Career As An Occupational Therapist Essay - 1952 Words

Introduction Bruce Mueller started his career as an Occupational Therapist (OT) in a general rehabilitation facility. After five years, he specialized in hand therapy at a medical clinic. In 2003, Mueller became an Occupational Therapist at the Gainesville Veterans Affair Medical Center (VAMC). He applied to become the Occupational Therapist supervisor at the VAMC and claimed the leadership position in 2009. Since then, Mueller has been the acting supervisor for the seventeen additional OT’s employed at the VAMC. The job requires him to be responsible for assigning work, disciplining employees, administering the department’s annual employee performance evaluations, mapping labor, and maintaining other organizational duties. I selected Bruce Mueller to interview due to his long-term experience as an OT, as well as his leadership responsibilities as a supervisor at a large medical center. His occupation requires constant decision making and influential actions. For exampl e, Mueller completes the annual performance analysis on all of the OT employees. This entails a meeting with each individual, discussing statistics and data based on their patient success and overall attendance. Performance evaluations are assigned by the VAMC’s chief and are necessary for continued patient satisfaction. Every day, he attends to his team members on a personal level. If someone is constantly taking sick days, he personally addresses the individual. He also makes decisions that influence theShow MoreRelatedCareer As An Occupational Therapist1086 Words   |  5 Pagesthe goal I have is to pursue a career as an occupational therapist. This career gives me plenty of opportunities I can only benefit from. Whether it comes from job security, steady income, occupational therapy allows me to use my abilities to help someone regain the abilities they once had. To be able to change the life of others as a career seems to be the most rewarding opportunity I could ever t ake. In order to achieve this goal of being an occupational therapist, there is a long journey of schoolingRead MoreOccupational Therapy Career : Occupational Therapists1421 Words   |  6 PagesOccupational Therapy Career Occupational Therapists Many times when a people think of an occupational therapist, they might think of a career counselor and personality tests. They might think of a therapist telling that this job would be â€Å"the perfect fit with their personality†. But that is far from what occupational therapy is. Occupational Therapist work with people recover and learn skills that are valuable to be part of society. Occupational therapists work with all age groups of people. TheyRead MoreCareer Research Paper : Occupational Therapist Assistant1131 Words   |  5 PagesCareer Research Paper: Occupational Therapist Assistant The Psychology Major’s Handbook by Tara L. Kuther gives a list of positions that Psychology majors can obtain with a bachelor’s degree. This list is helpful because only one-fourth of psychology majors go to graduate school immediately following graduation (Kuther, 2015, p. 170). Within this list, the occupation that caught my eye was that of an Occupational Therapist. Though one cannot be an Occupational Therapist with only a bachelor’s degreeRead MoreMy Dream Career Is To Be A Pediatric Occupational Therapist.1284 Words   |  6 PagesMy dream career is to be a Pediatric Occupational Therapist. I believe that with a combination of my personality, skills and prior experience, and passion for progress will help fulfill my dream. As a NCAA Division 1 college athlete, working hard is instinctual. I learned throughout the years of training and competing on a national level that hard work is the basis for success. Being driven to constantly put in my best effort ca n lead me to become an occupational therapist through maintaining a highRead MoreOccupational Therapy Is A Career Which Helps To Assist1596 Words   |  7 PagesOccupational therapy is a career which helps to assist those that are unable to perform the basic skills required in their specific occupation. It is best known for its unique nature, high demand, and potential for extreme success and fulfillment. To understand occupational therapy, one must understand the unique nature of the career. Therapists provide assistance in the areas of self-help, paid and non-paid work, and leisure activities. Secondly, personal attributes, rigorous educational requirementsRead MoreWhy I Want to Pursue a Career in the Health Sciences1327 Words   |  5 Pagessee an occupational therapist to be able to use my hand again. I was not thrilled about this news because they told me therapy would be very painful. The first day of therapy was horrendous, I forgot to take my pain medication and she ma de me do all these weird stretches with my hand. I wasn’t looking forward to my next appointment. After awhile I started enjoying my appointments more and more, I got to the point where I was looking forward to going to my appointments. My occupational therapist wasRead MoreOccupational Therapy Career Options Essay668 Words   |  3 PagesIn occupational therapy there are three options from which to choose. One can be an occupational therapist, an occupational therapist assistant, or an occupational therapist aide. In this health profession they are responsible for helping patients in their ability to perform daily living activities like speech, physical, and mental activities. His or her patients have generally lost these abilities because of mental, physical, or developmentally or emotionally disabling conditions. This professionRead MoreOccupational Therapy : A Unique Career1576 Words   |  7 Pageshave disabilities, an occupational therapist help in finding answers to these questions. According to â€Å"Occupational Therapist† in the Career Information Center it states, â€Å"Occupational therapists help people who have physical, mental, or emotional impairments improve their ability to perform routine tasks at both home and work. They help patients improve their basic motor functions and reasoning abilities or compensate for permanent loss of function.