Weekly Reflection #8750 Word Min. Performance Management in Gl.docx
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Oct 14, 2022
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About This Presentation
Weekly Reflection #8
750 Word Min.
Performance Management in Global Operations
Based on your readings the insight gained in the class thus far, reflect on and post an answer to the following questions:
1. Identify and analyze 3 of the specific factors that may impact the performance management pr...
Slide Content
Weekly Reflection #8
750 Word Min.
Performance Management in Global Operations
Based on your readings the insight gained in the class thus far,
reflect on and post an answer to the following questions:
1. Identify and analyze 3 of the specific factors that may
impact the performance management process of a global
company.
2. Discuss the specific cultural, social, political, economic,
legal, host-country governmental, ethical, and global market
factors that may significantly impact performance management
practices and workplace operations.
3. Discuss how HR and management can address these
differences in order to respond to the challenges of managing a
global workforce.
Grading Criteria and Guidelines
Reflections:
Your reflections should be 750 words in length.
You are required to respond with depth, breadth and insight to
the reflection question(s). Your reflection must be tied back to
the chapter material and outside research is highly encouraged.
Properly format your reflection so I can clearly discern which
section of the post you are addressing and it does not appear as
one long paragraph. The use of section headings is highly
encouraged to organize your reflection.
Always cite your sources.
Response to the topic was…
· on time
· demonstrates outstanding knowledge of the subject matter
through an understanding of the reading and
specifically references the readings
· integrates the principles of the reading for the week with other
material (either from this class, previous classes, additional
750 Word Min.
Performance Management in Global Operations
Based on your readings the insight gained in the class thus far,
reflect on and post an answer to the following questions:
1. Identify and analyze 3 of the specific factors that may
impact the performance management process of a global
company.
2. Discuss the specific cultural, social, political, economic,
legal, host-country governmental, ethical, and global market
factors that may significantly impact performance management
practices and workplace operations.
3. Discuss how HR and management can address these
differences in order to respond to the challenges of managing a
global workforce.
Grading Criteria and Guidelines
Reflections:
Your reflections should be 750 words in length.
You are required to respond with depth, breadth and insight to
the reflection question(s). Your reflection must be tied back to
the chapter material and outside research is highly encouraged.
Properly format your reflection so I can clearly discern which
section of the post you are addressing and it does not appear as
one long paragraph. The use of section headings is highly
encouraged to organize your reflection.
Always cite your sources.
Response to the topic was…
· on time
· demonstrates outstanding knowledge of the subject matter
through an understanding of the reading and
specifically references the readings
· integrates the principles of the reading for the week with other
material (either from this class, previous classes, additional
sources and/or personal experience) in an original and creative
way
· analyzes readings incorporating your own ideas and applies
your own learning from the readings and/or your own
experiences
Other points to remember:
· Proper grammar, spelling, and formatting should be used -
these are academic content discussions ... not chat sessions
· Ideas and responses are logical and well supported.
· Pay attention to the instructions and deadlines.
· Quality is more important than Quantity
Performance Management Process
The figure shows the elements of a typical performance
management system and how these are related to each other.
The performance management system is an on-going process
that must first start with making clear statements on the
organizational goals and values based on which performance
management standards must be set to govern and direct
acceptable employee performance and behavior on the job.
Next, there must be a constant monitoring of employee
performance with formal performance appraisal feedback and
evaluation measures that ultimately should demonstrate the
achievement of the stated business results by leading to
organizational effectiveness and increasing employee growth.
Each phase of the performance management system is closely
connected to the other parts and the relationship between each
component is a dynamic relation implying that when one part
changes, the other parts also must change simultaneously.
Managers must pay close attention to setting clear performance
goals and appropriate job standards for employees with
consideration for differences in country and cultural
environments. In addition, it is important to understand that
performance management is a continuous process and to achieve
the desired results, employee standards must be assessed and
measured with appropriate assessment tools and feedback
mechanisms. HR managers must be responsible for assuring a
way
· analyzes readings incorporating your own ideas and applies
your own learning from the readings and/or your own
experiences
Other points to remember:
· Proper grammar, spelling, and formatting should be used -
these are academic content discussions ... not chat sessions
· Ideas and responses are logical and well supported.
