Dubiso 2 Interest Group Extra Credit: Texas Nurse Practitioners (TNP) 1. The interest group in the state of Texas I would be writing about is the Texas Nurse Practitioners or TNP for short, founded in 1989 when the official charter for Texas Nurse Practitioners (TNP) was signed, TNP has focused on meeting the needs of nurse practitioners across the state of Texas. The main goal of TNP are to advance, support and promote the role of nurse practitioners and to promote accessible, quality health care provided by nurse practitioners. This includes not only continuing educational opportunities, but also providing members current information that impacts their clinical practice. 1. I picked the TNP as an interest group in Texas because with God’s help my goal is to become a nurse in the state of Texas. And as a nurse TNP will be a voice through our governing body by promoting legislature not only for me but all nurses across Texas dedicated to improving education and work for nurses while improving care for the patients. 1. TNP promotes legislative changes that enhance nurse practitioners’ practices within Texas, which positively affects patient welfare. Some of the policies the TNP has been responsible for are the full practice authority (H.B. 1792/S.B. 2438) and Signature Recognition for Worker’s Compensation Forms (H.B. 387/ S.B. 1022) which are legislations that that would allow nurse practitioners (NPs) to practice to the full extent of their training and education, remove costly and burdensome regulatory requirements such as signed delegation agreements with physicians, and place NPs under the exclusive regulatory authority of the Texas Board of Nursing. These changes will allow NPs to serve patients in a more timely and cost-effective manner, while also reducing the medical paperwork burden on both patients and physicians Use the following suggestions to assist you in developing your Discussion posts: · Make a suggestion or share an insight about your work on one or more components of your Doctoral Study. · Ask a probing or clarifying question. · Offer and support an opinion, providing evidence to support your claim. · Validate a posting with scholarly sources. · Expand on your colleague’s posting. NeEma My goal this term is to refine my problem statement and align it closely with the hypothesesand theoretical framework. With these items in place, I will be able to synthesize my research and fill in other areas to complete my prospectus. So far, I have outlined the problem statement and hypothesis. Problem Statement A lack of employee engagement in organizations results in lack of productivity (Ghorbannejad & Esakhanim 2016), which in turn results in reduced profitability (Saxena & Srivastava, 2015). Although improving, every engaged employee at work represents 2.6 employees that are actively disengaged (Harter, 2018). The general business problem is that disengaged employees deplete an organization’s resources by receiving wag.

1. Dubiso 2
Interest Group Extra Credit: Texas Nurse Practitioners (TNP)
1. The interest group in the state of Texas I would be writing
about is the Texas Nurse Practitioners or TNP for short,
founded in 1989 when the official charter for Texas Nurse
Practitioners (TNP) was signed, TNP has focused on meeting
the needs of nurse practitioners across the state of Texas. The
main goal of TNP are to advance, support and promote the role
of nurse practitioners and to promote accessible, quality health
care provided by nurse practitioners. This includes not only
continuing educational opportunities, but also providing
members current information that impacts their clinical
practice.
1. I picked the TNP as an interest group in Texas because with
God’s help my goal is to become a nurse in the state of Texas.
And as a nurse TNP will be a voice through our governing body
by promoting legislature not only for me but all nurses across
Texas dedicated to improving education and work for nurses
while improving care for the patients.
1. TNP promotes legislative changes that enhance nurse
practitioners’ practices within Texas, which positively affects
patient welfare. Some of the policies the TNP has been
responsible for are the full practice authority (H.B. 1792/S.B.
2438) and Signature Recognition for Worker’s Compensation
Forms (H.B. 387/ S.B. 1022) which are legislations that that
would allow nurse practitioners (NPs) to practice to the full
extent of their training and education, remove costly and
burdensome regulatory requirements such as signed delegation
agreements with physicians, and place NPs under the exclusive
regulatory authority of the Texas Board of Nursing. These

2. changes will allow NPs to serve patients in a more timely and
cost-effective manner, while also reducing the medical
paperwork burden on both patients and physicians
Use the following suggestions to assist you in developing your
Discussion posts:
· Make a suggestion or share an insight about your work on one
or more components of your Doctoral Study.
· Ask a probing or clarifying question.
· Offer and support an opinion, providing evidence to support
your claim.
· Validate a posting with scholarly sources.
· Expand on your colleague’s posting.
NeEma
My goal this term is to refine my problem statement and align it
closely with the hypothesesand theoretical framework. With
these items in place, I will be able to synthesize
my research and fill in other areas to complete my
prospectus. So far, I have outlined the problem statement and
hypothesis.
Problem Statement
A lack of employee engagement in organizations results in lack
of productivity (Ghorbannejad & Esakhanim 2016), which in
turn results in reduced profitability (Saxena & Srivastava,
2015). Although improving, every engaged employee at work
represents 2.6 employees that are actively disengaged (Harter,
2018). The general business problem is that disengaged
employees deplete an organization’s resources by receiving
wages without producing value for an organization through
profits. The specific business problem is that some business

