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200 Words per question, give 1 reference for each question: 1. What is the current state of public service workers? Are public service personnel treated well, poorly, too well, etc.? How does their current state compare to other times in the past? 2. Explain the complexities of historic public personnel management (government by gentlemen to current). Think of an organization you are employed with or are a part of. How is diversity defined in your organization? Give examples of how diversity recruiting programs work. How is your organization using such recruiting tools? 3. Should state and local budgets be based on financing existing and proposed policies, or should policy enactment be based on the availability of resources to finance them? Explain and give examples. 4. Find a policy that is funded at all three levels. Analyze how that funding has changed over time. What does it mean for public management and the provisions of the services in the future? Explain and give examples. .

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Application: The Civil Service System How do public administrators become public administrators? Who recruits, selects, and hires them? How are they paid, promoted, and evaluated? The civil service system is similar to the human resources (HR) department at a private organization. That is, it is concerned with all of the issues and tasks related to employment within the organization. Since the "organization" in this case is the government, there also are many differences between the civil service system and the human resources practices at most private companies. Government organizations have very specific, rigid processes for recruitment, selection, promotion, and appraisal of employees. Many of these processes have been in place since the 19th century. For example, prospective civil servants must pass exams before even being considered for a government position. This is part of the merit system, which is one of the foundational principles of the civil service system. The merit system is based on the idea that the most qualified person should fill each position, rather than a person who simply has the "right" political connections. In addition, government positions all are given a specific classification, which determines the rate of pay. Although these rules sound logical in theory, in practice they often become extremely complicated, leading to dishonesty and inefficiency. As a result, efforts at civil service reform are common and span throughout history, from the Pendleton Act of 1881, to President George W. Bush's push for competitive sourcing in 2001. In this assignment, you examine what the civil service system comprises, as well as how it might be improved. The assignment (2–3 pages): Due Thursday 6/11/2015 In your own words, define the civil service system. Explain the major components of the civil service system. Explain one way in which you might improve the civil service system. Explain why you would choose to implement this improvement and what its positive results might be. Application Assignments must be in APA style and format .

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Kim I am willing to pay $40 for this assignment the assignment is due 08/18/14. Please see the attached assignment below and please read all the instructions very carefully. Assignment 3: Public Administrative Environments worth 280 points The City Manager has contacted you regarding the following issues concerning various governmental departments and external stakeholders: In the past year, citizen, department, and outside stakeholder complaints have been filed against the Department of Health administrators. Such complaints cited unprofessional leadership, unethical practices, insufficient customer and patient care, poor fire and emergency response time, and inability to implement change and resolve conflict within and amongst subordinates and staff. The Department of Health is composed of the following agencies: Social Services, Fire and Emergency Management, and Human Services. The School Board has a collaborative relationship with various government departments. In the last two (2) months, the School Board has charged department directors with failure to work collaboratively with the School Board on its efforts to: Meet federal mandates regarding reformation of new policy issues that will impact the leadership of the Department of Redevelopment and Housing, the State Department of Education, and the State Department of Housing and Urban Development. Support the academic leadership of secondary school principals by providing specific student data from the Department of Juvenile Relations, in an attempt to improve student retention and performance toward increase graduation rates. You may use the Internet and / or Strayer databases to complete any additional research. Note: You may create and / or make all necessary assumptions needed for the completion of this assignment. Use the basic outline below to draft your paper. Organize your responses to each question (except Question 5) under the following section headings: Public Leadership in a Health Environment (for Question 1) Public Leadership in an Educational Environment (for Question 2) Public Leadership in Government Operations (for Question 3) Improving Public Leadership Styles (for Question 4) Write a seven to eight (7-8) page paper in which you: Determine one (1) specific leadership theory and two to three (2-3) public leader styles that would be most beneficial for the Director of Public Health and related agencies in addressing the issues. Provide a rationale to support your response. Recommend one (1) specific leadership theory and two (2) public leader styles that would be most beneficial for the School Board in addressing the issues presented. Provide a rationale for your response. Determine the essential manner in which the leadership from the Department of Public Health, the School Board, and the various other government departments impacts the leadership of the City Manager’s and his or her ability to carry out government operations. Recommend two (2) strategies that a pu.