· Pay attention to the instructions and deadlines.
· Quality is more important than Quantity
Performance Management Process
The figure shows the elements of a typical performance
management system and how these are related to each other.
The performance management system is an on-going process
that must first start with making clear statements on the
organizational goals and values based on which performance
management standards must be set to govern and direct
acceptable employee performance and behavior on the job.
Next, there must be a constant monitoring of employee
performance with formal performance appraisal feedback and
evaluation measures that ultimately should demonstrate the
achievement of the stated business results by leading to
organizational effectiveness and increasing employee growth.
Each phase of the performance management system is closely
connected to the other parts and the relationship between each
component is a dynamic relation implying that when one part
changes, the other parts also must change simultaneously.
Managers must pay close attention to setting clear performance
goals and appropriate job standards for employees with
consideration for differences in country and cultural
environments. In addition, it is important to understand that
performance management is a continuous process and to achieve
the desired results, employee standards must be assessed and
measured with appropriate assessment tools and feedback
mechanisms. HR managers must be responsible for assuring a
continuous and seamless operation of each phase of the
performance management system.
Factors in Global Performance Management
Content Author: Dr. Gyongyi (Georgine) Konyu-Fogel
Common approaches for global performance management
practices include upstream and downstream components that
must be carefully balanced in global human resource
management:
Upstream Approach
Global organizations must assure effective global integration
and coordination of their operations in order to facilitate global
competitiveness through organizational learning, cost-effective
performance standards, alignment of employees at all levels
with organizational goals and objectives, and managing
knowledge transfer across the organization at multiple locations
in multiple countries and in different cultures and foreign
country environments. This approach in strategy requires the
utilization of standard performance management practices
across the organization.
The advantage of the upstream approach is the ability of the
parent company to control the performance standards according
to a common established system. This approach is often cost
effective as the MNE may use the same policies, forms, and
performance evaluation methods regardless of the country of
operation’s practices. However, the downside of this approach
lies in the difficulties of using the standard practices of the
home country in foreign countries where the cultural and social
norms and behaviors are widely different from that of the home
country thus miscommunication and role conflicts may occur in
managing employee standards and performance management
expectations.
The upstream approach if accepted well in the organization
could help the company develop innovation and knowledge
performance management system.
Factors in Global Performance Management
Content Author: Dr. Gyongyi (Georgine) Konyu-Fogel
Common approaches for global performance management
practices include upstream and downstream components that
must be carefully balanced in global human resource
management:
Upstream Approach
Global organizations must assure effective global integration
and coordination of their operations in order to facilitate global
competitiveness through organizational learning, cost-effective
performance standards, alignment of employees at all levels
with organizational goals and objectives, and managing
knowledge transfer across the organization at multiple locations
in multiple countries and in different cultures and foreign
country environments. This approach in strategy requires the
utilization of standard performance management practices
across the organization.
The advantage of the upstream approach is the ability of the
parent company to control the performance standards according
to a common established system. This approach is often cost
effective as the MNE may use the same policies, forms, and
performance evaluation methods regardless of the country of
operation’s practices. However, the downside of this approach
lies in the difficulties of using the standard practices of the
home country in foreign countries where the cultural and social
norms and behaviors are widely different from that of the home
country thus miscommunication and role conflicts may occur in
managing employee standards and performance management
expectations.
The upstream approach if accepted well in the organization
could help the company develop innovation and knowledge
transfer that in turn may contribute to increasing the
competitive advantage of the firm. The upstream performance
management approach may work well in cases when there is a
need to develop worldwide customer responsiveness or
consistency in customer service. Another example for this
approach may be the high tech industry where it is critical to
manage innovation and change through effective knowledge
management and the sharing of best practices in a learning
organization.
However, one of the important criteria in using the upstream
approach in performance management is the ability to establish
common core values, management priorities, organizational
capabilities, and performance-based expectations. This requires
that HR professionals achieve a high level of commitment
among employees, build trust and a strong organizational
culture for open communication, information sharing,
mentoring, and high quality performance standards.
