The primary function of human resource management is to increase the effectiveness and contribution of employees in the attainment of organizational goals and objectives. Consider all the areas of HRM that have been discussed in class:EEO and Affirmative Action,Human resources planning, recruitment, and selection, Human resources development, Compensation and benefits, Safety and Health, and Employee and labor relations.Submit a Reflective Paper in which you explain how these aspects work together to perform that primary function. Are any aspects more important than the others? Why or why not? How do you believe the HRM role can be optimized for shaping organizational and employee behavior? The Reflective Paper must: (a) identify the main issues in the chosen area, (b) demonstrate new learning that has occurred, (c) include class activities or incidents that facilitated learning and understanding, (d) identify specific current and/or future applications and relevance to your workplace, and (e) reflect the potential impact to your future career plans or even in your personal life at home. The emphasis of the Reflective Paper should be on parts ‘d’ and ‘e,’ and on the application of new learning. Explore, in depth, the benefits of the new learning and understanding that has taken place. Writing the Reflective Paper The Reflective Paper:Must be seven to eight double-spaced pages in length, excluding the cover page and reference page, and formatted according to APA style as outlined in the Ashford Writing Center.Must include a title page with the following:Title of paperStudent’s nameCourse number and nameInstructor’s nameDate submittedMust begin with an introductory paragraph that has a succinct thesis statement.Must address the topic of the paper with critical thought.Must end with a conclusion that reaffirms your thesis.Must use at least one scholarly source, in addition to the text.Must document all sources in APA style, as outlined in the Ashford Writing Center.Must include, on the final page, a Reference List that is completed according to APA style as outlined in your approved style guide and has at least one reference in addition to the text.

Part 1(a) Must use references that are based in the United States and websites. Also should be between 200-400 words. Remember these are discussions that a fellow class member has already posted. So this is just a response. Lets add to the current discussion versus repeating what was already said. The qualitative and quantitative assessment measures are both critical methods for the comprehension of the values and goals in an organization.  Quantitative methods are based on numbers, they are used to test theories or assumptions.  A few examples of this research method are experiments, number-based observations, or questionnaires.  The importance of the quantitative assessment is described by Nelson (2019), “Quantitative methods, such as questionnaires, are valuable because of their precision, comparability, and objectivity”, (pg. 16-6).  Quantitative methods use numbers to bring about results, whereas qualitative methods predominately focus on words; the purpose of this method is to understand the concepts, thoughts, or experiences of an organization or an individual.  Literature reviews, interviews, and word-based observations are all examples of this research method.  Qualitative assessment measures are detailed, descriptive, and unique (Nelson, 2019, pg. 16-6).  This research shows why qualitative methods are beneficial.  The method I would utilize is the quantitative method. I would utilize this method simply because it easier to understand. It is word based, therefore it more detailed than qualitative methods. Part 1(b) Must use references that are based in the United States and websites. Also should be between 200-400 words. Remember these are discussions that a fellow class member has already posted. So this is just a response. Lets add to the current discussion versus repeating what was already said.  Assessing organizational values by qualitative and quantitative methods can provide a clear understanding of how an organization's values are perceived and accepted. Quantitative assessments such as questionnaires, surveys, and studies use a data-driven format of assessing the performance of an organization. Quantitative assessments provide data to help employees fit into the organization (Nelson & Quick, 2019). Hofstede's cultural dimensions theory exemplifies how organizations can use quantitative assessments to build culture. Understanding the cultural dimensions shape the organization's path. Maslow's motivational need hierarchy can also shape an organization's culture using the data to structure its culture and goal setting. Qualitative assessments provide more precision, comparability, and objectivity (Nelson & Quick, 2019). Qualitative assessment requires an organization to interview and have discussions to understand better the effects of an organization's culture and goals. Having direct interaction allows a better understanding of the organization's true culture. Step 2 in interventions for changing organizational culture, examining the justifications for changed behaviors, requires managers to verify if employees are buying into the culture or just complying (Nelson & Quick, 2019). This direct feedback allows for a more representative assessment of the culture in the organization. Effective assessments require a combination of the two methods. Organizations must understand the data-driven assessment and the qualitative assessment to shape culture. They work hand in hand to establish a good understanding of how culture is adopted which should drive decision-making in how culture is established and maintained. References            Nelson, D. L. & Quick, J. C. (2019). Organizational behavior (6th ed.). Boston, MA: Cengage. ISBN-13: 978-1-337-40781-6 Streefkerk, Raimo. “Qualitative vs. Quantitative Research.” Scribbr, 7 Feb. 2022, https://www.scribbr.com/methodology/qualitative-quantitative-research/#:~:text=and%20qualitative%20methods%3F-,Quantitative%20research%20deals%20with%20numbers%20and%20statistics%2C%20while%20qualitative%20research,and%20experiences%20in%20more%20detail. Part 2(a) Must use references that are based in the United States and websites. Also should be between 200-400 words. Remember these are discussions that a fellow class member has already posted. So this is just a response. Lets add to the current discussion versus repeating what was already said.  