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need an Administration-Politics Dichotomy written using these Annotated bibliography Getha-taylor, H. (2008). Review of Public Personnel Administration. Review of Public Personnel Administration,, 28 (2), 103-119. The author demonstrates where personnel administration lies. The authors explain that the personnel administration lies at the very core of administrative management. The thrust should substantive and positive, and not protective and negative. The article further states that public personnel administration should not be specialized and procedural as it was emphasized in the earlier times. The issues involved in the administration system is that, it is centralized and not effectively delegated which makes it lose the immediate relationship with the middle and lower managers whom they serve. Besides, the model involves traditional ways of management which focus on a central personnel organization that dictates the rules and procedures, mainly to achieve fairness and equity in public sector organizations. Little concern is given to line functions of the organization, whether they are paving roads, providing recreational services to the citizens, fostering diplomatic services, or delivering social services to clients with a foreign country. However, this was not the original intent, as the author points out in his study of the U.S civil services (1958), central personnel functions were aimed at professionalizing the workforce and providing equity and fairness in distributing a public good: government jobs. Beginning in the late 1800s, the federal government and major U.S. cities. Jurkiewicz, C. L. (2000). Public Personnel Management. Public Personnel Management,, 29 (1), 55-74. Public personnel administration is depicted as to contribute to the creation of an environment that values and manages diversity, managers must decide who are diversity leaders and find support for those individuals. Managing and valuing diversity in administration-public dichotomy require a team approach: therefore, managers identified for the process must recognize that leadership and management skills are seldom concentrated on individuals. The big issues in the public personnel administration are managing diversity. Organizations must assist managers and personnel who manage the human resource to learn what the objectives of the organization are with respect to diversity, then receive pertinent training that will help personnel serving the public to accomplish the government’s roles. Therefore, public personnel administration commitment should start at the top of the organization pyramid with the recognition that the bottom-up organizational effort from diverse citizens can enhance the quality of decisions. Thus, leading to more substantive and innovative policies. Kellough, J. E., & Selden, S. C. (2003). The Reinvention of Public Personnel Administration. Public Administration Review,, 63 (2), 165-176. The article portrays how.

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Assignment - Human Resources and Change Assignment: The major responsibilities of human resources management are attracting, developing, and maintaining a quality workforce. Review the RSPS (Rancho Solano) case from Topics 1 and 2. Recall that the board of directors at RSPS has hired you as part of a consulting team to review the situation and present your findings and recommendations. Refresh your memory on the issues in the K-12 sector in general, as well as in the case of RSPS in particular, by reading the case study again. Your next task is to identify three subsystems that are in need of change in RSPS, as well as the people (human resources) you would "attract, develop, and maintain" in order to effectively implement change. Based on the RSPS case, you will choose one subsystem to change and write a 1,250-1,500 word paper in which you address the following questions that pertain to the major human resource management responsibilities and to change management. Strengthen your recommendations by showing how your proposed changes are working in another successful organization. In your comparison, consider referring to successful private, charter, or public schools in Arizona. A list of recommended websites and articles is provided at the end of this document for use in conjunction with this assignment. Address then following in your paper: 1. What one major organizational subsystem needs to be changed in RSPS? Justify your choice. How does it compare to any of the successful private, charter, or public schools in Arizona? 2. How will the subsystem change affect the two other subsystems within RSPS that you have identified and how will you realign the total system? 3. Identify and explain how you would ensure that the proposed change will satisfy any three stakeholders of RSPS? 4. How should RSPS attract, develop, and maintain the workforce required to bring about your proposed change? a. Choose at least one of the following in your discussion about attracting a quality workforce to support the change: human resource planning, recruitment, or selection. b. Choose at least one of the following in your discussion about developing a quality workforce to support the change: employee orientation, training and development, or performance appraisal. c. Choose at least one of the following in your discussion about maintaining a quality workforce to support the change: career development, work-life balance, compensation and benefits, employee retention and turnover, or labor-management relations. Integrate a faith-based or worldview-based component in the paper and make a clear connection on how it informs the groups' management practices. (NOTE: Individuals all have a worldview, and that worldview influences their decisions, values, and perceptions. It also affects how they manage people, or think they should be managed. For this assignment, this requirement relates to your worldview, not of RSPS. Include at least four academic references to sup.