Other important HR functions in upstream performance
management must include mentoring, continuous and on-going
feedback, constructive performance appraisal processes, and
multiple inputs across the organization on performance
management systems and making effective managerial decisions
in a timely manner with frequent interactions among employees
and management including both formal and informal controls
and behavioral modifications to improve individual and
organizational performance.
Downstream Approach
The downstream approach in performance management
considers developing strategies that address and respond to the
differences in foreign country environments so that performance
standards may be more closely aligned to meet the local, foreign
country’s workplace practices, cultural, social norms, values,
roles, religious and political beliefs, government and legal
requirements, and local expectations.
One of the main emphases in this approach is to develop an
competitive advantage of the firm. The upstream performance
management approach may work well in cases when there is a
need to develop worldwide customer responsiveness or
consistency in customer service. Another example for this
approach may be the high tech industry where it is critical to
manage innovation and change through effective knowledge
management and the sharing of best practices in a learning
organization.
However, one of the important criteria in using the upstream
approach in performance management is the ability to establish
common core values, management priorities, organizational
capabilities, and performance-based expectations. This requires
that HR professionals achieve a high level of commitment
among employees, build trust and a strong organizational
culture for open communication, information sharing,
mentoring, and high quality performance standards.
Other important HR functions in upstream performance
management must include mentoring, continuous and on-going
feedback, constructive performance appraisal processes, and
multiple inputs across the organization on performance
management systems and making effective managerial decisions
in a timely manner with frequent interactions among employees
and management including both formal and informal controls
and behavioral modifications to improve individual and
organizational performance.
Downstream Approach
The downstream approach in performance management
considers developing strategies that address and respond to the
differences in foreign country environments so that performance
standards may be more closely aligned to meet the local, foreign
country’s workplace practices, cultural, social norms, values,
roles, religious and political beliefs, government and legal
requirements, and local expectations.
One of the main emphases in this approach is to develop an
awareness of differences and capabilities in accommodation and
responsiveness to local needs and the foreign country’s
conditions so the firm may be more successful in meeting its
goals and objectives in serving the host country’s customers and
market needs. To be able to achieve effective local
responsiveness in performance management, it is necessary to
develop accommodation and implementation of performance
standards and expectations according to the particular foreign
country’s management practices.
To learn about the differences in performance methods and
procedures between the home and host country, HR managers
should work in consultation with local experts, host country
managers, government officials, community interest groups, and
other constituents and stakeholders of the foreign subsidiary as
well as the parent company’s stakeholders and management
team to assure effective alignment of the sensitivity to cross-
cultural differences in the performance management system
with the overall company strategy.
Weekly Reflection #8
750 Word Min.
Performance Management in Global Operations
Based on your readings the insight gained in the class thus far,
reflect on and
post an
answer to the following questions:
1.
responsiveness to local needs and the foreign country’s
conditions so the firm may be more successful in meeting its
goals and objectives in serving the host country’s customers and
market needs. To be able to achieve effective local
responsiveness in performance management, it is necessary to
develop accommodation and implementation of performance
standards and expectations according to the particular foreign
country’s management practices.
To learn about the differences in performance methods and
procedures between the home and host country, HR managers
should work in consultation with local experts, host country
managers, government officials, community interest groups, and
other constituents and stakeholders of the foreign subsidiary as
well as the parent company’s stakeholders and management
team to assure effective alignment of the sensitivity to cross-
cultural differences in the performance management system
with the overall company strategy.
Weekly Reflection #8
750 Word Min.
Performance Management in Global Operations
Based on your readings the insight gained in the class thus far,
reflect on and
post an
answer to the following questions:
1.
Identify and analyze 3
of the specific factors that may impact
the performance
management process
of a global company.
2.
D
iscuss the specific cultural, social, political, economic, legal,
host
-
country
governmental, ethical, and global
market factors that may significantly impact
performance management practices and workplace operations.
3.
