This document discusses the differences between leadership and management in public organizations. It defines leadership as establishing a goal and motivating people to work towards it, while management focuses more on processes. The document outlines several challenges for leadership in public administration, including effectively evaluating employee performance, dealing with organizational change, and making decisions that balance serving the public good with responsible governance. Leaders in public administration must be aware that their decisions impact citizens and are accountable to serving community needs.
Leadership in OrganizationsIntroductionLeadership is conside.docxsmile790243
Leadership in Organizations
Introduction
Leadership is considered to be the key requirement to have in any organization, because leadership involves the three main factors in any successful organization, which are influence, exercise of power and the achievement of objectives. In any organization, finding employees with outstanding leadership qualities is very crucial (Collins, 2011). “A leader is one who knows the way, goes the way, and shows the way” (Maxwell, 2009) which means that a person with great leadership skills can guide people to the right path of success. This report will cover the importance of having leadership skills inside organizations. The report will explain the definition of leadership, leadership qualities, and finally leadership styles.
Leadership
What is leadership? There is no absolute definition of what leadership is; however, there are common features that characterize its definition. Simply put, leadership can be defined as the process of influencing and directing people to accomplish a certain goal. Daft (1998) defined leadership as the art of influencing people to achieve certain goals. “Leadership is the ability to take an average team of individuals and transform them into superstars. The best leader is the one who inspires his workers to achieve greatness each and every day” (Falk, 2011) thus, leadership is very important in organizations, without leaders, no goals would be achieved, no employees would be trained, and productivity in organizations would move too slowly. Leadership and management go hand in hand, they have a lot of mutual factors; however, they do differ in their main roles. Mangers arrange, plan, coordinate, rely on control, ask questions such as how and when and mangers have short-range view. On the other hand, leaders, inspire, motivate, develop, rely on trust, leaders ask questions such as what and why and they have long-range view.
Leadership Qualities
There are certain qualities that every leader should have in order to be successful and productive. A person with leadership qualities must be as follows. Successful leaders have the quality of planning, Research confirms that a leader spends 80 per cent of his/her time in planning, while 20 per cent in implementation, and they leave nothing to chance (Keller, 2011). Also, a leader must have the quality of decision-making leaders have to make decisions and choices and do not wait for someone else to make these decisions for them. Leaders have to be good in social intelligence, as they have to be good at communicating with other people and being good listeners. Leaders must have vision to see what others don't see, they have to accept criticism and establish plans to achieve their goals. A leader should be intelligent, although, being a leader does not require being a genius, but a leader should have above-average intelligence, they have to be well positioned to deal with various information and difficult situations. Leaders of course sho ...
The Study is titled ―Leadership Styles: A Case Study of Syria‖. The main objectives of the research work are to identify and then analyze the political leadership style in Syria, to generate a profile of past, current and emerging leaders of Syria, to study the reasons that led to the uprising in Syria and to assess the future consequences of the decisions taken by the Political Leadership. The study will be descriptive in nature. Keeping in mind the objectives of the study, appropriate data will be collected from people and organizations from both, official and non-official, taking a look at the current and emerging leadership Styles in Syria. Survey for the political, security and economic situation will be carried. Both primary and secondary sources of data will be used for present research. For analysis and conclusion of the results of the survey, appropriate statistical tools and analysis will be done
Corporations often use different costs of capital for different op.docxvanesaburnand
Corporations often use different costs of capital for different operating divisions. Using an example, calculate the weighted cost of capital (WACC). What are some potential issues in using varying techniques for cost of capital for different divisions? If the overall company weighted average cost of capital (WACC) were used as the hurdle rate for all divisions, would more conservative or riskier divisions get a greater share of capital? Explain your reasoning. What are two techniques that you could use to develop a rough estimate for each division’s cost of capital? Your response should be 200 to 250 words
Running Head: LEADERSHIP THEORIES
LEADERSHIP THEORIES6
Assignment 1: Theories of Leadership
For all assignments, assume that the City Manager has hired you as the Chief of Staff for your local government. The City Manager has tasked you with developing and implementing the government’s new million dollar grant funded Public Leadership Academy. The mission of the Public Leadership Academy is to provide ongoing training and development of the local government’s current and prospective public leaders. This program was developed in an effort to build and sustain world class public leadership that exemplifies exceptional leadership traits and skills, while fostering long-term relationships internal and external stakeholders and constituents. In the upcoming weeks, you will deliver your first presentation to the government’s local councilpersons, in which you address the type of public leadership model(s) that is both needed within the local government for its public leaders and required to fulfil the mission of the Public Leadership Academy.