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Running head: Annotated bibliography 1 Annotated bibliography 2 Annotated bibliography Vibert Jacob South University Administration-Politics Dichotomy Getha-taylor, H. (2008). Review of Public Personnel Administration. Review of Public Personnel Administration,, 28(2), 103-119. The author demonstrates where personnel administration lies. The authors explain that the personnel administration lies at the very core of administrative management. The thrust should substantive and positive, and not protective and negative. The article further states that public personnel administration should not be specialized and procedural as it was emphasized in the earlier times. The issues involved in the administration system is that, it is centralized and not effectively delegated which makes it lose the immediate relationship with the middle and lower managers whom they serve. Besides, the model involves traditional ways of management which focus on a central personnel organization that dictates the rules and procedures, mainly to achieve fairness and equity in public sector organizations. Little concern is given to line functions of the organization, whether they are paving roads, providing recreational services to the citizens, fostering diplomatic services, or delivering social services to clients with a foreign country. However, this was not the original intent, as the author points out in his study of the U.S civil services (1958), central personnel functions were aimed at professionalizing the workforce and providing equity and fairness in distributing a public good: government jobs. Beginning in the late 1800s, the federal government and major U.S. cities. Jurkiewicz, C. L. (2000). Public Personnel Management. Public Personnel Management,, 29(1), 55-74. Public personnel administration is depicted as to contribute to the creation of an environment that values and manages diversity, managers must decide who are diversity leaders and find support for those individuals. Managing and valuing diversity in administration-public dichotomy require a team approach: therefore, managers identified for the process must recognize that leadership and management skills are seldom concentrated on individuals. The big issues in the public personnel administration are managing diversity. Organizations must assist managers and personnel who manage the human resource to learn what the objectives of the organization are with respect to diversity, then receive pertinent training that will help personnel serving the public to accomplish the government’s roles. Therefore, public personnel administration commitment should start at the top of the organization pyramid with the recognition that the bottom-up organizational effort from diverse citizens can enhance the quality of decisions. Thus, leading to more substantive and innovative policies. Kellough, J. E., & Selden, S. C. (2003). The Reinvention of Public Personnel Administration. Public Administration Review,, ...

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4 Discussion 6: Review of Four Indiana State Policies Author’s Name Institutional Affiliation Course Name Instructor Due Date Discussion 6: Review of Four Indiana State Policies In Chapter 9, St. John, Daun-Barnett, and Moronski-Chapman (2013) discuss four state policies in Indiana, which ensure low-income students have better chances of getting higher education opportunities. These state policies are the 21st Century Scholars (TFCS) program, Core 40, Indiana Project on Academic Success (IPAS), and the DREAM Act Bill. The State of Indiana and tuition facilitates the financing of these policies. Specifically, funding is attained through need-based student aid and public tuition charges. This coordination ensures that neither the parents nor the state is overwhelmed with funding the learners. Higher education institutions play a limited role in supporting these four state policies. These policies rely on financial incentives for students, colleges, and schools. Higher education systems play a tiny part in offering support services to students in this regard. Nevertheless, they have tried to implement retention projects through policies such as IPAS. Regarding the outcome of these policies, for starters, they have improved academic preparation among students in high school. These students are better prepared to succeed in higher learning institutions. However, despite the academic preparation facilitated by the policies, there have been no notable improvements in high school graduation rates among the different racial/ethnic groups. Nevertheless, the SAT scores in Indiana have been considerably better compared to other states in the country (St. John, Daun-Barnett, & Moronski-Chapman, 2013). Also, degree completion, college access, and diversity have been remarkably good in Indiana due to these policies. Out of the four policies, the one that I feel has had the greatest success in eradicating inequalities, supporting students’ progress, and enhancing learners’ access to higher education is the TFCS program. This program not only funds needy students but also prepares them from an early age to be model citizens who do not engage in vices such as drug abuse. It guides both parents and students to take practices that will facilitate good learning outcomes. Reference St. John, E. P. S., Daun-Barnett, N., & Moronski-Chapman, K. M. (2013). Public policy and higher education: Reframing strategies for preparation, access, and college success. Routledge. Vera Discussion: Hello all, In higher education financing a student’s tuition is a critical part of enrollment and admissions. The principal component of the funding for state colleges and universities comes from the state government, and ultimately tax dollars. Federal money is available through loans and grants to students, but the schools are primarily depending on state support. Our textbook presented four different higher education plans from California, Indiana, M.

