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University Class Assignment stan doc 2.docx 34115 37124 Document Details Submission ID trn:oid:::1:2792238105 Submission Date Dec 28, 2023, 11:04 AM UTC Download Date Dec 28, 2023, 11:04 AM UTC File Name AgADjxYAAnrocVA File Size 24.0 KB 10 Pages 3,069 Words 18,145 Characters Page 1 of 12 - Cover Page Submission ID trn:oid:::1:2792238105 Page 1 of 12 - Cover Page Submission ID trn:oid:::1:2792238105

How much of this submission has been generated by AI? 0% of qualifying text in this submission has been determined to be generated by AI. Caution: Percentage may not indicate academic misconduct. Review required. It is essential to understand the limitations of AI detection before making decisions about a student's work. We encourage you to learn more about Turnitin's AI detection capabilities before using the tool. Frequently Asked Questions What does the percentage mean? The percentage shown in the AI writing detection indicator and in the AI writing report is the amount of qualifying text within the submission that Turnitin's AI writing detection model determines was generated by AI. Our testing has found that there is a higher incidence of false positives when the percentage is less than 20. In order to reduce the likelihood of misinterpretation, the AI indicator will display an asterisk for percentages less than 20 to call attention to the fact that the score is less reliable. However, the final decision on whether any misconduct has occurred rests with the reviewer/instructor. They should use the percentage as a means to start a formative conversation with their student and/or use it to examine the submitted assignment in greater detail according to their school's policies. How does Turnitin's indicator address false positives? Our model only processes qualifying text in the form of long-form writing. Long-form writing means individual sentences contained in paragraphs that make up a longer piece of written work, such as an essay, a dissertation, or an article, etc. Qualifying text that has been determined to be AI-generated will be highlighted blue on the submission text. Non-qualifying text, such as bullet points, annotated bibliographies, etc., will not be processed and can create disparity between the submission highlights and the percentage shown. What does 'qualifying text' mean? Sometimes false positives (incorrectly flagging human-written text as AI-generated), can include lists without a lot of structural variation, text that literally repeats itself, or text that has been paraphrased without developing new ideas. If our indicator shows a higher amount of AI writing in such text, we advise you to take that into consideration when looking at the percentage indicated. In a longer document with a mix of authentic writing and AI generated text, it can be difficult to exactly determine where the AI writing begins and original writing ends, but our model should give you a reliable guide to start conversations with the submitting student. Disclaimer Our AI writing assessment is designed to help educators identify text that might be prepared by a generative AI tool. Our AI writing assessment may not always be accurate (it may misidentify both human and AI-generated text) so it should not be used as the sole basis for adverse actions against a student. It takes further scrutiny and human judgment in conjunction with an organization's application of its specific academic policies to determine whether any academic misconduct has occurred. Page 2 of 12 - AI Writing Overview Submission ID trn:oid:::1:2792238105 Page 2 of 12 - AI Writing Overview Submission ID trn:oid:::1:2792238105

Problem Identification and Strategic Significance Three big challenges are facing Gasworks Ltd in its efforts to weather these changes. The biggest problem is the lack of skilled heat pump engineers. Another business risk comes from the company's inability to hire and keep qualified people in renewable heating technologies. Faced with the ambitious aims of the UK government to dismantle gas central heating, Gasworks realizes that now is the time for its skill base to switch away from existing fossil fuel equipment toward low-carbon heat pump technologies. The dearth of trained heat pump engineers, shown by the difficulties Gasworks has had recruiting despite repeated attempts, threatens to compromise their ability to live up to the government's demand that gas boiler installations be reduced by 80 % from 2025 levels by 2035. Secondly, the poor acceptance of retraining by the aging workforce is a cultural obstacle that restricts modernization. This represents not only an operational risk but a threat to competitiveness at a time when innovation and agility are becoming the order of the day in this industry. The operational significance is in the potential disruption of plans, the loss of competitive advantage given a changing market, and the future costs at Gasworks. If these problems are not confronted, the company's ability to adjust will be hampered as the industry and government move toward renewable energy, its long-term future will be imperiled, and it may lose its position atop the appliance heating sector. Diagnosis and Analysis Because the staff of Gasworks Ltd have always valued time-honored heating methods, their company culture is pervasive in every aspect of the learning and development work. This firmly established culture has expressed itself as a resistance to change and conservative thinking methods in the heating engineering field (Shadle et al., 2022, p.700). Its long success in the gas heating industry has created a sense of complacency within the company, wrongly creating a barrier to new renewable technologies such as heat pumps. This dislike to change is apparent in the slowness we have responded to this new landscape of the heating industry (Crastan, 2021, p.20), such as ending gas central heating by government order. The company's culture, shaped by Page 3 of 12 - AI Writing Submission Submission ID trn:oid:::1:2792238105 Page 3 of 12 - AI Writing Submission Submission ID trn:oid:::1:2792238105