After careful review and analysis of the steps needed to meet your goal, your first assignment is to revisit the theories and styles of leadership. You will examine the theories and styles that support the role of the public leader.
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 4) under the following section headings:
· Defining The Public Leader (for Question 1)
· Leadership Theories (for Question 2)
· Leadership Styles (for Question 3)
Write a four to five (4-5) page paper in which you:
1. Determine two (2) leadership theories and two (2) leadership styles that support the definition of a public leader. Provide a rationale for your response.
2. Assess the effectiveness of the two (2) leadership theories from Question 1. Provide two (2) examples for each leadership theory.
3. Assess the effectiveness of the two (2) leadership styles from Question 1. Provide two (2) examples for each leadership style.
Question 1: Defining the Public Leader
Leadership is defined as the process by which a leader influences people to aid in the completion o.
This document discusses qualities of effective leadership. It examines different theories of leadership, including trait theory, which suggests that individuals become leaders because of innate traits they possess. Behavioral theories look at what leaders do rather than inherent qualities. Transformational leadership is discussed as a style that inspires followers and transforms organizations. Transformational leaders are described as charismatic figures who establish a vision and inspire commitment to higher goals from followers.
This document discusses qualities of effective leadership. It describes transformational leadership as inspiring followers to achieve higher goals and change organizations. Transformational leaders provide vision, intellectual stimulation, and individualized consideration. They adapt to changing environments by regularly revisiting the organization's mission and assessing performance through reflection. The document also discusses traits like drive and integrity that effective leaders possess. Overall, it emphasizes that effective leadership requires qualities like shared vision, open communication, empowering followers, and continual learning and improvement.
The document discusses essential management skills. It begins by outlining three types of managerial skills identified by Robert Katz: technical skills, conceptual skills, and human/interpersonal skills. It then lists and describes eight essential management skills, including project management, time management, conflict management, self management, team management, stress management, people management, and office management skills. The skills involve abilities such as planning, organizing, budgeting, communication, delegation, motivation, and overseeing administrative functions. Effective managers draw on various combinations of skills to achieve goals and lead others.
Applications of leadership theories in nigerian business organizationsAlexander Decker
This document discusses leadership theories and their applications in Nigerian business organizations. It begins by defining leadership and distinguishing it from management. It then reviews several leadership theories including path-goal theory, task-oriented leadership model, and integrative theory of leadership. The document finds that the organizations studied apply path-goal theory and task-oriented leadership model in their operations, resulting in low job satisfaction and high turnover among employees, as well as high job performance. It recommends that organizations adopt an integrative theory of leadership to account for different employee and environmental factors.
This document discusses principles of effective leadership according to Dr. Peter F. Drucker. It examines various theories of leadership, including trait theory, behavior theory, and transformational leadership. Transformational leaders inspire followers, challenge assumptions, and are focused on long-term vision. The document outlines qualities of effective transformational leaders, such as establishing a clear mission and vision, empowering others, and continually adapting to change. It advocates for reflective practice and sharing leadership throughout an organization.
Leadership in OrganizationsIntroductionLeadership is conside.docxsmile790243
Leadership in Organizations
Introduction
Leadership is considered to be the key requirement to have in any organization, because leadership involves the three main factors in any successful organization, which are influence, exercise of power and the achievement of objectives. In any organization, finding employees with outstanding leadership qualities is very crucial (Collins, 2011). “A leader is one who knows the way, goes the way, and shows the way” (Maxwell, 2009) which means that a person with great leadership skills can guide people to the right path of success. This report will cover the importance of having leadership skills inside organizations. The report will explain the definition of leadership, leadership qualities, and finally leadership styles.