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4/9/2020 Print Preview https://ng.cengage.com/static/nb/ui/evo/index.html?deploymentId=58359619423830582821152086&dockAppUid=101&eISBN=9781337619738&id=678082867&… 1/18 Chapter 11: Financial Statement Fraud: Appendix A Laws and Corporate Governance Changes Following the Sarbanes-Oxley Act Book Title: Fraud Examination Printed By: Weicheng Han ([email protected]) © 2019 Cengage Learning, Inc. Chapter Review Appendix A Laws and Corporate Governance Changes Following the Sarbanes- Oxley Act As described in the chapter, the period 2001–2003 marked the discovery of some of the largest financial statement frauds in U.S. history and some of the most significant legislation regarding the auditing profession and corporate governance since the 1933–1934 SEC acts. These events followed a very prosperous decade that saw the NASDAQ grow 10 percent per year from 1987 to 1995 and then from an index of 1,291 on January 1, 1997 to 5,049 on March 10, 2000 for a 391 percent increase in three years. The Dow Jones Industrial Average, while not quite so dramatic, rose from 6,448 on January 1, 1997 to a high of 11,723 on January 14, 2000 for an increase of 81 percent in three years. Much of this growth came from individual investors who found they could invest on the Internet by paying only small fees ($8 to $10 per trade). When the first financial statement frauds, including Enron and WorldCom, were revealed, there was near panic in the market. The NASDAQ fell from its high of 5,049 on March 10 to 1,114 on October 9, 2002, leaving it at only 22 percent of its peak value. Similarly, the Dow Jones Industrial Average (NYSE) fell from its high of 11,723 on January 15, 2000 to a low of 7,286 on October 9, 2002, leaving it at only 62 percent of its previous value. The total decline in worldwide stock markets was $15 trillion. These sharp declines meant that nearly everyone’s 401(k) and other retirement plans and personal wealth suffered tremendous losses. Worse yet, several well-known companies that were involved in financial statement fraud declared bankruptcy. At the time when the Sarbanes-Oxley Act was passed in July 2002, many of the companies that were found to have committed fraud around this time period were among the largest bankruptcies in U.S. history, including WorldCom (largest), Enron (second largest), Global Crossing (fifth largest), and Adelphia (seventh largest). The Sarbanes-Oxley Act Because of the pressure brought by constituents, Congress was quick to act. On July 30, 2002, President Bush signed into law the Sarbanes-Oxley Act, which had been quickly passed by both the House and the Senate. The law was intended to bolster public confidence in U.S. capital markets and impose new duties and significant penalties for noncompliance on public companies and their executives, directors, auditors, attorneys, and securities analysts. The Sarbanes-Oxley Act is comprised of 11 separate sections or titles. You can read the full text of the act on sev.

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4pagesone is assginmentthe other 3 essays are related wo.docx

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47 PATIENT FILE The Case: The sleepy woman with anxiety The Question: How can you be anxious and narcoleptic at the same time? The Dilemma: Finding an effective regimen for recurrent, treatment resistant anxious depression while juggling complex treatments for sleep disorders Pretest Self Assessment Question (answer at the end of the case) Which of the following are approved treatments for treatment resistant depression? A. Deep brain stimulation B. Transcranial magnetic stimulation C. Vagal nerve stimulation D. Aripiprazole (Abilify) E. Quetiapine (Seroquel) F. MAO inhibitors Patient Intake • 44-year-old woman with a chief complaint of anxiety Psychiatric History • The patient had onset of anxiety and depression at about age 15, which she began self-medicating with alcohol • After graduating from high school, she began college and was about to leave for study abroad when she experienced a panic attack for which she was treated in the emergency room • She was then hospitalized and treated for alcohol abuse at age 18, and has remained sober ever since, although she does admit to some possible alprazolam (Xanax) abuse in 1999 as well as one overdose with alprazolam • Her history also includes multiple hospitalizations for major depression – Age 19 (approximately one year after her release from the hospital for alcohol abuse) because she became suicidal – Age 24 due to recurrence of depression – Age 26 with an overdose following a divorce and recurrence of depression – Age 27 due to recurrence of depression – Age 29 after two miscarriages, with a possible postpartum element and some discontinuation of her medications at that time to try to get pregnant – Age 30 when she received electroconvulsive therapy (ECT): 7 sessions as an inpatient and 23 as an outpatient Downloaded from http://stahlonline.cambridge.org by IP 100.101.44.120 on Wed Apr 08 00:14:46 UTC 2020 Stahl Online © 2020 Cambridge University Press. All rights reserved. Not for commercial use or unauthorized distribution. 48 PATIENT FILE • Details of medication history unclear from available information and from patient’s memory, but has received numerous psychotropic drugs including antidepressants, antipsychotics, and mood stabilizers, all with poor results • She was much better for several years following her ECT treatment, but had severe memory impairment • She had a recurrence of her depression one year ago severe enough to become totally disabled, necessitating resignation from a job as an offi ce worker that she had enjoyed • She continues to be disabled from depression and has a great deal of anxiety, subjectively more disturbed by her anxiety than by her depression Social and Personal History • Married since 1996 (second marriage); no children from either marriage • Non smoker • Husband an architect, supportive • Little contact with her family of origin • Few friends or outside interests Medical History • Narcolepsy.