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a successful past, is now a barrier to creating an open and dynamic learning environment. Often, companies are products of their traditions; breaking free from the familiar and exploring innovative and sustainable heating solutions is a tall order for employees to fill (Reed 2020, p.260). This cultural inertia has direct consequences on educational and development work within Gasworks. Its historical focus on gas heating technologies has limited the experience of its workforce with other forms, so many lack a familiarity vital to modern, renewable energy solutions like heat pumps (Smith, 2019). This lack of diversity in the learning experience produces a workforce that might be unsuited to the challenges facing emerging technologies. To rectify this, Gasworks must take conscious steps to create changes in culture, stressing lifelong learning and the need for adaptation to technological developments. This means abandoning the prevailing way of thinking, creating a culture that appreciates innovation, and cultivating an environment where employees are encouraged to explore and gain skills aligned with the company's strategic direction (Starr & Eng, 2022). This type of transformation will require strong leadership, targeted training programs, and communications strategies to involve employees in moving toward this more integrated, sustainable, and modern style of heating engineering. Influence of governmental policies: First and foremost, the ambitious targets set for heating have a major impact on the development direction of Gasworks Ltd. The UK government's pledge to phase out gas central heating as part of its broader strategy to reach Net Zero emissions by 2050 (BEIS, 2022) has forced Gasworks to reappraise its entire model for serving the sector. A strategic reassessment Because of external factors, such as the government's strict targets. The requirement to cut the number of gas boiler installations by 80 % by 2035 represents a real challenge for the company, coming as it does at a time when its business model is still heavily geared to gas heating technologies. The government's focus on renewable, low-carbon solutions and the heat pump plays a special role in presenting Gasworks with an upheaval of strategic priorities (Thomas et al., 2022). Besides affecting Gasworks' short-term considerations in operation, government targets as an external catalyst have forced a reexamination of long-term sustainability and marketing positioning. Missing these targets brings potential non-compliance risk and places Gasworks at a competitive disadvantage in an industry transitioning toward Page 4 of 12 - AI Writing Submission Submission ID trn:oid:::1:2792238105 Page 4 of 12 - AI Writing Submission Submission ID trn:oid:::1:2792238105

cleaner alternatives (BEIS, 2021). To deal with this external pressure, Gasworks can't treat government policies as simple requirements that must be met. Rather, it should take them as an opportunity for strategic innovation and competitive advantage (Crastan, 2021, p.20). With this adaptation to the government's program and active embrace of renewable technologies, Gasworks aligns with broader industry trends and consumer tendencies. This strategic realignment positions the company as a vanguard in an era of change for the heating sector. Attracting skilled heat pump engineers has become increasingly difficult for Gasworks Ltd, requiring its existing recruitment methods be thoroughly scrutinized and alternative paths explored. However, members of the recruitment team had experienced difficulty finding professionals with expertise in renewable technologies to meet its strategic priorities. Perhaps this current approach is not adequate. An assessment of Gasworks 'current recruitment methods suggests they may not be in complete harmony with the highly technical skills needed for heat pump engineering. The focus on gas heating technologies is long established, and traditional recruitment methods may well be ill- suited to attract anyone with experience or understanding of the new, environmentally aware solutions (Watson & Westaway, 2020, p.140). In addition, the lack of focus on multi-disciplinary skills, which heat pump work needs, may not help much to attract competent personnel. To solve these problems, Gasworks had to seek out alternative recruitment methods tailored specifically to professionals with experience in heating technologies, both renewable and low-carbon. Working with specialized recruitment agencies or networks from the sustainability and green technologies industries could help gather a roster of qualified candidates (Suarez et al., 2023). As a result, strategic partnerships with educational institutions with relevant renewable energy and sustainable engineering programs can be used to find and attract new talents. Additionally, Gasworks needs to work hard on its employer image and try to attract those passionate about renewable energies. Emphasizing the role of a company in contributing to environmental sustainability, investing resources in cultivating employees, and embracing its responsibility in shaping the future environmentally friendly heating industry can help make it more attractive to candidates looking for meaning and money from their careers. In particular, the lack of clear incentives for existing employees and potential recruits makes it difficult for Page 5 of 12 - AI Writing Submission Submission ID trn:oid:::1:2792238105 Page 5 of 12 - AI Writing Submission Submission ID trn:oid:::1:2792238105