Leadership
What is leadership? There is no absolute definition of what leadership is; however, there are common features that characterize its definition. Simply put, leadership can be defined as the process of influencing and directing people to accomplish a certain goal. Daft (1998) defined leadership as the art of influencing people to achieve certain goals. “Leadership is the ability to take an average team of individuals and transform them into superstars. The best leader is the one who inspires his workers to achieve greatness each and every day” (Falk, 2011) thus, leadership is very important in organizations, without leaders, no goals would be achieved, no employees would be trained, and productivity in organizations would move too slowly. Leadership and management go hand in hand, they have a lot of mutual factors; however, they do differ in their main roles. Mangers arrange, plan, coordinate, rely on control, ask questions such as how and when and mangers have short-range view. On the other hand, leaders, inspire, motivate, develop, rely on trust, leaders ask questions such as what and why and they have long-range view.
Leadership Qualities
There are certain qualities that every leader should have in order to be successful and productive. A person with leadership qualities must be as follows. Successful leaders have the quality of planning, Research confirms that a leader spends 80 per cent of his/her time in planning, while 20 per cent in implementation, and they leave nothing to chance (Keller, 2011). Also, a leader must have the quality of decision-making leaders have to make decisions and choices and do not wait for someone else to make these decisions for them. Leaders have to be good in social intelligence, as they have to be good at communicating with other people and being good listeners. Leaders must have vision to see what others don't see, they have to accept criticism and establish plans to achieve their goals. A leader should be intelligent, although, being a leader does not require being a genius, but a leader should have above-average intelligence, they have to be well positioned to deal with various information and difficult situations. Leaders of course sho ...
The Study is titled ―Leadership Styles: A Case Study of Syria‖. The main objectives of the research work are to identify and then analyze the political leadership style in Syria, to generate a profile of past, current and emerging leaders of Syria, to study the reasons that led to the uprising in Syria and to assess the future consequences of the decisions taken by the Political Leadership. The study will be descriptive in nature. Keeping in mind the objectives of the study, appropriate data will be collected from people and organizations from both, official and non-official, taking a look at the current and emerging leadership Styles in Syria. Survey for the political, security and economic situation will be carried. Both primary and secondary sources of data will be used for present research. For analysis and conclusion of the results of the survey, appropriate statistical tools and analysis will be done
Corporations often use different costs of capital for different op.docxvanesaburnand
Corporations often use different costs of capital for different operating divisions. Using an example, calculate the weighted cost of capital (WACC). What are some potential issues in using varying techniques for cost of capital for different divisions? If the overall company weighted average cost of capital (WACC) were used as the hurdle rate for all divisions, would more conservative or riskier divisions get a greater share of capital? Explain your reasoning. What are two techniques that you could use to develop a rough estimate for each division’s cost of capital? Your response should be 200 to 250 words
Running Head: LEADERSHIP THEORIES
LEADERSHIP THEORIES6
Assignment 1: Theories of Leadership
For all assignments, assume that the City Manager has hired you as the Chief of Staff for your local government. The City Manager has tasked you with developing and implementing the government’s new million dollar grant funded Public Leadership Academy. The mission of the Public Leadership Academy is to provide ongoing training and development of the local government’s current and prospective public leaders. This program was developed in an effort to build and sustain world class public leadership that exemplifies exceptional leadership traits and skills, while fostering long-term relationships internal and external stakeholders and constituents. In the upcoming weeks, you will deliver your first presentation to the government’s local councilpersons, in which you address the type of public leadership model(s) that is both needed within the local government for its public leaders and required to fulfil the mission of the Public Leadership Academy.
After careful review and analysis of the steps needed to meet your goal, your first assignment is to revisit the theories and styles of leadership. You will examine the theories and styles that support the role of the public leader.
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 4) under the following section headings:
· Defining The Public Leader (for Question 1)
· Leadership Theories (for Question 2)
· Leadership Styles (for Question 3)
Write a four to five (4-5) page paper in which you:
1. Determine two (2) leadership theories and two (2) leadership styles that support the definition of a public leader. Provide a rationale for your response.
2. Assess the effectiveness of the two (2) leadership theories from Question 1. Provide two (2) examples for each leadership theory.
3. Assess the effectiveness of the two (2) leadership styles from Question 1. Provide two (2) examples for each leadership style.
Question 1: Defining the Public Leader
Leadership is defined as the process by which a leader influences people to aid in the completion o.