Discuss how HR and management can address these differences
in order
to
respond to the challenges
of managing a global workforce.
Grading Criteria and Guidelines
Reflections:
of the specific factors that may impact
the performance
management process
of a global company.
2.
D
iscuss the specific cultural, social, political, economic, legal,
host
-
country
governmental, ethical, and global
market factors that may significantly impact
performance management practices and workplace operations.
3.
Discuss how HR and management can address these differences
in order
to
respond to the challenges
of managing a global workforce.
Grading Criteria and Guidelines
Reflections:
Your reflections should be 750 words in length.
You are required to respond with depth, breadth and insight to
the reflection question(s). Your reflection
must be tied back to the chapter material and outside research is
highly encouraged.
Properly format
your reflection so
I can clearly discern which section of the post you are
addressing and it
does not appear as one long paragraph. The use of section
headings is highly encouraged to organize
your reflection.
Always cite your sources.
Response to the t
opic was…
·
on time
·
demonstrates
outstanding knowledge of the subject matter through
an
You are required to respond with depth, breadth and insight to
the reflection question(s). Your reflection
must be tied back to the chapter material and outside research is
highly encouraged.
Properly format
your reflection so
I can clearly discern which section of the post you are
addressing and it
does not appear as one long paragraph. The use of section
headings is highly encouraged to organize
your reflection.
Always cite your sources.
Response to the t
opic was…
·
on time
·
demonstrates
outstanding knowledge of the subject matter through
an
understanding of the reading and specifically
references the readings
Weekly Reflection #8
750 Word Min.
Performance Management in Global Operations
Based on your readings the insight gained in the class thus far,
reflect on and post an
answer to the following questions:
1. Identify and analyze 3 of the specific factors that may impact
the performance
management process of a global company.
2. Discuss the specific cultural, social, political, economic,
legal, host-country
governmental, ethical, and global market factors that may
significantly impact
performance management practices and workplace operations.
3. Discuss how HR and management can address these
differences in order
to respond to the challenges of managing a global workforce.
Grading Criteria and Guidelines
Reflections:
Your reflections should be 750 words in length.
You are required to respond with depth, breadth and insight to
the reflection question(s). Your reflection
must be tied back to the chapter material and outside research is
highly encouraged.
Properly format your reflection so I can clearly discern which
section of the post you are addressing and it
does not appear as one long paragraph. The use of section
headings is highly encouraged to organize
your reflection.
Always cite your sources.
Response to the topic was…
references the readings
Weekly Reflection #8
750 Word Min.
Performance Management in Global Operations
Based on your readings the insight gained in the class thus far,
reflect on and post an
answer to the following questions:
1. Identify and analyze 3 of the specific factors that may impact
the performance
management process of a global company.
2. Discuss the specific cultural, social, political, economic,
legal, host-country
governmental, ethical, and global market factors that may
significantly impact
performance management practices and workplace operations.
3. Discuss how HR and management can address these
differences in order
to respond to the challenges of managing a global workforce.
Grading Criteria and Guidelines
Reflections:
Your reflections should be 750 words in length.
You are required to respond with depth, breadth and insight to
the reflection question(s). Your reflection
must be tied back to the chapter material and outside research is
highly encouraged.
Properly format your reflection so I can clearly discern which
section of the post you are addressing and it
does not appear as one long paragraph. The use of section
headings is highly encouraged to organize
your reflection.
Always cite your sources.
Response to the topic was…
through an
understanding of the reading and specifically references the
readings
Exercise 1 Chapter 4
1. Ethical decision making You are the marketing officer at
Sullivan’s Island Medical University. Three employees work in
your department—you, the marketing director (your boss, who
oversees all marketing/public relations duties), and the
marketing media officer (your colleague, who oversees all
communications to external audiences). You oversee all in-
house communications (i.e., for audiences inside the medical
school). Currently, you are writing articles about new residents
who have just arrived at Sullivan’s Island Medical University
for their surgical rotations. Your articles will be published in
the in-house newsletter Take Note in a recurring section titled
“Welcome to Our New Docs.” The articles about the new
residents include their educational background and some
personal information, such as marital status, the names and ages
of their children, and their hobbies. To prepare for your
interview with resident Patricia Gray, you google her name and
find her Facebook page. The photos, captions, and comments on
her page indicate that she is a big partier; in several of the
photos, she obviously is drinking alcohol. One photo shows her
pouring champagne on the head of another woman. Another
shows her holding a beer can in one hand and giving the
thumbs-up signal with the other. Moreover, she uses profanity
throughout her posts.
a. In your position as a marketer in a hospital, do you think Dr.