Gasworks Ltd to recruit or retain skilled heat pump engineers. Such a narrow focus on the culture of gas heating technologies has led to an absence of crediting and awarding those who invest time and money in training themselves in demand-side solutions such as heat pumps (Baruah et al.,2021, p.120). Gasworks' current framework lacks incentives. The historical basis for relying on traditional heating methods could have created a kind of cultural inertia, which renders moot the need for more training in best-of-breed Emerging Technologies (West, 2022). To solve this problem, Gasworks has to admit that stimulating renewable energy training is a strategic move closely connected with the trends of the industry as well as government targets (BEIS, 2021). Rewards are an important incentive to encourage employees to learn new skills, particularly when moving from well-established practices toward innovative and environmentally friendly solutions (Smith, 2019). Rewarding people who actively pursue renewable energy training demonstrates that the company is encouraging a mindset of continued education and that they are willing to invest in their human resources. Financial incentives, such as bonuses or increases in base pay tied to completing a course in renewable energy, can be strong motivators for established employees (Swanson Jr., 2021). But monetary rewards are not the whole story. Gasworks also needs to consider nonmonetary incentives--career development, mentorship programs, or even organizational recognition of a job well done. This multifaceted approach meets various employee expectations and motivates skill development. Besides, training renewable energy personnel also benefits potential recruits. A competitive pay and benefits package, sign-on bonuses, or sponsorship for further study in renewable technologies can make Gasworks an attractive employer in a tight labour market (Suarez et al., 2023). By consulting additional relevant literature and theories, we can better understand the difficulties Gasworks Ltd faces and possible solutions. The Broader Context of the Renewable Energy Sector and Strategic Human Resource Management Academic articles and the literature review provide much-needed insight. Averfalk et al. (2017, p.1280) investigate the distinction between large heat pumps and district heating systems in Swedish practice, outlining how some versions of renewable technologies have been effective implementations under certain conditions. These Page 6 of 12 - AI Writing Submission Submission ID trn:oid:::1:2792238105 Page 6 of 12 - AI Writing Submission Submission ID trn:oid:::1:2792238105

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can provide benchmarks for Gasworks to look up to. This literature stresses that one needs to learn from successful cases in adopting heat pump technologies. A theory of organizational culture, as applied by scholars like Schein (2010), turns out to be especially applicable in diagnosing the problems at Gasworks in terms of a deeply ingrained company culture. Schein's model provides a systematic way to analyse the company's values, beliefs, and practices. It also offers us a theoretical ideology that will enable us to understand and change the current unsuitable culture for adaptation to renewable technologies. In addition, ideas drawn from change management literature, including Kotter's Eight-Step Model (Kotter, 1996), can provide Gasworks with a structured guide as they pursue the cultural shifts needed to adopt heat pump technologies. Knowing the stages of change and moving through them point by point can improve the effectiveness of organizational transformation efforts. Module readings from weeks 8, 9, 10, and 11 and extra self-learning are materials for a critical assessment of the strategic human resource management model adopted by Gasworks at present. These modules are relevant to theoretical perspectives of challenges facing Gasworks in making this cultural change, such as the role of leadership in strategizing change. The evaluation of what the company does about learning and development is informed by insights drawn from organizational learning theories, and suggestions for improvement are based on these. These various theoretical frameworks and empirical findings enrich the analysis. Gasworks can then decide on a strategy drawing from a rich knowledge base. The blend of academic literature, module readings, and independent research provides comprehensive and balanced insight into Gasworks Ltd.'s organizational life and strategic HRM considerations. Recommendations Changing Gasworks From the Basics To master renewable energy technologies, a prerequisite is a cultural shift in which learning and development are seen as priorities. A culture of continuous learning and innovation should be actively promoted by Gasworks, according to Schein (2010). It involves the commitment of leaders who can communicate and emphasize the strategic significance of renewable energy, highlighting its environmental sustainability. Resistance to change can be overcome by communicating the need to adapt to industry trends and government directives clearly. Developing a compelling story about why switching to renewable energy is Page 7 of 12 - AI Writing Submission Submission ID trn:oid:::1:2792238105 Page 7 of 12 - AI Writing Submission Submission ID trn:oid:::1:2792238105