† In other words, occupational therapy can be definedRead MorePhysical Therapy- PT1417 Words   |  6 PagesPhysical Therapist, also known as PTs help people manage their pain and improve mobility after injury or illness (Occupational Outlook Handbook, 2014). They also rehabilitate and treat patients with injuries and chronic conditions (Occupational Outlook Handbook, 2014). In addition to treatment and diagnosis many also develop wellness and fitness programs to encourage better lifestyle habits (Occupational Outlook Handbook, 2014). Physical Therapist can also choose to speciali ze in specialties orthopedicsRead MoreOccupational Therapists : An Occupational Therapist1413 Words   |  6 Pagesbecome an occupational therapist. An Occupational therapist has to apply their specific knowledge to enable people to engage in activities of daily living that have personal meaning and value. Develop, improve, sustain, or restore independence to any person who has an injury, illness, disability or psychological dysfunction(Occupational Therapists.Ohio Means Jobs). Occupational therapy allows people across the lifespan to do the activities they want and need to do and a Occupational therapist will help

Current And Future Ad Drug Development Associated Obstacles

Current Future AD Drug Development Associated Obstacles With 46.8 million people currently living with AD and the number of people to be diagnosed in the future set to rise, a study conducted by (Cummings, Morstorf Zhong 2014) analysed the clinical trials associated with Alzheimer’s drug development throughout 2002 to 2012 in USA listed on clinicaltrials.gov. The united states undertakes the largest number of clinical trials compared to anywhere else in the world; in total 413 trials had and are being undertaken (Phase I-124, Pahse2-206, Phase 3- 83), but it was found that this number is relatively low in terms of addressing the magnitude of the problem with roughly 131.5 million people worldwide set to have AD by 2050 (Cummings, Morstorf Zhong 2014; Prince et al. 2015). Figure 3 depicts the different therapeutic pathway being focused on; with 36.5% of trials investigating the development of symptomatic agents and 35.1% focusing on disease-modifying small molecules, with the remaining 23% focusing on immunotherapies, therapeutic devices and stem cell research. Throughout the past decade 244 agents in the United States alone were proposed for marketing, with only one being approved, memantine, indicating a success rate of only 0.4%, the lowest out of any therapeutic industry. The study also identified the fail rate for each stage of clinical trials; was extremely high, decreasing the likelihood of drug progressing to the next stage (Cummings, Morstorf ZhongShow MoreRelatedThe Dangers Of Adolescent Smoking Essay1140 Words   |  5 Pagesthe total number of residents calculated by age and gender was reaching 97 thousand residents—96,701 to be exact (Current, 2016). 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Different Styles of Essay Writing free essay sample

The essay is said to be a short piece of writing on a specific topic by the author from their own point of view. Essays are written by different authors and writers on various different topics and subjects. Essays are a big area of various genres in it. That means that essays can be of many types. The two most important and famous types of essays are expository essays and argumentative essays. Both the types of the essays are different in their own way and have their own position in the field of essays. Both the essays with their various diversified features and specifications have different style and formats. Expository Expository essay is the form of an essay that states facts about a topic. The form of writing needs researching on the topic, gaining information on the topic and then preparing for it and then writing about it. The writing of these essays is only based on facts. We will write a custom essay sample on Different Styles of Essay Writing or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Particular one side of the topic is taken into consideration and then the essay is starting with valid and reasonable points on the topic. A particular expository essay should have a number of features. They should be clear and defined in the first paragraph. There should be logical transitions in between all the paragraphs used. Properly supports of evidence should be mentioned in the paragraphs of the body of the essay. Creativity is also needed and observed in the piece. Examples of expository essays can be written on a particular subject, such as a place or a theme or many others. Argumentative Argumentative essay is slightly different from the expository essay. Both the essays require intensive study of the topic and needs relevant incidental facts on it. Both the essays have to go under research before starting the writing and both need to be written with proper transitions and creativity. But the only difference that lies in between the argumentative essay and the expository essay is that expository essay has to be written from one point of view while argumentative, has to be written with both the pros and cons of the topic. Argumentative essays are the essays that are noted to be the longest in writing. They can go endless with the various arguments in the various pros and cons or the advantages and disadvantages of the topic. Some of the examples of the argumentative essays can be child abuse, healthy food, fashion statement and many more. Difference between the expository essay and the argumentative essay: Expository essay and the argumentative essay are almost same in their skills and techniques. But a very narrow line divides both the writings. Expository essays are written keeping one particular side of the topic in mind while argumentative essays are written in a tone of argument between the pros and cons of the topic in the same essay. Both the essays are a mixture of facts and creativity, but argumentative essays can be much longer than the expository essays.