47PATIENT FILEThe Case The sleepy woman with anxiety.docx

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4 To: Replace with name Comment by Sharon Rose: Use down arrow to expand all comments below. Remove all comments in paper before submitting to earn a better grade. One way to do this, right click on each comment, select ‘Delete Comment’. All Papers will be checked using SafeAssign. Please focus on keeping the SafeAssign percentage to approximately 20%. Comment by James Manning: From: Replace with nameDate: Replace with dateSubject: Replace with subject of memo Introduction Comment by Sharon Rose: The CEO challenge is for an internal employee provide recommendation of new IT system to remove or bring the Shadow IT projects under the IT department. Include how this assignment will communicate how your project proposal satisfied the CEO's concern. Remember Shadow IT from the Week 1 Discussion. The Shadow IT has to either be adopted by the organization, or it has to be removed by the organization. Comment by James Manning: Lorem ipsum dolor sit amet, consectetur adipiscing elit. Vestibulum et nisl ante. Etiam pulvinar fringilla ipsum facilisis efficitur. Maecenas volutpat risus dignissim dui euismod auctor. Nulla facilisi. Mauris euismod tellus malesuada dolor egestas, ac vulputate odio suscipit. Comment by Sharon Rose: Replace Latin text with your writing for this assignment. Enter your content where the Latin text appears. The Introduction is a short overview of your memo. Comment by James Manning: Sed pellentesque sagittis diam, sit amet faucibus diam lobortis quis. Sed mattis turpis ligula, in accumsan ante pellentesque eu. Quisque ut nisl leo. Nullam ipsum odio, eleifend non orcinon, volutpat sollicitudin lacus. (Beetle Baily Cartoon) Proposed Information System Comment by Sharon Rose: Identify the main functions of your proposed information system and why they are important to the business. To earn an ‘A’ in this section you must (From Grading Rubric): Proposed an original information system. Identified the main functions of the system. Explained the importance of each function to the business. Explained the stylistic choices for architecture of information system. Connected main functions of system to business needs and shadow IT. Donec tincidunt ligula eget sollicitudin vehicula. Proin pharetra tellus id lectus mollis sollicitudin. Etiam auctor ligula a nulla posuere, consequat feugiat ex lobortis. Duis eu cursus arcu, congue luctus turpis. Sed dapibus turpis ac diam viverra consectetur. Aliquam placerat molestie eros vel posuere. Comment by Sharon Rose: Add diagrams when applicable. If a diagram is added, it should show the proposed information system. Comment by James Manning: This Photo by Unknown Author is licensed under CC BY-SA Figure 1. Title (Source: www.source-of-graphic.edu ) Comment by Sharon Rose: Include source if applicable, remove when diagram is original) Comment by James Manning: Functions Important to Business Comment by James Manning: To earn an “A” in this section (From Grading Rubric): Exp.