This document discusses qualities of effective leadership. It examines different theories of leadership, including trait theory, which suggests that individuals become leaders because of innate traits they possess. Behavioral theories look at what leaders do rather than inherent qualities. Transformational leadership is discussed as a style that inspires followers and transforms organizations. Transformational leaders are described as charismatic figures who establish a vision and inspire commitment to higher goals from followers.
This document discusses qualities of effective leadership. It describes transformational leadership as inspiring followers to achieve higher goals and change organizations. Transformational leaders provide vision, intellectual stimulation, and individualized consideration. They adapt to changing environments by regularly revisiting the organization's mission and assessing performance through reflection. The document also discusses traits like drive and integrity that effective leaders possess. Overall, it emphasizes that effective leadership requires qualities like shared vision, open communication, empowering followers, and continual learning and improvement.
The document discusses essential management skills. It begins by outlining three types of managerial skills identified by Robert Katz: technical skills, conceptual skills, and human/interpersonal skills. It then lists and describes eight essential management skills, including project management, time management, conflict management, self management, team management, stress management, people management, and office management skills. The skills involve abilities such as planning, organizing, budgeting, communication, delegation, motivation, and overseeing administrative functions. Effective managers draw on various combinations of skills to achieve goals and lead others.
Applications of leadership theories in nigerian business organizationsAlexander Decker
This document discusses leadership theories and their applications in Nigerian business organizations. It begins by defining leadership and distinguishing it from management. It then reviews several leadership theories including path-goal theory, task-oriented leadership model, and integrative theory of leadership. The document finds that the organizations studied apply path-goal theory and task-oriented leadership model in their operations, resulting in low job satisfaction and high turnover among employees, as well as high job performance. It recommends that organizations adopt an integrative theory of leadership to account for different employee and environmental factors.
This document discusses principles of effective leadership according to Dr. Peter F. Drucker. It examines various theories of leadership, including trait theory, behavior theory, and transformational leadership. Transformational leaders inspire followers, challenge assumptions, and are focused on long-term vision. The document outlines qualities of effective transformational leaders, such as establishing a clear mission and vision, empowering others, and continually adapting to change. It advocates for reflective practice and sharing leadership throughout an organization.
4.0 Leadership Skills in Hospitality Sector (002).pdfUmeeNausheera
This document discusses leadership skills needed in the hospitality sector in the era of Industry 4.0. It begins with an introduction to the changing business environment and increased importance of leadership. It then reviews theories of transactional and transformational leadership. The literature review examines prior research on competencies for the hospitality sector, finding that interpersonal skills remain important but some roles now require digital skills. Studies identified top skills as including communication, problem-solving, teamwork, customer service, and technology use. The document aims to identify leadership skill profiles needed in Industry 4.0 hospitality organizations.
3In the previous chapter, we reviewed how theorists’ view .docxtamicawaysmith
This document summarizes a chapter on relational leadership. It discusses how leadership is understood as a complex process involving relationships. A relational leadership model is presented that focuses on five key components: being purposeful, inclusive, empowering, ethical, and process-oriented. The chapter emphasizes that leadership is a collaborative process where developing a shared vision and purpose among members is important. It also discusses how the knowing-being-doing framework relates to leadership development.
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Definition Essay Leadership
This document provides an overview of key concepts from chapters in the book Management of Organizational Behavior by Paul Hersey, Kenneth Blanchard, and Dewey E. Johnson related to situational leadership theory. It discusses four leadership styles characterized by varying levels of task behavior and relationship behavior. Situational leadership theory states there is no single best leadership style and the most effective style depends on the readiness level of the followers. The document also summarizes concepts about developing human resources, effective communication, group dynamics, and performance management from the perspective of situational leadership.
Relevance Of Personality And PsychopathyCarmen Martin
This document discusses leadership styles and organizational culture. It begins by defining leadership and describing Blake and Mouton's managerial grid model, which identifies five leadership styles based on concern for production and people. It then analyzes the leadership styles of Coach Krzyzewski and Coach Knight, concluding that Krzyzewski exemplifies team management while Knight alternates between country club management and authority-compliance. The document also examines organizational culture and the impact of different leadership approaches.
This document provides an introduction and overview of leadership and management. It begins by defining key terms like manager and leader. It then discusses the differences between managers and leaders as well as between management and leadership. The document also covers the historical development of management theories from bureaucracy to scientific management to human relations approaches. Finally, it discusses several approaches to leadership, including traditional, contingency, situational, and path-goal theories of leadership.