Influence of Policy Borrowing on a Nations Policies and Practises

Introduction Human Resource Management (HRM) is a function in an organization that centres on management, recruitment and offering guidelines to the workers in organization. It encompasses issues related to the workers such as recompensation, employment, performance management, corporate development, security, wellness, communication, employee training and inspiration (Pudelko Harzing, 2008).Advertising We will write a custom research paper sample on Influence of Policy Borrowing on a Nations Policies and Practises specifically for you for only $16.05 $11/page Learn More It is a comprehensive approach to controlling workers, the environment and the culture of the work place.  Human Resource Development (HRD) is defined as a systematized learning experience imparted by employers within a specific period of time.It leads to individual growth and performance improvement. It is exemplified as planned rather than operational and concentrates on the organiza tion rather than on the persons involved. It is long term, cultural and is centered on change rather than conservation (Myloni, Harzing Mirza, 2007).  Policy transfer and borrowing refers to the adoption of policies, systems, activities and any other physical artefacts from one nation to another. It is thus the procedure through which policies diffuse within and across nations (Dicken, 1998). It is usually understood as a planned learning process. It is voluntary though at the same time it can be coercive.  One of the most significant practices in international business is the transfer of policies and practices all through the distinct national businesses. International transfer of these policies is a particularly complex process and is connected to the necessity of the transfer among international areas having distinct features. It is very important to consider the fact that the practices come from a very unique institutional environment and are later integrated into a totally different domain. The transfer of human resource practices and policies is divided into five sub phases. These include configuration, decision-making, cooperation, execution and internalization (Myloni, Harzing Mirza, 2004). The U.S Multi national corporations are among the most highly centralized nations that actively participate in transferring HR practices and policies to their subordinates. They do this in a highly homogenized and formalized manner (Pudelko Harzing, 2007). However, the execution of U.S. HRM and HRD practices and policies is not a blanket procedure. Managers in the subordinate nations do reject the transfer of several policies. Globalization has created a forward motion to the borrowing of policies and transfer amongst nations. This is due to the increasing changes taking place all through the world. These have their foundation in the ever increasing internationalism of businesses, production and investment together with improvements in technology. The success of policy borrowing and transfer as well as the transfer of training practices is affected by obstacles occurring at a societal level.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Although policy transfer and borrowing may be beneficial, it often depends on broader changes and strategic needs. Policy borrowing and transfer encourages innovation and enhances collaboration between the involved nations.  Analytical abstraction is an important aspect of successful policy borrowing or transfer and is in proportion to the level of institutional and contextual distinctions. Power and consensus is also an important issue. Partners in one nation are free to reject the practices of other partners. Policy transfer also needs to be understood in terms of the degree at which it occurs and the level to which the chief actors influence it. Policy borrowing and transfer may occur between two advanced states or between a highly developed and a less developed nation. However, highly developed nations may hinder transfer of practices to other nations to what they term as their key competencies and congregate to best practices in other fields. This paper will discuss the extent to which UK’s HRM and HRD policy and practices have been influenced by policy borrowing and transfer. Discussion Human Resource Management (HRM) and Human Resource Development (HRD) in the UK are in a state of change. This has been called for by the key changes in the workplace and in the nation itself. Work is becoming more concentrated on people’s knowledge and also more automatic. Workers are becoming more flexible and persistent that their jobs be motivating and satisfying while providing room for personal growth (Hurst, 1975). Competitive strains to do more work with fewer employees have become almost unanimous for all the organizations in the nation. This nation has therefore mad e efforts to bring into line their HRM and HRD systems with the work place. The prominent argument against this movement has been the idea of flexibility. This has made it possible for individual workers and agencies to less focus on a unified HRM management system and to focus more on the development of HRM policies and practices. The shift towards flexibility has revealed itself through a number of ways. This majorly comprises the country’s effort to make use of policies and practices from the more developed nations.  