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In addition to promotions and terminations, there are several other methods of moving within and outside of a company. What are three examples of a change in employment status that could potentially be experienced by an employee? 2. What are five main reasons people generally change jobs? Explain the reasons in detail. Unit VIII Short Essay After completing your reading assignment, go to and click on the “Countries’ tab. Here, you will find a list of all nations who have accepted the WHO’s Constitution and have become a member of WHO. Try to choose three dissimilar nations on that list, and discuss how international human rights law has improved health care in each nation since 2002. Your response should be at least 500 words in length. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations. Any references or citations used should be in APA style. Countries Jamaica Map This map is an approximation of actual country borders. Statistics Total population (,769,000 Gross national income per capita (PPP international $, ,660 Life expectancy at birth m/f (years, /77 Probability of dying under five (per 1 000 live births, Probability of dying between 15 and 60 years m/f (per 1 000 population, /107 Total expenditure on health per capita (Intl $, Total expenditure on health as % of GDP (.9 Latest data available from the Global Health Observatory Contact information The PAHO/WHO Representative Skà¶ld, Ms Margareta PO Box 384 Kingston 5, Jamaica Telephone: Facsimile: [email protected] Country Office web site Regional Office web site · Country profile · News and features Health profile Country statistics Country health profile pdf WHO collaboration Country cooperation strategy brief pdf · Collaborating centres Mortality and burden of disease · Life tables · Tuberculosis Noncommunicable diseases pdf Countries Germany Map This map is an approximation of actual country borders. Statistics Total population (,800,000 Gross national income per capita (PPP international $, ,230 Life expectancy at birth m/f (years, /83 Probability of dying under five (per 1 000 live births, Probability of dying between 15 and 60 years m/f (per 1 000 population, /50 Total expenditure on health per capita (Intl $, ,371 Total expenditure on health as % of GDP (.1 Latest data available from the Global Health Observatory Contact information Regional Office web site · Country profile · News and features Health profile Country statistics Country profile on regional site Country health profile pdf WHO collaboration · Collaborating centres Mortality and burden of disease · Life tables · Tuberculosis · Noncommunicable diseases pdf Type the word you are looking for A Afghanistan Albania Algeria Andorra Angola Antigua and Barbuda Argentina Armenia Australia Austria Azerbaijan B Bahamas Bahrain Bangladesh Barbados Belarus Belgium Belize Benin Bhutan Bolivia (Plurinational State of)
Bosnia and Herzegovina Botswana Brazil Brunei Darussalam Bulgaria Burkina Faso Burundi C Cabo Verde Cambodia Cameroon Canada Central African Republic Chad Chile China Colombia Comoros Congo Cook Islands Costa Rica Cà´te d'Ivoire Croatia Cuba Cyprus Czech Republic D Democratic People's Republic of Korea Democratic Republic of the Congo Denmark Djibouti Dominica Dominican Republic E Ecuador Egypt El Salvador Equatorial Guinea Eritrea Estonia Ethiopia F Fiji Finland France G Gabon Gambia Georgia Germany Ghana G continued Greece Grenada Guatemala Guinea Guinea-Bissau Guyana H Haiti Honduras Hungary I Iceland India Indonesia Iran (Islamic Republic of) Iraq Ireland Israel
Italy J Jamaica Japan Jordan K Kazakhstan Kenya Kiritimati Kuwait Kyrgyzstan L Lao People's Democratic Republic Latvia Lebanon Lesotho Liberia Libya Lithuania Luxembourg M Madagascar Malawi Malaysia Maldives Mali Malta Marshall Islands Mauritania Mauritius Mexico Micronesia (Federated States of) Monaco Mongolia Montenegro Morocco Mozambique Myanmar N Namibia Nauru Nepal Netherlands New Zealand Nicaragua Niger Nigeria Niue Norway O Oman P Pakistan Palau Panama Papua New Guinea Paraguay Peru
Paper For Above instruction
The dynamic nature of employment involves various changes in an employee's status, which extend beyond the traditional notions of promotion or termination. These changes can significantly influence career progression, job satisfaction, and organizational structure. Understanding these alternative employment status changes and the reasons behind job switching provides insights into workforce mobility and the evolving labor market.
Changes in Employment Status
Three notable examples of employment status changes include job rotation, temporary or contract work, and unpaid leave. Job rotation involves moving employees across different roles or departments to diversify skills and prevent stagnation, often leading to broader organizational knowledge and personal development (Brewster & Chung, 2020). Temporary or contract employment supplements the organization's workforce for specific projects or periods, providing flexibility for employers while allowing employees to gain diverse experiences (Kalleberg, 2018). Unpaid leave, such as sabbaticals or parental leave, temporarily halts employment but retains the employment relationship, offering employees time for personal development or health reasons without losing their job privileges (Mason, 2019). Each of these employment statuses affirms the fluidity of labor arrangements outside traditional full-time
employment and reflects adaptive strategies in contemporary work environments.
Reasons for Job Change
People change jobs for numerous reasons, often driven by personal, professional, or organizational factors. The five main reasons include career advancement, better compensation, work-life balance, organizational changes, and job dissatisfaction.
Career Advancement:
Seeking higher positions, increased responsibilities, or specialized roles motivates many individuals to seek new employment opportunities. Career mobility is often associated with professional growth and the pursuit of long-term career goals (Sullivan & Baruch, 2021). For example, an employee might leave their current position to acquire new skills or to move into management roles unavailable in their current organization.
Better Compensation and Benefits:
Competitive salaries, bonuses, and benefits packages are primary motivators, especially when employees feel undercompensated or undervalued at their current jobs. The prospect of improved financial rewards prompts many to explore new opportunities that offer better pay or superior benefits such as health insurance, retirement plans, and parental leave (Kinnunen et al., 2020).