4To Replace with name Comment by Sharon Rose Use down ar.docx

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5 pages in length (not including title page or references) This week’s journal article focuses on attribution theory and how it influences the implementation of innovation technologies. Two types of employee attributions are noted in the article (intentionality and deceptive intentionality), please review these concepts and answer the following questions: 1. Provide a high-level overview/ summary of the case study 2. Note how constructive intentionality impacts innovation implementations 3. Find another article that adds to the overall findings of the case and note how attribution-based perspective enhances successful innovation implementations. Please be explicit and detailed in answering this question. 4. Discuss what ethical leadership is and how it impacts the organizational culture. 5. What are the various dimensions of ethical leadership? 6. Note some failures in ethical leadership, please find an example, explain the failure and note possible solutions to fix the issue with leadership. (Question 1, 2 and 3 below Journals): Journal Article 3.1: Lucas, J.W. and Baxter, A.R. (2012) ‘Power, influence, and diversity in organizations’, The ANNALS of the American Academy of Political and Social Science, 639(1): 49–70. Journal Article 3.2: Martinez, A.D., Kane, R.E., Ferris, G.R. and Brooks, C.D. (2012) ‘Power in leader–follower work relationships’, Journal of Leadership & Organizational Studies, 19(2): 142–151. Journal Article 4.1: Petty, M.M., Beadles, N.A., Chapman, D.F., Lowery, C.M. and Connell, D.W. (1995) ‘Relationships between organizational culture and organizational performance,’ Psychological Reports, 76(2): 483–492. Journal Article 4.2: Bonavia, T. (2006) ‘Preliminary organizational culture scale focused on artifacts’, Psychological Reports, 99(3): 671–674. Journal Article 4.3: Walker, R.C. and Aritz, J. (2015) ‘Women doing leadership: leadership styles and organizational culture,’ International Journal of Business Communication, 52(4): 452–478. (Question 4, 5 and 6 below Journals): Journal Article 5.1:Bormann, K.C. and Rowold, J. (2016) ‘Ethical leadership’s potential and boundaries in organizational change: a moderated mediation model of employee silence,’ German Journal of Human Resource Management, 30(3–4): 225–245. Journal Article 5.2:Haney, A.B., Pope, J. and Arden, Z. (2018) ‘Making it personal: developing sustainability leaders in business,’ Organization & Environment. DOI: 10.1177/1086026618806201 Please be sure that journal articles are peer-reviewed and are published within the last five years. The paper should meet the following requirements: • 5 pages in length (not including title page or references) • APA guidelines must be followed. The paper must include a cover page, an introduction, a body with fully developed content, and a conclusion. .

5 pages in length (not including title page or references)This.docx

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5 to 7 DAY EXERCISE LOG Exercise Log Name___Hejin Lin__________________________ Section # __2____ Start Date _4/7_________ End Date _4/12_______ I. Cardio Respiratory Endurance Day Type of Exercise Duration (Time) Intensity (Peak Target Heart rate or Rate of Perceived Exertion) Cardio Comments for the week- a short descriptive comment for each workout or one long comment summarizing the week on how you felt after each workout 1 Running 25 mins 175 I felt tired, and end up fast walking 2 Running 25 mins 170 kind of tired 3 Running 30 mins 168 Feeling better, also gain more times 4 Running 30 mins 172 much better 5 Swimming 25 mins 176 I felt tired at first, and then gets better II. Muscular Strength/Endurance Number of Sets ___2__ Rest Period __3 mins___ Exercise Sunday Wt/Reps Monday Wt/Reps Tuesday Wt/Reps Wednesday Wt/Reps Thursday Wt/Reps Friday Wt/Reps Saturday Wt/Reps Push up /20 / / /25 /25 / /30 Arm curl 25/10 / / 25/12 30/8 / 30/10 Crunches /25 / / /30 /30 / /30 Heel raise / / 95/12 / / 100/15 / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / Descriptive Strength Comments for the week (Mandatory) on how you felt after each workout I felt my stomach muscles working when I am doing the exercise, and my muscles were sore, I think I am going get used to it. III. Flexibility Number of Sets ___1_____ Reps ____10____ Duration ___35 sec_____ Check each exercise performed Exercise Monday Tuesday Wednesday Thursday Friday Saturday Sunday Shoulder rolls 10 10 10 10 Lateral abdominal 10 10 10 10 Hamstring stretch 10 10 Descriptive Flexibility Comments for the week: (Mandatory) on how you felt after each workout Feels great that after stretching, my muscles still felt a little bit sore, but much better. 5 to 7 DAY EXERCISE LOG Exercise Log Name________Hejin Lin__________________Section # __3____ Start Date ____4/15_______ End Date ____4/20____ I. Cardio Respiratory Endurance Day Type of Exercise Duration (Time) Intensity (Peak Target Heart rate or Rate of Perceived Exertion) Cardio Comments for the week- a short descriptive comment for each workout or one long comment summarizing the week on how you felt after each workout 1 Running 30 mins Not very tired, almost get used to it 2 Running 35 mins Gains 5 more mins, feels good 3 Running 35 mins Woke up in the morning, had more energy 4 Running 40 mins Gains 5 more mins to 40 mins, felt a little bit tired 5 Running 40 mins Much better II. Muscular Strength/Endurance Number of Sets ___2 to 3_ Rest Period __2 mins___ Exercise Sunday Wt/Reps Monday Wt/Reps Tuesday Wt/Reps Wednesday Wt/Reps Thursday Wt/Reps Friday Wt/Reps Saturday Wt/Reps Crunches /35 /35 / /35 / /35 / Push up /25 /25 / /25 / /25 / Triceps 30/10 30/10 / 30/10 / 30/10 / / / / / / / / / / / / / / / / / / / / .