Gray’s Facebook page is an issue that warrants your attention?
Why or why not?
b. With reference to the four quadrants model presented in
understanding of the reading and specifically references the
readings
Exercise 1 Chapter 4
1. Ethical decision making You are the marketing officer at
Sullivan’s Island Medical University. Three employees work in
your department—you, the marketing director (your boss, who
oversees all marketing/public relations duties), and the
marketing media officer (your colleague, who oversees all
communications to external audiences). You oversee all in-
house communications (i.e., for audiences inside the medical
school). Currently, you are writing articles about new residents
who have just arrived at Sullivan’s Island Medical University
for their surgical rotations. Your articles will be published in
the in-house newsletter Take Note in a recurring section titled
“Welcome to Our New Docs.” The articles about the new
residents include their educational background and some
personal information, such as marital status, the names and ages
of their children, and their hobbies. To prepare for your
interview with resident Patricia Gray, you google her name and
find her Facebook page. The photos, captions, and comments on
her page indicate that she is a big partier; in several of the
photos, she obviously is drinking alcohol. One photo shows her
pouring champagne on the head of another woman. Another
shows her holding a beer can in one hand and giving the
thumbs-up signal with the other. Moreover, she uses profanity
throughout her posts.
a. In your position as a marketer in a hospital, do you think Dr.
Gray’s Facebook page is an issue that warrants your attention?
Why or why not?
b. With reference to the four quadrants model presented in
Exhibit 4.1, define where you think this scenario should be
classified.
c. Using one of the ethical decision-making models explained in
the chapter, explain how you would address this situation.
d. How do you think the AMA policy about physicians and the
use of social media (summarized at the top of page 52) relates
to Dr. Gray’s Facebook page?
IHP 510 Module Three Worksheet Guidelines and Rubric
Ethical Decision-Making in Healthcare Marketing
Overview: For this task you will first compare the ACHE and
AHIMA code of ethics and then review a brief case from
Healthcare Marketing: A Case Study that
involves ethical decision-making. Then you will discuss the role
of the healthcare marketer in relation to ethical behavior and
conduct.
Prompt: Complete the Module Three Worksheet by addressing
the following critical elements:
● Codes of Ethics: Access the webpages American College of
Healthcare Executives (ACHE) Code of Ethics and American
Health Information
Management Association (AHIMA) Code of Ethics*. Compare
the code of ethics from these two organizations. What do they
have in common? In
what ways are they different?
classified.
c. Using one of the ethical decision-making models explained in
the chapter, explain how you would address this situation.
d. How do you think the AMA policy about physicians and the
use of social media (summarized at the top of page 52) relates
to Dr. Gray’s Facebook page?
IHP 510 Module Three Worksheet Guidelines and Rubric
Ethical Decision-Making in Healthcare Marketing
Overview: For this task you will first compare the ACHE and
AHIMA code of ethics and then review a brief case from
Healthcare Marketing: A Case Study that
involves ethical decision-making. Then you will discuss the role
of the healthcare marketer in relation to ethical behavior and
conduct.
Prompt: Complete the Module Three Worksheet by addressing
the following critical elements:
● Codes of Ethics: Access the webpages American College of
Healthcare Executives (ACHE) Code of Ethics and American
Health Information
Management Association (AHIMA) Code of Ethics*. Compare
the code of ethics from these two organizations. What do they
have in common? In
what ways are they different?
*Copyright ©2017 by the American Health Information
Management Association. All rights reserved. No part of this
publication may be reproduced, stored in a
retrieval system, or transmitted in any form or by any means,
electronic, photocopying, recording or otherwise without prior
permission from the publisher.