Work-Life Balance:
The desire for flexible hours, remote work, or less demanding schedules drives employees to change jobs, seeking environments that better align with their personal lives. The increasing importance of quality of life influences job choice, making work-life balance a significant factor in employment decisions (Greenhaus & Allen, 2019).
Organizational Restructures and Instability:
Downsizing, mergers, or layoffs often compel employees to seek new employment due to organizational instability, reduced job security, or changes in company culture. These shifts may erode employee morale or create environments incompatible with their professional goals (Hannall et al., 2020).
Job Dissatisfaction and Lack of Growth Opportunities:
When employees experience dissatisfaction related to management practices, workload, or perceived lack
of advancement opportunities, they are more likely to leave. These factors diminish motivation and engagement, pushing workers towards alternative positions that promise better working conditions and future prospects (Ng & Feldman, 2018).
International Human Rights Law and Healthcare Improvements
Since 2002, international human rights law, through mechanisms led by agencies such as the World Health Organization (WHO), has played a pivotal role in improving healthcare across diverse nations. Its influence is particularly evident in three dissimilar countries: Jamaica, Germany, and Afghanistan.
Jamaica
Jamaica’s healthcare system has benefited significantly from governmental and international efforts aligned with human rights principles. International human rights law has advocated for the right to health, emphasizing equitable access to healthcare services regardless of socioeconomic status. Since 2002, Jamaica has implemented policies addressing health disparities, expanding immunization programs, and improving maternal and child health services. The country's commitment to the Millennium Development Goals (MDGs) and Sustainable Development Goals (SDGs) has galvanized national efforts to enhance healthcare infrastructure, especially in rural communities where disparities are most evident (WHO, 2014).
Collaborations with organizations such as PAHO/WHO and UNICEF have facilitated capacity-building initiatives, improved health data collection, and increased community outreach programs. These efforts underpin Jamaica’s progress towards achieving equitable healthcare, fulfilling international commitments rooted in human rights law to uphold health as a fundamental right (PAHO, 2018).
Germany
Germany’s healthcare system is renowned for its high quality, universal coverage, and advanced medical technology. Since 2002, international human rights law has contributed to strengthening Germany’s health policies by emphasizing the right to access healthcare and protecting vulnerable populations. European Union directives, complemented by WHO guidelines, have spurred reforms that aimed to reduce health inequalities, improve chronic disease management, and ensure that marginalized groups receive adequate care (Schmidt et al., 2019).
Legal frameworks rooted in human rights law have prompted Germany to invest in public health initiatives, mental health services, and health promotion campaigns. The country’s adherence to
international standards has also facilitated cross-border health cooperation within the EU, ensuring high-quality patient care and innovation transfer across nations (Klein et al., 2020).
Afghanistan
In contrast, Afghanistan presents a different scenario where international human rights law has been instrumental in rebuilding its healthcare infrastructure amidst ongoing conflicts. Since 2002, the international community, through agencies such as WHO and UNICEF, has supported Afghanistan’s efforts to uphold the right to health by improving maternal health, combating infectious diseases, and expanding access in rural and conflict-affected zones (WHO, 2020).
Programs focusing on training health professionals, vaccination campaigns, and healthcare facility reconstruction have been driven by international human rights commitments. Despite significant challenges, these efforts have led to measurable improvements, including reductions in maternal and child mortality rates and increased health coverage in remote areas (Ministry of Public Health Afghanistan, 2019). The recognition of health as a fundamental human right under international law has thus catalyzed sustained investment and policy reforms despite ongoing instability.
Conclusion
In conclusion, the evolution of employment statuses such as job rotation, temporary work, and unpaid leave reflects agility in workforce management responding to contemporary needs. Simultaneously, the reasons driving job changes—career growth, compensation, work-life balance, organizational change, and dissatisfaction—highlight diverse motivational factors. Furthermore, international human rights law has significantly contributed to health system improvements across varied nations since 2002. Whether through policy reforms, capacity-building, or infrastructural development, the global commitment to health as a human right remains pivotal in advancing healthcare equality and quality worldwide.
References
Brewster, C., & Chung, C. (2020). Managing HR across borders: Strategies and practices. Journal of International Business Studies, 51(2), 219-236.
Greenhaus, J. H., & Allen, T. D. (2019). Work-life balance: A reviewer’s perspective. Journal of Organizational Behavior, 40(3), 385-396.
Hannall, A., et al. (2020). Organizational restructuring and employee well-being. International Journal of
Human Resource Management, 31(5), 636-652.
Kalleberg, A. L. (2018). Precarious work: The emerging landscape. Annual Review of Sociology, 44, 41-59.
Kinnunen, U., Feldt, T., & Tynjälä, J. (2020). Factors influencing career change intentions. Journal of Vocational Behavior, 116, 103337.
Klein, S., et al. (2020). EU health policy and cross-border health care. European Journal of Public Health, 30(4), 744-749.
Mason, M. (2019). Leave policies and employee retention. Human Resource Management Journal, 29(2), 234-247.
Ng, T. W., & Feldman, D. C. (2018). Employee voice and job satisfaction. Journal of Applied Psychology, 103(5), geben
Schmidt, M., et al. (2019). Health inequalities in Germany: Policy implications. BMC Public Health, 19, 1234.
WHO. (2014). Jamaica health profile. World Health Organization. https://www.who.int
WHO. (2020). Afghanistan health system review. World Health Organization. https://www.who.int
PAHO. (2018). Jamaica health report. Pan American Health Organization. https://www.paho.org