5 to 7 DAY EXERCISE LOG Exercise Log Name___Hejin Lin__.docx

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5 Pages 1. Should nonprofit organizations be viewed principally as businesses with a social purpose or are they inherently different from for-profit companies? Compare and contrast in your explanation. 2. What are the five general and complementary approaches to judging the effectiveness of nonprofit organizations? Identify which of these you might find more challenging as a nonprofit leader and explain why. 3. Provide a brief summary of the legal accountability, roles, and responsibilities of nonprofit leadership. .

5 Pages 1. Should nonprofit organizations be viewed principally .docx

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5 pages Research either a wildfire and mass movement (one that has actually occurred and been reported on). Instructions: essay between 1,250 and 1,750 words (5 pages in length) identifying: · the type and origin of the natural disaster, · the magnitude of the damage, including structural damage and harm to humans and the environment, · agency response (governmental or private agencies) and ethical dimension, · lessons learned and any resulting changes in regulations related to building code modifications, siting requirements, procedural changes, etc., · your opinion as to the effectiveness of any corrective actions taken to minimize the chance of recurrence. · APA Format, place citations for work in the body and provide reference page .

5 pagesResearch either a wildfire and mass movement (one tha.docx

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5 Establishing Organizational Objectives iStock/Thinkstock Ah, but a man’s reach should exceed his grasp, Or what’s a heaven for? —Robert Browning Learning Objectives After reading this chapter, you should be able to do the following: • Describe the nature of objectives and the important role of—and management by—objectives in an HCO. • Discuss the characteristics of good objectives. • Delineate the types of objectives that are included in a strategic plan, and include examples of objectives for key result areas. • Provide an example of how to use data from an internal and external environmental analysis to set good objectives. • Explain how to perform a periodic review of objectives for measuring progress and making updates as needed. Section 5.1The Nature and Role of Objectives Introduction An HCO cannot achieve goals if none exist for the organization. Although this idea is quite simple, many people overlook it. To accomplish anything, an organization must have a clear understanding of what is to be accomplished. Strategic objectives are the tool by which organizations define their goals and sketch out a specific road map for achieving them. If we fail to set specific objectives, we simply waste our time and energy by going in circles. Later, we look back at what we accomplished and wonder where the time went. Just being busy and involved in activities does not mean that we are accomplishing what we need to accomplish. This chapter focuses on the need to establish objectives, the characteristics of good objectives, and the process of writing objectives. After the vision and mission of the HCO have been defined, and the internal and external analyses completed, relevant objectives are developed for the strategic plan. 5.1 The Nature and Role of Objectives Objectives can be defined as clear, concise written statements outlining what is to be accomplished in key result areas in a certain time period, in measurable terms. Peter Drucker argues that “objectives are not fate; they are direction. They are not commands, but they are com- mitments. They do not determine the future, but they are the means by which the resources and energies of the operation can be mobilized for the making of the future” (Drucker, 1954, p. 102). As noted in Chapter 2, the words key results, goals, and targets often are used synonymously when talking about short- and long-term objectives. Whatever the label used, the idea is to focus on a specific set of target activities and outcomes to be accomplished. Think of the anal- ogy of the archer used in Chapter 2. An HCO administrator wants the whole organization aimed at a single target, just as an archer wants every arrow aimed at the bull’s-eye. People get confused and disorganized if they do not know where they are going. In large measure, the success or failure of an HCO is based on its ability to set goals, as well as on tools with which to measure progress toward those.