As UK searches for models for more accommodating and responsive human resource management including HRM and HRD policy and practices, interest has increased in policy borrowing and transfer from organizations operating outside its federal regulatory systems.Advertising We will write a custom research paper sample on Influence of Policy Borrowing on a Nations Policies and Practises specifically for you for only $16.05 $11/page Lear n More Policy borrowing and transfer in this nation has increased flexibility in overall human resource management and development and has enabled decentralization of HRM accountability to improve management responsibility.  One of the key questions in policy borrowing in the UK is the degree to which the employees act and behave against the extent to which their activities bear. A resemblance to those of developed and advanced nations or other international standards.HRM and HRD strategies are therefore evolving from being a simple support function in organizations to being of strategic importance.HRM policies and practices have become critical. Through policy transfer, this acts as instruments for coordination and management of global operations. Policy Transfer and Staffing In the UK, policy borrowing has affected staffing. Staffing processes in this nation have by tradition been recognized as time consuming and requiring manual labour. Few requirements are involved while hir ing employees. However, through policy borrowing, the subject of staffing in this nation has completely changed and trained officials are selected to participate in the hiring process. Organisations now need employees who are modern and technology driven (Johanson, 1977). Ways of advertising jobs have also changed with most organizations now using the internet. Targeted advertising is more commonly used so as to get a diverse employee pool. Management accountability for staffing decisions is in this nation are now well defined in the rank-in-person system where an employee is classified according to the achievements he has brought to the organisation. Automated systems adopted from other nations are used in recruitment. Policy Transfer and Culture A major issue for policy borrowing and transfer in the UK is the effect of national cultures on HRM and HRD policies and practices in the state. This is important to management for political, sociological and psychological reasons. Nations are political elements, embedded in history each having its own institutions. Different nations differ both formally and informally (Hofstede, 1980). Sociological issues involved in management involve the fact that nationality has a representative value to citizens since it is from it where they derive their identity. Peoples’ thinking is to a certain extent conditioned by cultural factors. This is as a result of initial life experiences in one nation which may not be the same from border to border. Policy transfer and borrowing shifts human resources away from their traditional ways of carrying out their activities. It involves moving away from customary personnel, management and transaction roles which are progressively outsourced. Through policy transfer, HRM increases the usefulness of strategic employee utilization. Employee programs thus influence the organization in a perceptible way (Trompenaars, 1993).Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Despite the fact that current research has sought to make clear the connection between organizational structure and culture, culture nonetheless is considered as a significant determining aspect following the failure of many. Human Resource Management and Human Resource Development transfer practices from nation to nation. On the contrary, most research considers culture as the paramount factor in determining HRM and HRD practices. A comparable research stream has also emphasized on the significance of institutional and structural differences (Hofstede, 1993). Workforce Development UK’s HRM and HRD policy and practices have been influenced by policy borrowing through workforce development. The employees are educated and trained for better corporation and employee performance (Todd, 1995). They are prepared for the larger demands of a highly technical and intelligent based workplace. The employee education and training in this case involves relating training more directly to t he needs of the organization. It also involves generating organizational education centers to increase employee and organizational capacities for the future. Workforce development through training and employee education is thus as a result of borrowing policies from advanced nations such as the US. The natives who are the employees in the UK have thus to be taught on this new policies. Training Policy borrowing and transfer affects UK’s HRM and HRD policies and practices through training. It influences how this is conducted both among nations and within the organization. It also affects the criteria through which workers are employed in an organization in the nation.  