as it relates to your research question. You will need to organize information and synthesize several of your reviewed sources into each paragraph, so that there is a clear connection between the various sources.
* Incorporate credible evidence by citing your current, relevant, authoritative, and accurate sources. Try to use a combination of quoting, paraphrasing, and synthesizing techniques in your writing.
3. Discussion (400-500 words)
* Focus on explaining and evaluating what you have found in the reviewed literature, showing how it relates to your research question.
* Discuss the implications of your findings. Identify gaps or areas where the existing literature may fall short.
* Discuss options, alternatives or responses to your research question.
* Incorporate credible evidence by citing your current, relevant, authoritative, and accurate sources. Try to use a combination of quoting, paraphrasing, and synthesizing techniques in your writing.
4. Recommendations (150-200 words)
* Based on the discussion of your findings, write two specific, practical and realistic recommendations. Each should include a link back to the supporting literature in your review.
* Incorporate credible evidence by citing your current, relevant, authoritative, and accurate sources.
5. Conclusions (100-150 words)
* Review information on Structuring Conclusions.
* Summarise your findings and discussion from sections 2-3, emphasising the importance of the recommendations proposed in section 4 to address your research question.
* There is no new information here since each idea or piece of information should already have been introduced in the body of the review.
6. References
* Use the APA 7th Edition referencing style Links to an external site.
to include a full end-text reference list of all the cited sources on your final page.7. Appendices
* Include the artifacts (screenshots) that provide insights into your search strategy, key discoveries, and the evolution of your understanding of the HRM issue.
Step 7: Edit and proofread.
1. Edit your case report before proofreading.
2. Check your in-text citations and end-text reference list.
Research Paper Sample Content Preview:
Literature Review on Workplace Mental Health
Student’s Name
Institution of Affiliation
Course
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Literature Review on Workplace Mental Health
At the end of 2024, one of the significant issues that need to be solved is the problem of the employees' deteriorating mental states in the workplace. The Australian Human Resource Institute (AHRI) considers this a vital issue as organizations struggle with the impacts of COVID-19, telework issues, and shifting employee expectations. Employees with poor mental health are less productive, less engaged, and have a high turnover rate, which is detrimental to organizational output. This paper aims to review the literature on mental health management in the present context of human resources (HR) and analyze its consequences for employees' well-being, organizational effects, and possible strategic actions by HR specialists. In that sense, this review looks for evidence-based best practices and gaps to provide practical suggestions about how organizations can improve employees' mental health and promote a well-being-supportive culture that is more in line with the context of contemporary HRM objectives.
The Nature and Scope of the HRM Issue
The focus and area of mental health at the workplace, not only from the perspective of human resource management but also as an issue, has evolved recently. Major choices include stress-related disorders or stress as a choice, anxiety, and depression as other choices affecting employees (Stankevičiūtė & Savanevičienė, 2021). This problem has been worsened by factors like high workload, new generation working from home or newly implemented hybrid work systems, and the effects of the COVID-19 pandemic (Babapour Chafi et al., 2021). The authors further explain that stress and mental health illnesses are no longer on the periphery of strategy, as they extend to defining the core of HRM as dealing with not only the welfare of employees but also the performance and success of organizations in terms of productivity, employee engagement, absenteeism, and turnover rates. Evidence from the study has supported findings showing that employees struggling with mental health complications will not be high performers and are more likely to have sick days off, thereby incurring substantial costs to firms (Hennekam et al., 2020). Moreover, cases of untreated mental health issues at the workplace increase attrition rates, lead to increased recruitment and training costs, and undermine organizational culture.
Managing mental health in the workplace should not only be a reactive practice with an ad hoc approach toward well-being throughout organizations, policies, and leadership habits. This includes making mental health support available and encouraging work-life balance, discouraging. Incidents such as reduced mental health discussions discourage managers from training employees facing these challenges (Morris, 2023). This concern is not limited to responding to any situation, such as offering counseling services, but also includes strategies to ensure worker well-being. The task for human resources management, according to Rollins et al. (2021), is to cultivate an organizational culture that is sensitive to the issue of mental health, where good mental health is a significant priority of the workforce and where organizational policies and procedures for those dealing with mental health problems are just, responsive, and effective for all employees irrespective of their organizational status.
Impacts on Employees’ Performance and Organizations’ Goals
It is evident by cutting-edge research that there are several ways through which the performance of the employees and the achievement of the laid organizational goals are affected by workplace mental health. According to Hennekam et al. (2020), people with mental health disorders like stress, anxiety, or depression are unable to work effectively, get distracted, lack concentration, and, most often, their productivity. Nevertheless, poor mental health in the workplace was described by the World Health Organization (2022) as a factor that causes low productivity, increased errors, and impaired decision-making in the working individual. This may lead to extended project duration, poor quality of work, and decreased organizational productivity, which may cause an organization to be unable to achieve its planned goals. In addition, mental health issues also affect attendance since the employees fail to attend work fully or hardly attend work as a result of cognitive challenges. Absenteeism results in the other employees having to work harder, which may also demoralize them. At the same time, presentism leads to reduced team performance, meaning that productivity has been lost (Karanika-Murray et al., 2021). Employment absenteeism and presenteeism thus have significant effects on organizational financial performance since they result in overtime costs, temporary staffing, and reduced productivity.
Recent issues and mental health problems have also been seen to affect the engagement and contentment level of employees, causing increased turnover. Suppose employees do not feel their company supports them in maintaining adequate mental health. In that case, they will seek another place of work, which costs the organization more money as it has to recruit new employees and train them appropriately (Bulińska-Stangrecka & Bagieńska, 2021). According to another study by Monteiro & Joseph (2023), the organizational culture may also deteriorate since members receiving little mental support may work in a toxic environment characterized by stress and burnout. This leads to a decline in the organizational image and attractiveness to talented employees. On more general corporate goals, organizations that do not pay attention to mental health problems can only achieve their strategic targets considerably less effectively because of the decreased productivity and motivation of the staff (Hennekam et al., 2020). On the other hand, organizations that are serious about mental health are likely to receive more loyalty from employees, enhanced performance, and improved company culture, which will help achieve organizational success.
Strategic HRM Interventions
Organizational HRM initiatives are critical in promoting person-centered mental health, as well as caring for employee well-being, commitment, and productivity. According to Gill (2021), healing mental health solutions can be restructured into parts of an overall HRM concept, enhancing the employees' general efficiency and turnover rates. The provision of mental health programs encompassing counseling services and training of employees and managers in mental health assist in the non-recognition and diagnosis of mental illness and encourage early treatment, as well as equip employees with how to handle stress and mental diseases in the workplace. Moreover, HRM can enhance flexibility options, including remote work or flexible working ...
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