● Ethical Decision Making: To begin, review the scenario from
Exercise 1 in Chapter 4. Then, using one of the ethical decision-
making models from
Chapter 4, explain how you would address the issue in the
scenario.
○ In your position as a marketer in a hospital, do you think Dr.
Gray’s Facebook page is an issue what warrants your attention?
Why or why
not? Please explain in detail.
○ Four Quadrants Model: Review the four quadrants model
presented in Exhibit 4.1. How might you define this scenario
based on the model?
Explain your reasoning.
○ How do you think the AMA policy about physicians and the
use of social media (summarized at the top of page 52) relates
to Dr. Gray’s
Facebook page?
● Role of the Healthcare Marketer: What do you think is the
ultimate role of the healthcare marketer in relation to ethical
behavior and conduct?
Rubric
Management Association. All rights reserved. No part of this
publication may be reproduced, stored in a
retrieval system, or transmitted in any form or by any means,
electronic, photocopying, recording or otherwise without prior
permission from the publisher.
● Ethical Decision Making: To begin, review the scenario from
Exercise 1 in Chapter 4. Then, using one of the ethical decision-
making models from
Chapter 4, explain how you would address the issue in the
scenario.
○ In your position as a marketer in a hospital, do you think Dr.
Gray’s Facebook page is an issue what warrants your attention?
Why or why
not? Please explain in detail.
○ Four Quadrants Model: Review the four quadrants model
presented in Exhibit 4.1. How might you define this scenario
based on the model?
Explain your reasoning.
○ How do you think the AMA policy about physicians and the
use of social media (summarized at the top of page 52) relates
to Dr. Gray’s
Facebook page?
● Role of the Healthcare Marketer: What do you think is the
ultimate role of the healthcare marketer in relation to ethical
behavior and conduct?
Rubric
Critical Elements Exemplary (100%) Proficient (90%) Needs
Improvement (70%) Not Evident (0%) Value
Code of Ethics Meets “Proficient” criteria and
demonstrates sophisticated
understanding of healthcare
ethics codes
Compares the code of ethics in
two healthcare governing
organizations
Compares the code of ethics in
two healthcare governing
organizations, but comparison
is cursory or lacking in detail
Does not compare the code of
ethics in two healthcare
governing organizations
19
https://learn.snhu.edu/d2l/lor/viewer/view.d2l?ou=6606&loIdent
Id=6403
https://www.ache.org/abt_ache/code.cfm
https://learn.snhu.edu/d2l/lor/viewer/view.d2l?ou=6606&loIdent
Id=6402
https://learn.snhu.edu/d2l/lor/viewer/view.d2l?ou=6606&loIdent
Id=6402
Improvement (70%) Not Evident (0%) Value
Code of Ethics Meets “Proficient” criteria and
demonstrates sophisticated
understanding of healthcare
ethics codes
Compares the code of ethics in
two healthcare governing
organizations
Compares the code of ethics in
two healthcare governing
organizations, but comparison
is cursory or lacking in detail
Does not compare the code of
ethics in two healthcare
governing organizations
19
https://learn.snhu.edu/d2l/lor/viewer/view.d2l?ou=6606&loIdent
Id=6403
https://www.ache.org/abt_ache/code.cfm
https://learn.snhu.edu/d2l/lor/viewer/view.d2l?ou=6606&loIdent
Id=6402
https://learn.snhu.edu/d2l/lor/viewer/view.d2l?ou=6606&loIdent
Id=6402
Ethical Decision
Making: Dr. Gray
Meets “Proficient” criteria and
demonstrates keen insight into
applying ethical decision-
making models to specific
scenarios in healthcare
Explains whether or not Dr.
Gray’s Facebook page warrants
attention, applying an ethical-
decision-making model
Explains whether or not Dr.