Workers have to get used to learning from other peoples experiences even when situations might make the transfer of real practices easier said than done (Ashton, Green, James and Sung, 1999). For instance, sometimes it may not be easy to pass on training practices without adaptations that are all embracing. It may also not be possible to apply the principles upon which the capabilities of doing certain activities were based. Policy borrowing constitutes a key constraint when the nations involved are executing global strategies due to the different institutional and cultural structures. Policy transfer/ borrowing influences Continuing Vocational/ Occupational Training in the UK. The cross way transfer of training policies and practices in national systems has developed along the growing globalization of the economy of the world (Ashton and Turbin, 1995). Currently, high and less developed economies have cooperated with the objective of seeking to learn what they consider as more resourceful and successful practices of other nations. This has been stimulated by the well understood link between ventures in Education Technology and financial expansion and success.  Policy borrowing in this case has been taken to mean the maintenance of economic supremacy. Less advanced nations have sought through the intercession of supranational powers and agencies For instance the World Bank to introduce policies and practices hence imitating the Education and Training systems of highly developed nations. This has hastened the economic development of this nation. The simulation of a specific training practice, the extensive importation of a training technique and transfer has led to the growth of training systems of nations. This has become a focal point for policy makers and practitioners in Human Resource development working with the Education and Training arena (Turbin, 1995). Research Proliferation The significance of policy borrowing and transfer is demonstrated by research increase on the skills acquirement systems of prosperous economies. For instance, copying of the Japanese Human Resource Management systems by the UK demonstrates how the growth of an economy is connected to the skill attainment systems. Current efforts to classify national techniques of educational and voc ational training could be associated with the need of a policy to recognize victorious strategies for labour training and development. Indeed, research in the domains of education, transfer of technology and human resource management should guide people to be careful on the effects of the transmission of training practices. Relatively, education provides a rich source of studies on the introduction of Education and Training programmes and policies in the UK. Effect of Technology Transfer Explorations in technology transfer have centered on the power relations implications within the process of transferring or borrowing policies. It also cautions on the principal dependency that technology transfer can produce to the economy.  Human Resource Management and Human Resource Development have offered UK with a growing literature on the difficulties associated with the transfer of management and training activities. Technology transfer as a policy has changed the HRM and HRD policies and practices in the UK. The organizations in this nation rely more on technology with little or completely no reliance on man power. The incorporation of policies related to technology has thus completely changed the policies and practices related to the management of human resources in this nation. Employee Information Acquisition Since policy transfer is basically about learning, forms of information acquisition is an important aspect in the UK. There is increased use of the communications through the internet due to the fact that policy transfer occurs at a very fast rate due to sufficient global communication. HRM and HRD policies and practices did not in the past involve use of the internet but involved just learning organizational developments by watching how other organizations undertook their organizational activities. Through policy transfer, organizations learn how to apply policies used in other countries by reading pieces of information from the internet. This has thus cha nged the way employees acquire information concerning the adoption of new policies (Phillips, 1992). Attraction and retainance of employee talents Policy borrowing and transfer has affected HRM and HRD policies through the attraction and retainance of employee talents. Policy borrowing and transfer in this case helps an organization to cope with competitive markets globally. Nations that do not adopt policy borrowing and transfer may find themselves in awful consequences since their competitors may outshine them in the tactical deployment of human resources. Due to the local and global increase of competition, organizations need to become more flexible, strong, and lively and customer focused so as to be successful. This can only be achieved through policy borrowing and transfer. Management of Work place diversity Policy transfer and borrowing enhances work place diversity. This is a change in terms of human resource management. It promotes the diversity of values, confidence and et hics between workers. Different workers are taught on different ways of doing things. The future achievements in any organization depend on its capacity to manage a varied body of talents that can yield inventive ideas and perceptions to the organization. Policy borrowing turns the difficulties involved in an organization due to specialization into strategic organizational advantages.  