The purpose of this assignment is to evaluate the internal organizational structure and policy ecosystems analysis.
Instructions
format for credit and citations.
3. PLEASE PROVIDE REFRENCE TOO
4. CAN ONLY UNDERSTAND ENGLISH LANGUAGE , DONOT WRITE IN ANY OTHER LANGUAGE
Case Study
The COVID-19 vaccination program rollout is in progress. It is projected that by the end of 2021, most Canadians will have likely received the COVID-19 vaccination. Employers have an obligation within occupational health and safety legislation to provide a safe work environment for their employees. Employers may be posing the question around mandatory vaccinations for their staff. Employers may consider implementing policies which require employees to be vaccinated or implement a vaccine or mask policy.
Questions
Marking Criteria
Refer to the following rubric.
| Criteria | 5 | 4 | 3 | 2 | 1 | Marks |
|---|---|---|---|---|---|---|
| Development and logic of content
|
Applies unit material with logical order of ideas, with no gaps in information. Points are logical and well supported by unit material. | Applies unit material with some logical order of ideas, with minimal gaps of information. Points could be presented more logically. Points are supported by unit material. | Applies unit material with gaps in information.
Some points made, but not logically related to the case itself. |
Does not apply the unit material as called for in the case study.
Failed to make a point, and does not use the concepts and material presented in the unit. |
Paper lacks flow from point to point, order of ideas is not clear, and gaps in information are present.
Points are not logical and are not supported by unit material. |
/5 |
| Adherence to assignment | Completely addresses the concepts and material covered in unit and called for in the assignment instructions. Arguments are supported by literature. | Substantially addresses issues covered in unit and called for in the assignment. Arguments are supported by literature. | Addresses some of the material covered in unit and called for in the assignment instructions. | Does not address the relevant issues/material posed by the case study. | Major themes mentioned in the assignment instructions have not been met and are not supported by literature. | /5 |
| Interpretation and application | Demonstrates critical thinking about the topic and the student’s own impressions and interpretations of unit material. The unit material is well interpreted and applied to overall themes. | Demonstrates critical thinking about the topic and the student’s own impressions and interpretation of unit material. The unit material is presented, could be better interpreted and applied to overall themes. | Case study paper displays some critical thinking about the topic and the student’s own impressions and interpretations of unit material. The unit material could be better interpreted and applied to overall themes. | Case study paper has minimal critical thinking about the topic and the student’s own impressions and interpretations of unit material. The unit material is not interpreted and applied to overall themes. | No critical thinking about the topic and the student’s own impressions and interpretation of unit material. The unital material is not interpreted and applied to overall themes. | /5 |
| Writing mechanics | Sentence structure is clear, uses correct grammar and punctuation, no spelling errors. | Sentence structure adequate; some grammar, punctuation and spelling errors (1-3 errors) | Sentence structure adequate; some grammar, punctuation and spelling errors (4-5 errors) | Poor sentence structure; many errors in grammar, punctuation, and spelling (6-7 errors) | Poor sentence structure; many errors in grammar punctuation and spelling (8 or more errors) | /5 |
| Quality of presented content | Best and most applicable points are presented while unnecessary content is left out. | Important points are presented while unnecessary content is left out. | Some important points are addressed, but not fully covered. | Failure to make any important points and analyze the material presented in the unit and case study. | Applicable points are not presented and paper is full of unnecessary content. | /5 |
| American Psychological Association
Format |
Proper citing of references using American Psychological Association
style. |
Follows American Psychological Association
format with few errors. |
Follows American Psychological Association
format about 50% of the time. |
Follow American Psychological Association
format less than 50% of the time. |
Does not follow American Psychological Association
format. |
/5 |
| Total | 30 | |||||
The COVID-19 pandemic has brought about numerous challenges for employers in ensuring the health and safety of their employees. As the vaccination program progresses, employers are contemplating the implementation of policies to promote a safe work environment, such as mandatory vaccination or a vaccine or mask policy. This essay aims to explore the monitoring and enforcement of compliance, potential obstacles, alternatives to mandatory vaccines, and critical issues at the macro, meso, and micro levels for the effective implementation of vaccination policies.
To effectively monitor compliance with COVID-19 vaccination policies, employers can employ various strategies. Firstly, they can establish a centralized system to track and verify employees’ vaccination status. This could involve maintaining a secure database that records employees’ vaccination dates and doses received. Employers can also request proof of vaccination from their employees or collaborate with relevant health authorities to access vaccination records. Additionally, regular surveys or questionnaires can be conducted to gauge employees’ vaccination status and monitor changes over time.
Enforcing compliance with COVID-19 vaccination policies requires a multifaceted approach. Employers can develop clear and comprehensive policies that outline the consequences of non-compliance, such as disciplinary measures or limited access to certain workplace areas. They can also provide educational programs to inform employees about the importance of vaccination and address any concerns or misconceptions. Furthermore, creating a supportive and inclusive workplace culture can foster voluntary compliance, as peer influence and positive social norms play a significant role in shaping behavior.
Several obstacles may hinder compliance with COVID-19 vaccination policies in the workplace. Firstly, vaccine hesitancy among employees may arise due to safety concerns, mistrust in vaccines, or personal beliefs. Lack of accessibility to vaccines or difficulties in obtaining appointments can also impede compliance. Moreover, legal and ethical considerations may arise regarding privacy rights and accommodations for individuals who are unable to receive vaccines due to medical reasons or religious beliefs. Overcoming these obstacles requires open communication, education, and addressing employees’ concerns in a respectful and empathetic manner.
While mandatory vaccination may be a viable approach, alternatives can be considered to accommodate diverse employee circumstances. Employers can implement a vaccine or mask policy, where employees who choose not to get vaccinated must wear masks and adhere to strict safety protocols. Regular testing for unvaccinated individuals can also be employed to ensure early detection of potential infections. Offering flexible work arrangements, such as remote work or modified schedules, can provide options for employees who cannot or choose not to be vaccinated.
At the macro level, the government’s role in policy development and public health messaging is crucial. Clear and consistent guidance from public health authorities is necessary to ensure alignment between workplace policies and broader societal goals. Adequate vaccine supply and distribution channels must be established to facilitate access for employees.
At the meso level, organizational leadership plays a significant role in policy implementation. Effective communication and collaboration between employers, human resources departments, and occupational health and safety professionals are essential. Developing comprehensive policies that consider legal and ethical aspects while addressing employee concerns is vital for successful implementation.
At the micro level, individual employee attitudes, beliefs, and perceptions regarding vaccines greatly influence compliance. Employers should foster a culture of trust, transparency, and inclusivity to address vaccine hesitancy. Providing accurate information, addressing misconceptions, and offering support can help alleviate concerns and promote voluntary compliance.
The implementation of COVID-19 vaccination policies in the workplace requires careful consideration of compliance monitoring, enforcement strategies, potential obstacles, alternative approaches, and critical issues at various levels. Employers must strike a balance between safeguarding employee health and respecting individual rights and beliefs. By fostering open dialogue, providing education, and creating a supportive environment, employers can promote compliance and contribute to a safe and healthy workplace.
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