Drought vs ALS ice bucket challenge Annotated Bibliography

Drought vs ALS ice bucket challenge - Annotated Bibliography Example Specifically, chapter 27 discusses Amyotrophic Lateral Sclerosis (ALS). Hence, Bellenir’s writing is peer-reviewed article. Considerably, the book contents comprise creative ideas of Bellenir on mental health conditions. Through the book, Bellenir provides specifics about emotional and mental health disorders. Through the book, he explains aspects of consumer knowledge relating to the intricate issues about brain disorders and mental health challenges. Significantly, in chapter 27 of the book, Bellenir apply the information from unreserved addresses. The book chapter serves to improve understanding of the risk factors, caused and subsequent treatments Amyotrophic Lateral Sclerosis (ALS). Therefore, Bellenir’s writing provides insights that facilitate identification of symptoms, and detailed diagnostic examinations. Bellenirs writing is relevant to the area of discussion about ALS. Largely, the work is useful in administering different treatment possibilities and identification of coping strategies for the patients across the globe. In addition, Bellenir explains common health care vocabulary. Thus, the book chapter is a handy requirement for people in various fields of study and operation in regards to understanding the complex human disorder challenges. However, a section of medical practitioners and scholars considers the work as invalid and lack authentication of medical standards. The article is BBC news release providing different sector and stakeholder views on the issue and extent of drought experienced in California. Essentially, this article elaborates current news event and topical issues in contemporary California. The BBC publication also provides information about past similar events. In this news item produced in August 2014, Leithead, BBC newscast journalist reports the nature and magnitude of drought in California. He describes the drought as the vilest climatic condition experienced in a century. Furthermore, Leithead expounds that the

Operationalising the AMO (Ability, Motivation, Opportunity) framework Assignment

Operationalising the AMO (Ability, Motivation, Opportunity) framework - Assignment Example The AMO framework, also known as the people and performance model, is defined as the sum of the ability, motivation and opportunity of an employee (Raiden, Dainty, and Neale, 2006). ... As Boxall and Macky (2009) noted, â€Å"every human resources system works through its impacts on the skills and knowledge of individual employees, their willingness to exert effort, and their opportunities to express their talents in their work. However, human resource systems also affect a range of variables on a more collective level, helping to build organisational capabilities, and influencing the organisational culture, and social and psychological climate in which individuals are embedded.† More so, studies show that the AMO model does not only impact the organisational performance but the high performance work practice as well. Human resource managers are guided by policies and strategies covered by the disciplines of human resource management. These principles help managers in dealing with obstacles and serious situations of handling people well (O’Donnell, Livingston, and Bartram, 2009). Lee and Cummings (2008) supported this claim by recognising that managers â€Å"are credited with the responsibility of front line leadership and management.† As such, the knowledge of these leaders in applying the ability, motivation and job opportunities framework to employees and the workplace by implementing its theories into the company’s organisational behaviour is essential in the success of human resource management. Katou and Budhwar (2009) maintained that â€Å"the motivation to perform is further moderated by managerial style and organisational culture.† Strategies that can be used by managers include creating reward programmes, creative recruitment methods, job rotation and job redesign. To achieve high performance from employees, managers can apply the learning behaviour consequences feature of