Management involves guiding resources to achieve organizational goals through a process of planning, organizing, staffing, leading, and controlling. Scientific management pioneered by Frederick Taylor emphasized setting standards for tasks and using scientific methods like time studies. It aimed to increase efficiency through principles like separating planning from doing work, specialization of roles, standardization, and mental revolution among workers. Later theorists viewed management also as a process of coordination to achieve goals or as performing managerial functions. Effective management requires skills that vary at different levels from technical to conceptual.
This document discusses different theories and approaches to leadership. It covers:
1. Three main types of leadership: political, administrative, and civic. Political leaders work for their party's benefit while administrators run the government. Civic leadership focuses on roles outside of government.
2. Five major leadership theories: trait theory, behavioral theory, transactional theory, transformational theory, and McGregor's Theory X and Theory Y. Each theory examines different aspects of how leaders influence followers.
3. Key approaches to studying leadership including centered, relational, institutional, contextual, performative, and ethical approaches. These look at both individual leaders and how leadership is shaped by relationships and societal contexts.
This document provides an introduction to management, including definitions of management, the nature and importance of management, and the functions and levels of management. Some key points:
- Management involves planning, organizing, staffing, directing, and controlling organizational resources and activities to achieve goals. It is the process of working with and through people.
- Management principles have both universal and situational aspects and are drawn from various disciplines like psychology, economics, and statistics. Management can be considered both an art and a science.
- The importance of management includes effective resource utilization, development of resources, ensuring organizational continuity, and integrating various stakeholder groups.
- Managers at different levels perform different functions, with top managers
This document presents a multi-dimensional leadership model that maps four leadership styles (autocratic, audecratic, democratic, and laissez-faire) to nine critical follower outcomes based on leadership theories and perceptions. Each style is associated with a perception (negative, neutral, positive, one-man) and leads to a range of outcomes for motivation, trust, commitment, etc. The outcomes determine the leader-follower relationship effectiveness and satisfaction levels. The model aims to help managers understand how their preferred style may impact followers based on literature. It acknowledges exceptions may exist and is not endorsing any single style.
The document provides definitions and explanations of key management concepts including:
- The four functions of management are planning, organizing, directing, and controlling.
- Management roles include interpersonal, informational, and decisional roles.
- There are three levels of management - top level, middle level, and lower/supervisory level.
The document discusses each of these concepts in detail, outlining their purpose and how they relate to effective organizational management.
This document discusses leadership styles and interpersonal trust in organizational settings. It aims to study different leadership styles using the Multifactor Leadership Questionnaire and understand their relationship with interpersonal trust among employees, as measured by an Interpersonal Trust Scale. Specifically, it seeks to understand how leadership style impacts employee trust and how choosing the right style for a given situation can increase trust within an organization.
The document discusses different theories and styles of leadership. It defines leadership as motivating a group towards a common goal and discusses theories such as charismatic leadership, trait theory, and functional theory. It also outlines transactional and transformational leadership styles and Kurt Lewin's three leadership styles: autocratic, participative, and laissez-faire. The document concludes by discussing leadership in organizations and defining a leader as someone who influences others towards a specific result through qualities such as integrity, communication, empathy and courage.
You will submit your proposal as a text-based Word or PDF file. AnastaciaShadelb
You will submit your proposal as a text-based Word or PDF file.
Your research proposal should include the following:
Your selected global ethical dilemma
Background/explanation of why this is a global ethical issue
Make connections to issues of cultural diversity
Research question
Two scholarly, peer-reviewed sources connected to your selected topic (cited in current APA format)
***NOTE***
RESEARCH IS ON GENDER DISCRIMINATION
...
What is Family Resource Management and why is it important to tAnastaciaShadelb
"What is Family Resource Management and why is it important to today's American family?"
Goldsmith, E. B., & GOLDSMITH, E. B. (2003). Resource Management. In J. J. Ponzetti Jr. (Ed.),
International encyclopedia of marriage and family
(2nd ed.). Farmington, MI: Gale. Retrieved from
RESOURCE MANAGEMENT
from
International Encyclopedia of Marriage and Family
Resource management
is the process in which individuals and families use what they have to get what they want. It begins with thinking and planning and ends with the evaluation of actions taken. Three fundamental concepts in resource management are
values, goals
, and
decision making.