5 Establishing Organizational ObjectivesiStockThinkstock.docx

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465 Current Procedural Terminology © 2015 American Medical Association. All Rights Reserved. Objectives Upon successful completion of this chapter, you should be able to: 1. Define key terms. 2. Explain the history of BlueCross and BlueShield. 3. Differentiate among BlueCross BlueShield plans. 4. Apply BlueCross BlueShield billing notes when completing CMS-1500 claims. 5. Complete BlueCross BlueShield primary and secondary claims. Key terms Away From Home Care® Program BCBS basic coverage BCBS major medical (MM) coverage BlueCard® BlueCard Worldwide® BlueCross BlueCross BlueShield (BCBS) BlueGeo® BlueShield coordinated home health and hospice care Federal Employee Health Benefits Program (FEHBP) Federal Employee Program (FEP) for-profit corporation Government-Wide Service Benefit Plan Healthcare Anywhere indemnity coverage medical emergency care rider Medicare supplemental plans member member hospital nonprofit corporation outpatient pretreatment authorization plan (OPAP) PPN provider precertification preferred provider network (PPN) prepaid health plan prospective authorization rider second surgical opinion (SSO) service location special accidental injury rider usual, customary, and reasonable (UCR) chapter Outline History of BlueCross and BlueShield BlueCross BlueShield Plans Billing Notes Claims Instructions BlueCross BlueShield Secondary Coverage BlueCross BlueShield chapter 13 47428_ch13_ptg01.indd 465 23/11/15 5:38 PM Copyright 2017 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s). Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it. Chapter 13466 Current Procedural Terminology © 2015 American Medical Association. All Rights Reserved. intrOductiOn BlueCross and BlueShield plans are perhaps the best known medical insurance programs in the United States. They began as two separate prepaid health plans selling contracts to individuals or groups for coverage of specified medical expenses as long as the premiums were paid. BCBS offer a number of products to subscribers. History of Bluecross and BluesHield Origin of BlueCross The forerunner of what is known today as the BlueCross plan began in 1929 when Baylor University Hospital in Dallas, Texas, approached teachers in the Dallas school district with a plan that would guarantee up to 21 days of hospi- talization per year for subscribers and each of their dependents, in exchange for a $6 annual premium. This prepaid health plan was accepted by the teachers and worked so well that the concept soon spread across the country. Early plans specified which hospital subscribers and their dependents could use f.

465 Current Procedural Terminology © 2015 American Medical A.docx

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450+ WordsDiscussion Questions What are the main tenants of.docx

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459- Provide a substantive response to at least two of your peers who presented an example that was not in your response. What did you learn from the examples they presented? Are you now more aware of the challenge of change in health care? Peer 1.Keneisha - In health care, the consistency of handling change is constant. Change is an effect of snowball within a healthcare facility. Improvement in one area may or may not impact another establishment area irrespective of the correlations. Eventually, change affects the whole organization. Electronic health records (EHR) and the Health Insurance Probability and Accountability Act (HIPPA) are two indicators of the healthcare industry. Although many resisted the change within the medical records and implemented EHR, the change made life much easier to navigate through with medical records. The move saved money and didn't have to use as many paper products. EHR made chart access and legibility much faster and easier to navigate through. Within the change, HIPAA was a little more complex. HIPPA has been introduced to allow an individual to change jobs and not to complicate the coverage of the modified work transaction. HIPAA is meant to protect the protection of patient information and not to be widely distributed. This also included training in patient privacy and security issues for each health care staff members. Reflecting on these two improvements show that once change is introduced, it can result in substantial change for the better and development of both staff and patients. Both need an open attitude and training, but implement a productive workflow. Peer 2. Qiana - Change is not always easy for anyone, and those in the healthcare field. Though change can be good because it can change or make the healthcare delivery systems better and meet those needs of their area. The healthcare environment continues to change and can be a challenge. With changing trends and concerns within healthcare settings, they can show the stages of life cycles within the organization and survival strategies. When rends change, there are changes that occur in case of patients and administrative support. (Liebler & McConnell, 2017). To ensure the survival of any organization change is essential to have a competitive edge in the healthcare environment. Often, for staff managers must be leaders during this process and try to make these changes go smoothly, because it can be difficult for employees. Healthcare managers must be able to manage change, even though it may be complicated. Being able to manage change can be difficult but all involved must be able to adapt, and it is the job of the manager to inform employees as well as constituents and help them to understand why the change is a necessity and their roles even though it may be difficult. The two examples of successful change I have chosen are Change as Opportunity: Y2K and A Study in Proactive Change: Electronic Health Records. The trn of the year 2.

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4th Grade Science-A Discussion of how Students Learn to Self Assess.docx

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