Policy borrowing and transfer allows for the combination of skills adopted from different cultural backgrounds, sexes, ages and ways of living hence enabling UK organizations to react to business opportunities more promptly and creatively particularly in the international arena. Diversity cannot however be classified easily and organizations need to react to this by gauging the talents of a wide work force. Employee participation in Production HRM and HRD policy and practices in the UK have been influenced by policy borrowing through enabling the employees to participate in the production process mo re efficiently and successfully. The employees through policy transfer learn new and better ways of carrying out things and this leads to the achievement of the corporations goals and objectives. Through policy borrowing all employees are given equal chances to participate in the production process which is almost relative to their managers. Classification and compensation Policy borrowing and transfer has altered the HRM and HRD policies and practices in the UK. It has led to an adaptable, competitive and sufficient classification and compensation techniques in the work environment. This has provided the organization with the capability to congregate competitive needs and to move from superiority based pay systems to those based on performance. The organizations are also able to use pay systems that are more flexible and those that fit their exceptional surroundings and organizational wants. Copying classification and compensation systems in an organization is simpler than when the organization has to establish its own systems. Performance Management Policy borrowing has influenced performance management in this nation. Policy borrowing has given organizations in this nation the capability to devise performance appraisal and remuneration systems that accommodate the needs of the employees. There is widespread use of performance factors in determining the employees pay in companies which have adopted policies from other countries. Traditional approaches to performance management are no longer used and the performance management criteria used is connected to organizational goals. Increases to pay are related to employee performance. Monetary awards and non-monetary recognition systems Policy borrowing and transfer has laid strong emphasis on monetary and non monetary awards. This involves adoption of programs such as individual and group recognition techniques and commodity awards. Such practices are borrowed from other nations to enable proper organizational m anagement. Benefits and family friendly policies This is another example of a human resource management and development practice that is as a result of policy borrowing. Benefits offered to the employees include insurance both life and health, leaves both sick and annual and retirement benefits. Family friendly policies which arise as a result of policy borrowing and transfer include a right of entry to fitness centers in the organization, provision of facilities for child care and care for the elders, financial backing in relation to transportation and provision of health screenings. Employee Protections and Labour Relations Policy borrowing and transfer enables companies to be protected from unnecessary political influence and random, unpredictable and discriminatory management actions. The employees through policy transfer are protected from any harm that may affect them while undertaking their activities. The nations from which the organization has adopted its organizational pol icies from may be in a status to compensate for any harm which takes place during the policy execution. Labour relations are also promoted during policy adoption. Employees Oversight and Accountability Policy borrowing and transfer has influenced UK’s HRM and HRD policy and practices. It has influenced UK’s employees by increasing their adaptability to oversight and accountability. The managers need to ensure that the employees are accountable for any activities in the organization. The employees should adhere to the HRM and HRD policies and practices and all the other organizational values. The managers should be HRM accountable in the sense that they should show that they are making effective use of the borrowed policies to manage the human resources. The employees should have an overall HRM and HRD external oversight of all the programmes in the organisation.HRM and HRD representatives in this nation should constantly evaluate management practices under delegated HR M authority. This has caused a change in UKs HRM and HRD policies and practices since both the managers and employees have the responsibility for managing their human resources. Effect on Recruitment Policy borrowing has influenced UK’s HRM and HRD policies and practices by ensuring that recruitment of new employees is done in such a way that it is from individuals with the necessary qualifications (Jeremy, 1999). This is done in an endeavour to obtain a work force from all sections of the society. Selection and promotion is exclusively determined based on relative capability, knowledge and talents. Adaptability of productive organizations Policy borrowing has made it possible for organizations to increase their productivity. The organizations that adapt fast to new policies borrowed from other nations are able to be successful in production (Martin and Beaumont, 1999). The ability of workers to move from one job to another Policy borrowing and transfer has changed the HRM an d HRD policies and practices in the UK. It has increased the rate at which employees move from one job to another. Through learning, the employees learn new ways of doing things. Once the employees get used to this new ways, then they are reallocated new jobs in that organization depending on what duties they can perform better. Human Resource Management and Development Practices in the UK as a result of Policy Transfer and Borrowing. All organizations in the UK have integrated merit and system principles. In the past before UK adopted the principle of policy borrowing and transfer, there were no differences in the way staff were recruited in the organization whether specialized or not. However as a result of policy transfer, this practice has completely changed. High staffing flexibilities are the key factors in this nation’s organizations. Currently, in UK’s organizations, there is high reliability on automation and simple HRM systems and practices are widely ignored .  