Gray’s Facebook page warrants
attention, applying an ethical-
decision-making model, but
with gaps in detail, clarity, or
logic
Does not explain whether or
not Dr. Gray’s Facebook page
warrants attention
19
Ethical Decision
Making: Define
Scenario
Meets “Proficient” criteria and
demonstrates keen insight into
Making: Dr. Gray
Meets “Proficient” criteria and
demonstrates keen insight into
applying ethical decision-
making models to specific
scenarios in healthcare
Explains whether or not Dr.
Gray’s Facebook page warrants
attention, applying an ethical-
decision-making model
Explains whether or not Dr.
Gray’s Facebook page warrants
attention, applying an ethical-
decision-making model, but
with gaps in detail, clarity, or
logic
Does not explain whether or
not Dr. Gray’s Facebook page
warrants attention
19
Ethical Decision
Making: Define
Scenario
Meets “Proficient” criteria and
demonstrates keen insight into
applying ethical decision-
making models to specific
scenarios in healthcare
Defines the scenario based on
the model, explaining
reasoning
Defines the scenario based on
the model, explaining
reasoning, but with gaps in
detail, clarity, or logic
Does not define the scenario
based on the model, explaining
reasoning
19
Ethical Decision
Making: AMA Policy
Meets “Proficient” criteria and
demonstrates keen insight into
applying ethical decision-
making models to specific
scenarios in healthcare
Explains how the AMA policy
relates to the scenario of Dr.
Gray
Explains how the AMA policy
relates to the scenario of Dr.
Gray, but with gaps in detail,
making models to specific
scenarios in healthcare
Defines the scenario based on
the model, explaining
reasoning
Defines the scenario based on
the model, explaining
reasoning, but with gaps in
detail, clarity, or logic
Does not define the scenario
based on the model, explaining
reasoning
19
Ethical Decision
Making: AMA Policy
Meets “Proficient” criteria and
demonstrates keen insight into
applying ethical decision-
making models to specific
scenarios in healthcare
Explains how the AMA policy
relates to the scenario of Dr.
Gray
Explains how the AMA policy
relates to the scenario of Dr.
Gray, but with gaps in detail,
clarity, or logic
Does not explain how the AMA
policy relates to the scenario of
Dr. Gray
19
Role of the
Healthcare Marketer
Meets “Proficient” criteria and
demonstrates sophisticated
understanding of ethics in
healthcare marketing
Discusses the ultimate role of
the healthcare marketer in
relation to ethical behavior and
conduct
Discusses the ultimate role of
the healthcare marketer in
relation to ethical behavior and
conduct, but discussion is
cursory or lacking in detail
Does not discuss the ultimate
role of the healthcare marketer
in relation to ethical behavior
and conduct
19
Does not explain how the AMA
policy relates to the scenario of
Dr. Gray
19
Role of the
Healthcare Marketer
Meets “Proficient” criteria and
demonstrates sophisticated
understanding of ethics in
healthcare marketing
Discusses the ultimate role of
the healthcare marketer in
relation to ethical behavior and
conduct
Discusses the ultimate role of
the healthcare marketer in
relation to ethical behavior and
conduct, but discussion is
cursory or lacking in detail
Does not discuss the ultimate
role of the healthcare marketer
in relation to ethical behavior
and conduct
19
Articulation of
Response
Submission is free of errors
related to citations, grammar,
spelling, syntax, and
organization and is presented
in a professional and easy to
read format
Submission has no major
errors related to citations,
grammar, spelling, syntax, or
organization
Submission has major errors
related to citations, grammar,
spelling, syntax, or
organization that negatively
impact readability and
articulation of main ideas
Submission has critical errors
related to citations, grammar,
spelling, syntax, or
organization that prevent
understanding of ideas
5
Total 100%
Response
Submission is free of errors
related to citations, grammar,
spelling, syntax, and
organization and is presented
in a professional and easy to
read format
Submission has no major
errors related to citations,
grammar, spelling, syntax, or
organization
Submission has major errors
related to citations, grammar,
spelling, syntax, or
organization that negatively
impact readability and
articulation of main ideas
Submission has critical errors
related to citations, grammar,
spelling, syntax, or
organization that prevent
understanding of ideas
5
Total 100%
Tags
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