3. leaders do not understand the relationship between employee
engagement, productivity, and profitability.
Hypotheses
H1 Null: There is no significant relationship between employee
engagement and profitability.
H1 Alternative: There is a significant relationship between
employee engagement and profitability.
H2 Null: There is no significant relationship between
productivity and profitability
H2 Alternative: There is a significant relationship between
productivity and profitability
The theoretical framework will result from examination of
various theories and election of the most appropriate one. This
will serve to further refine the business problem and
hypotheses, as I attempt to align the three concepts. I have not
yet settled on a theory, and suggestions are welcome.
Reference
Ghorbannejad, P., & Esakhani, A. (2016). Capacity to engage:
Studying role of individual differences in work engagement–
evidences from Iran. Journal of Management
Development, 35(9), 11741183. doi:10.1108/JMD-02-2015-0029
Harter, J. (2018, August 26). Employee engagement on the rise
in the U.S. Retrieved from
https://news.gallup.com/poll/241649/employee-engagement-
rise.aspx
Saxena, V. & Srivastava, R. K. (2015). Impact of employee
engagement on employee performance: Case of manufacturing
sectors. Retrieved from http://www.ijmrbs.com/currentissue.php

4. Chen_Yi
Conceptual Framework
The hierarchy of needs theory and the transformational
leadership theory constituted the conceptual framework for this
study. Maslow (1943) developed the hierarchy of needs theory,
which examined that people have hidden needs at different
levels, and the most urgent need is the main driving force for
people's actions. The insurance company pays the commission
to their agents and brokers for selling products and providing
services to the customers. However, commissions may only
satisfy agents and brokers' basic needs (physiological and safety
needs) to facilitate the realization of insurance sales. Once the
basic needs are met, the incentives will be reduced. The
commissions will no longer be maintained a dominant position,
and spiritual needs (love and belonging, esteem, and self-
actualization needs) will replace it as the main reason for
promoting behaviors. Maslow (1948) also indicated that the
hierarchy of needs “is not only a series of increasing need-
gratifications, it is as well a series of increasing degrees of
psychological health” (p. 409). Maslow was aware that there is
usually more than one motivation for one behavior and humans
will pursue new needs often because another need has been met
(Healy, 2016).
Burns (1978) proposed the transformational leadership theory
and defined the relationship between leaders and followers.
Bass (1985) indicated that the transformational leaders have
charisma, individualized consideration, and intellectual
stimulation behaviors, those are different from transactional
leaders. Bass and Avolio (1994) further developed Four I’s:
idealized influence, inspirational motivations, intellectual
stimulation, and individualized consideration for transactional

5. leadership behaviors. The leadership style will lead to different
behaviors of different people with different human
characteristics and psychological factors. Northouse (2016)
pointed out that transformational leaders focus on the followers'
emotions, values, ethics, and meeting their needs, which is
especially essential for organizational success. The insurance
company's leaders and their agents or brokers usually complete
the transaction-oriented leadership process under the constraint
of a tacit contract. Transactional leaders encourage followers to
appeal to their self-interest, but the process of exchange is
premised on followers' obedience to leaders (Burns, 1979). It
does not generate a positive enthusiasm in the followers, and
the internal motivation of their work is limited.
Transformational leaders motivate followers by encouraging
them to exceed their expectations and their interests to achieve
desired requirements (Getachew & Zhou, 2018) because
insurance agents and brokers are based on commissions.
Maslow’s (1943) hierarchy of needs theory and Burns’ (1978)
transformational leadership theory are appropriate and relevant
in this study for exploring the strategies of insurance company
leaders to motivate their agents and brokers performance and
build loyalty.
References
Bass, B. M. (1985). Leadership and performance beyond
expectations. Human Resource Management, 25(3): 481–
484. doi:10.1002/hrm.3930250310
Bass, B. M., & Avolio, B. J. (1994). Improving organizational
effectiveness through transformational leadership: Sage.
Burns, J. M. (1978). Leadership. New York, NY: Harper &
Row.
Burns, J. M. (1979). Two excerpts from Leadership. Educational
Leadership, 36, 380–383.
Healy, K. (2016). A theory of human motivation by Abraham H.
Maslow (1942). The British Journal of Psychiatry, 208(4), 313–
313. http://dx.doi.org/10.1192/bjp.bp.115.179622
Maslow, A. H. (1943). A theory of human

6. motivation. Psychological Review, 50(4), 370–
396. http://dx.doi.org/10.1037/h0054346
Maslow, A. H. (1948). Some theoretical consequences of basic
need-gratification. Journal of Personality, 16, 402–
416. http://dx.doi.org/10.1111/j.1467-6494.1948.tb02296.x
Getachew, D. S., & Zhou, E. (2018). The influences of
transformational leadership on collective efficacy: The
moderating role of perceived organizational
support. International Journal of Organizational
Innovation, 10(4), 7–15. Retrieved from http://www.ijoi-
online.org/