Being in the military for as long I have been, emotions were something we were told to let go of and bury them deep, or it could cause more harm than good. Those emotions were joy, sadness, and anger, to name a few. When it came to emotional intelligence like self-awareness, self-regulation, and motivation, it was and still is highly encouraged to use them the best way they can to improve their job performance and the people around them. The article from MindTools called "Emotional Intelligence in Leadership” is the ability to manage one’s emotions and the people around you as well (Emotional Intelligence in Leadership: Learning How to Be More Aware, n.d.). I can see how using self-awareness plays a significant role in my leadership. If I walk into the office in a bad mood, it spreads to the people in my office and sometimes to the people I get around. I have to remind myself of this and make sure I become better at maintaining my self-awareness at work and home. Emotional intelligence is a tool that I can defiantly improve on. Practicing ways to keep and maintain a positive attitude and respond instead of reacting are areas in my emotional intelligence that are not as strong as possible for me. When I become more successful at responding instead of reacting to conflict, I will be able to stay calm in a stressful situation (Council, 2021). Doing that as a leader will help the people around stay calm. If the leader is not calm in a stressful situation, why would it be expected for the people to remain calm? Another area that I can work to develop is practicing being positive. Being able to pick up the moods of the people around me and keeping an eye on my attitude is critical in maintaining a positive attitude (Council, 2021). Being a leader, I may have opportunities to fix the negative attitude within my department by seeing what is going on, keeping a positive attitude, and working to change the negative vibe within one or two people in the department. Doing that may affect the others, and then the entire department's attitude is better. It does not always work out that way, but a person cannot let that stop them from trying. Keeping the best attitude possible is vital even when times are tough. References Council, Y. E. (2021, January 5). 10 Ways to Increase Your Emotional Intelligence. Inc.Com. https://www.inc.com/young-entrepreneur-council/10-... Emotional Intelligence in Leadership: Learning How to Be More Aware. (n.d.). Mind Tools. Retrieved from https://www.mindtools.com/pages/article/newLDR_45.htm Part 2(b) Must use references that are based in the United States and websites. Also should be between 200-400 words. Remember these are discussions that a fellow class member has already posted. So this is just a response. Lets add to the current discussion versus repeating what was already said.  Within the last month, I started a new job. A lot of feelings come into play as a new employee, such as: nervousness, anxiousness, excitement, eagerness, and even a need to perform. A great example of how this company, particularly my boss, uses emotional intelligence happened last week. I had asked a question in a meeting and after hearing the response I realized the answer was obvious. Shortly after during a one-on-one call with my boss I apologized for, what I considered, a stupid question. Prior to responding, my boss paused for a few seconds. He then told me there are no stupid questions and that asking questions is the best way to learn. He even encouraged me to continue to ask questions, stating that it is a great way to show people you are engaged in the discussion. The way he responded demonstrated pausing, empathy, and praising others which are three of the thirteen signs of high emotional intelligence defined by Bariso (n.d). In the short term (i.e. tomorrow or next week), I plan to perform a self-assessment to figure out what my emotional intelligence strengths and weaknesses are. The reading this week highlighted how important emotional intelligence is, “In a competitive workplace, developing your EQ [emotional intelligence] skills is vital to your professional success” (Golhar, 2019). Because of this, I think it is important for me to begin maturing my emotional intelligence, especially in areas I am deficient in. Additionally, one aspect I know I can begin to employ right away is pausing. I tend to speak first and think later, the exact opposite of what has been discussed this week. Pausing is a great way to avoid embarrassment or make commitments without fully thinking things through (Bariso, n.d). In the long term (i.e. the next six months) focusing on maturing my conflict resolution is going to be the most helpful. Due to the nature of my job, there tends to be a lot of conflicts. During a conflict, heightened emotions can lead to impulsive decisions that potentially lead to other issues (Golhar, 2019). That is why Golhar (2019) suggests responding to conflicts instead of reacting to them. This strategy keeps the focus on a resolution. By practicing remaining calm during stressful situations, I can enhance my conflict resolution abilities to help drive successful outcomes. To increase my value in the workforce, I also plan to strengthen my leadership-focused emotional intelligence. To be emotionally intelligent, you need to understand your emotions and triggers and how to control them. By slowing down and practicing self-reflection I can deepen my comprehension of these aspects of myself allowing me to control them better. To be emotionally intelligent, you also need to understand other people’s emotions and triggers and know how to respond. By practicing empathy and paying attention to body language I can be socially aware to ensure I am considering and appropriately responding to other people feeling. References Bariso, J. (2018, February 28). 13 signs of High Emotional Intelligence. Inc.com. Retrieved February 9, 2022, from https://www.inc.com/justin-bariso/13-things-emotio... Brown, H. (2022, February 4). What is emotional intelligence? +23 ways to improve it. PositivePsychology.com. Retrieved February 9, 2022, from https://positivepsychology.com/emotional-intellige... Emotional intelligence in leadership: Learning how to be more aware. from MindTools.com. (n.d.). Retrieved February 7, 2022, from https://www.mindtools.com/pages/article/newLDR_45.... Golhar, A. (2018, September 21). 10 ways to increase your emotional intelligence. Inc.com. Retrieved February 7, 2022, from https://www.inc.com/young-entrepreneur-council/10-ways-to-increase-your-emotional-intelligence.html