In the past before the adoption of policy borrowing and transfer in this nation, more duties were delegated to the managers as compared to the other workers so as to reduce the amount of time required in production and also to lower resource requirements. However, through policy transfer, the nation has learned the importance of incorporating all the employees in the production process. This has changed the nation’s organizational policies and practices in relation to the allegation of duties. HRM and HRD policies and practices in the UK were in the past incorporated into the organizations internal responsibility. Through policy borrowing, this has become a part of an external HRM authority. Policy borrowing serves as a base for these organizations as they continue seeking for other ways of enhancing their HRM systems and services. Through policy borrowing and transfer, UK has moved to compensations that are market based and it now pays its employees based on performance . In this case, pay systems are linked to the achievement of organizational goals.  Policy borrowing has led to the introduction of organizations particular benefits package in the UK. This concerns issues related to retreats, health and life insurances of the employees in an organization. Before UK adopted policy borrowing, there was very low focus on employee development. Minimal attempts were establish to guarantee that the workers were in a position to suit organizational needs. This has however changed with time and managers have become highly concerned with their employees competent abilities. There were very little concerns on employee protection with greater concentrations on internal consultation procedures, negotiation and processes of peer review (McCaughey and De Cieri,1999). It is therefore clear that several organizations in the UK have adopted policy borrowing so as to currently strive with the ever changing business environment. Competitive markets in this nation a re thus renovating themselves to be able to deal with these challenges through the adoption of better HRM and HRD systems. Policy borrowing has led to an integrated human resource management system change in the UK. Most organizations in this nation have realized that a well built and integrated human resource management system is very important so as to achieve the mission accomplishments successfully. Changes have been made concerning all the functional areas of human resource management and development. Organizations have thus redesigned their overall HRM and HRD systems. Policy borrowing has affected the HRM and HRD development through enabling nationalization of human resources. It has reduced the problems of demographic unevenness which originates from a high proportion of emigrants in the region. Policy borrowing has also reduced the difficulties involved in public and private sector employment. Human Resource Management and Development Policies in the UK as a result of Polic y Transfer and Borrowing All workers and employment applicants have the right to receive just and reasonable treatment in all features of personnel management. There should be no issues of political differences, race, gender, religion, nationality, marital status, disability or age. The employee constitutional rights and confidentiality should be properly regarded (Raffe and Rumberger, 1992). Equal payments should be offered for works of equal value and suitable incentives should be provided for performance excellences. All employees are expected to maintain high levels of integrity, behaviour and show concern for issues concerning public interest. The UK workforce should be used sufficiently and successfully. Employees should be retained depending on their performance adequacies. Derisory performance should be rectified. Employees are supposed to be provided with efficient education and training especially in situations where such could lead to better organizational and personal pe rformance. Conclusion The transfer and borrowing of policies from one nation to another is also known as cultural borrowing. However, apart from the advantages resulting from this adoption, it is also associated with some great difficulties. Lack of understanding of the situation of the institution may lead to unsuitable policy borrowing and transfer with destructive consequences. Research studies have warned nations against this policy borrowing though developing nations still have an acceptance that there is still a lot to learn from developed nations (Rhodes, 1997).  It is therefore clear that with the absence or presence of success in these fields, policy transfers will always continue. In occasions where policy transfer occurs and generates some success, it normally undergoes a process of adaptation and execution. This involves tailoring the primary principles to the receiving organization, examination of the process and appropriate interceding. The organizational environment should be in such a way that it broadly enhances diversity which comes together with policy borrowing.  Organizations that have gotten engaged in policy borrowing and transfer involve their staff in research and execution of better HRM policies and practices. However, the acquisition of new HRM and HRD systems and practices can be complicated and hazardous. 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