good for the company and environmental causes imparts a sense of mission; it also wins over employees. Cultivating a feeling of inclusion by setting up forums for open dialogue, in which employees can raise questions and participate actively in the cultural transformation. Furthermore, utilizing mentorship and peer support networks is crucial for Gasworks to pass on knowledge and hone skills. By acknowledging and encouraging small victories in environmental protection, there will gradually be less resistance to adopting these new technologies. However, leadership must set a good example by demonstrating behavior forms and success stories that the workforce can follow. A cultural transformation is an all-encompassing process tied to the company's values and long-term goals. A culture where learning thrives. The leadership commitment, open communication, and inclusive change management collaboratively build an environment that makes Gasworks an agile and innovative player in renewable energy development. Incentives To remedy the lack of incentives discouraging participants in renewable energy training, Gasworks Ltd should establish a complete incentive program. Financial incentives such as bonuses or salary rises linked to completing training in renewable energy can provide practical encouragement for workers. Nonmonetary incentives, such as career development prospects, mentorship programs, and in-house promotions, combined with a layered approach to take account of different individual styles (Swanson Jr., 2021). Furthermore, given the hot labor market, Gasworks should consider offering signing bonuses to qualified recruits in renewable technologies. Setting up a feedback loop is an essential part of the incentivization strategy. Incentives: Regular evaluation of the incentive program and obtaining feedback from employees make them effective and relevant. By following this iterative process, Gasworks can make adaptations based on real-time information and keep the program in tune with developments in the workforce. This ensures that its impact accrues with time rather than dissipating over time. Incorporating employee views in the assessment process engenders a feeling of participation. On the corporate level, it shows that a company value creating an environment conducive to professional development in renewable energy. Gasworks Ltd must reexamine its chosen strategies and realign them with changes in the trend of renewable energy to resolve problems in Page 8 of 12 - AI Writing Submission Submission ID trn:oid:::1:2792238105 Page 8 of 12 - AI Writing Submission Submission ID trn:oid:::1:2792238105

recruitment. Suarez et al. (2023) suggest that the company might want to cooperate with some of the more targeted recruitment agencies or sustainable industry networks and use their pools of qualified candidates. Gasworks should also strengthen its employer brand by highlighting long- term sustainable investment in employees and creating a new environmentally friendly paradigm for heating with scruples. Changing the recruitment strategy requires an offensive position to graft onto heat pump engineering as its unique skill. Digital platforms and social media can help Gasworks attract an audience interested in renewable energy careers. Through participation in industry events, career fairs, or online forums, the company needs to actively contact professionals interested in sustainable technologies. Well-apprised of market developments and adapting its personnel recruitment accordingly, Gasworks can thus establish itself as a preferred employer among those looking for new career paths in the cutting-edge and environmentally responsible renewable energy field. That means Gasworks Ltd should promote more cooperation with the government to overcome those difficulties in switching to renewable energy technologies. Then, the company needs to proactively share industry-specific issues and needs with regulators and seek governmental support for programs that train workforces in renewable energy. As such, taking part in industry conferences, offering your take on some of the difficulties that businesses face, and helping to shape more favorable policies can be forms of cooperation. Collaboration with the government One strategic means of exploration should be looking for potential subsidies or grants for training programs. Gasworks projects can be designed as part of the government's overall strategy for implementing sustainable values so that it becomes a partner in helping the nation achieve environmental objectives. By leveraging government-sponsored programs, Gasworks can ease some of the costs of educating workers to use renewable energy technologies. Besides benefiting the company, the collaboration also helps promote renewable energy development. It forms a win-win situation for both Gasworks and governmental institutions. Gasworks Ltd should increase HR's strategic significance to play a more active part in managing current and future needs. HR must be a core driving force in performing the changes required to match the workforce with corporate priorities in areas such as renewable energy. This entails Page 9 of 12 - AI Writing Submission Submission ID trn:oid:::1:2792238105 Page 9 of 12 - AI Writing Submission Submission ID trn:oid:::1:2792238105

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preparing and carrying out tough plans for workforce management, such as tackling skills shortages, implementing training programs, and replacing unsustainable technologies. At the same time, HR should be taking the initiative in promoting a green image for the company to attract talent. A compelling story about Gasworks' focus on sustainability, environmental responsibility, and innovation can appeal to people looking for purpose-driven careers in the renewable energy industry. HR needs various channels, such as recruitment materials, social media, and industry activities in which the company's values are expressed, and its role in promoting green practices is shown. By linking workforce management with sustainability targets, HR can help Gasworks maintain its image as a good employer in the expanding area of renewable energy. Work Cited Al Hamadi, M., 2019. Effects of Oxygen Enrichment on Sulfur Recovery Efficiency and Contaminant Destruction in Claus Process. Page 10 of 12 - AI Writing Submission Submission ID trn:oid:::1:2792238105 Page 10 of 12 - AI Writing Submission Submission ID trn:oid:::1:2792238105

Averfalk, H., Ingvarsson, P., Persson, U., Gong, M., & Werner, S. (2017). Large heat pumps in Swedish district heating systems. Renewable and Sustainable Energy Reviews, 79, 1275- 1284. Barnett, M. J., Farr, G. J., Shen, J., & Gregory, S. (2023). Groundwater microbiology of an urban open‐loop ground source heat pump with high methane. Groundwater, 61(2), 274-287. Baruah, D., Kalita, P. and Moholkar, V.S., 2021. A Comprehensive Study on Utilization of Producer Gas as IC Engine Fuel. In Alternative Fuels and Advanced Combustion Techniques as Sustainable Solutions for Internal Combustion Engines (pp. 117-147). Singapore: Springer Singapore. Crastan, V., 2021. Energy Fundamentals. Springer Handbook of Power Systems, pp.1-44. Douet, J. (2023). The Architecture of Steam: Waterworks and the Victorian Sanitary Crisis. Liverpool University Press. Reed, P. (2020). George E. Davis (1850–1907): Transition From Consultant Chemist to Consultant Chemical Engineer in a Period of Economic Pressure. Ambix, 67(3), 252-270. Shadle, L.J., Indrawan, N., Breault, R.W. and Bennett, J., 2022. Gasification technology. In Handbook of climate change mitigation and adaptation (pp. 653-741). Cham: Springer International Publishing. Smith, S., 2019. New Housing & Future Construction Skills: Adapting and Modernising for Growth. Starr, F., & Eng, C. (2022). The Steam Reforming of Naphtha: The Technology that Saved British Gas. Suarez, S.A., Shaw, J., Bastardo, R. and Patterson, G., 2023, October. Surface-Controlled Digital Intelligent Gas Lift Valve Technology Deployed in North American Unconventional Producing Wells. Lessons Learned After Field Trials and the Path Ahead. In SPE Annual Technical Conference and Exhibition? (p. D021S023R005). SPE. Page 11 of 12 - AI Writing Submission Submission ID trn:oid:::1:2792238105 Page 11 of 12 - AI Writing Submission Submission ID trn:oid:::1:2792238105

Swanson Jr, H. M. (2021). Experimental Evaluation of Dewar Volume and Cold Finger Size in a Stirling Cryocooler Liquid Air Energy Storage (LAES) System (Doctoral dissertation, Monterey, CA; Naval Postgraduate School). Thomas, R. A. P., Riding, M. J., Robinson, J. D. F., Brown, S. J. A., & Taylor, C. (2022). Distinguishing sources of ammonium in groundwater at former gasworks sites using nitrogen isotopes. Quarterly Journal of Engineering Geology and Hydrogeology, 55(4), qjegh2021-139. Watson, S. M., & Westaway, R. (2020). Borehole temperature log from the Glasgow Geothermal Energy Research Field Site: a record of past changes to ground surface temperature caused by urban development. Scottish Journal of Geology, 56(2), 134-152. West, I. (2022). The Gas Industry. The Oxford Handbook of Industrial Archaeology, 30. Page 12 of 12 - AI Writing Submission Submission ID trn:oid:::1:2792238105 Page 12 of 12 - AI Writing Submission Submission ID trn:oid:::1:2792238105

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