Values such as honesty and trust are principles that guide behavior. They are desirable or important and serve as underlying motivators. Values determine goals, which are sought-after end results. Goals can be implicit or explicit. They can be short-term, intermediate-, or long-term. Decisions are conclusions or judgments about some issue or matter.
Decision making
involves choosing between two or more alternatives and follows a series of steps from inception to evaluation.
Through choices, individuals and families define their lives and influence the lives of others. The study of resource management focuses on order, choices, and control, and how people use time, energy, money, physical space, and information. As an applied social science, it is an academic field that is fundamental to our understanding of human behavior. "The knowledge obtained through the study of management is evaluated in light of its ability to make an individual's or family's management practice more effective" (Goldsmith 2000, p. 5).
Individuals and families have characteristic ways of making decisions and acting called their
management style.
Although similar styles are exhibited within families (such as a tendency to be on time or to finish tasks to completion), there are also wide ranges of styles within families making the study of management intrinsically interesting, especially from a
socialization
point of view. Why do such differences exist and how does the individual's style mesh with that of the other members' styles in the family?
Measuring devices, techniques, or instruments that are used to make decisions and plan courses of action are called management tools. For example, time is a resource and a clock or stopwatch is a management tool.
Resources can be divided up into human and material resources, assets that people have at their disposal.
Material resources
(e.g., bridges, roads, houses) decline through use whereas
human resources
(e.g., the ability to read, ride a bicycle) improve or increase through use.
Human capital
describes the sum total of a person's abilities, knowledge, and skills. Education is one way to develop human capital. Related to this is the concept of social capital. The term
social capital
is gaining in importance in the family-relations field and management is considered ...
What can you do as a teacher to manage the dynamics of diversityAnastaciaShadelb
What can you do as a teacher to manage the dynamics of diversity in your classroom? How can you differentiate for the culturally diverse students in your classroom to ensure a safe, supportive, compassionate, and caring learning environment without compromising your personal values and spiritual beliefs?
...
Week 4 APN Professional Development Plan PaperPurpose The purAnastaciaShadelb
Week 4: APN Professional Development Plan Paper
Purpose
The purpose of this assignment is to provide the student with an opportunity to explore the nurse practitioner (NP) practice requirements in his/her state of practice, NP competencies and leadership skills to develop a plan to support professional development.
Activity Learning Outcomes
Through this assignment, the student will demonstrate the ability to:
1. Examine roles and competencies of advanced practice nurses essential to performing as leaders and advocates of holistic, safe, and quality care. (CO1)
2. Analyze essential skills needed to lead within the context of complex systems. (CO3)
3. Explore the process of scholarship engagement to improve health and healthcare outcomes in various settings. (CO4)
Due Date
Assignment should be submitted to the Week 4 Roles in APN Professional Development Plan dropbox by Sunday 11:59 p.m. MST at the end of Week 4.
When the assignment is placed in the dropbox, it will automatically be submitted to Turnitin. You may submit the assignment one additional time before the due date to lower the Turnitin score. If you choose to resubmit, the second submission will be considered final and subject to grading. Once the due date for the assignment passes, you may not resubmit to lower a Turnitin score.
This assignment will follow the late assignment policy specified in the course syllabus.
Students are expected to submit assignments by the time they are due. Assignments submitted after the due date and time will receive a deduction of 10% of the total points possible for that assignment for each day the assignment is late. Assignments will be accepted, with penalty as described, up to a maximum of three days late, after which point a zero will be recorded for the assignment.
In the event of a situation that prevents timely submission of an assignment, students may petition their instructor for a waiver of the late submission grade reduction. The instructor will review the student's rationale for the request and make a determination based on the merits of the student's appeal. Consideration of the student's total course performance to date will be a contributing factor in the determination. Students should continue to attend class, actively participate, and complete other assignments while the appeal is pending.
Total Points Possible: 200
Requirements
A
Week 4 Paper Template to be used for your assignment is required for this assignment.
1. The
APN Professional Development Plan paper is worth 200 points and will be graded on the quality of the content, use of citations, use of Standard English grammar, sentence structure, and overall organization based on the required components as summarized in the directions and grading criteria/rubric.
2. Submit the paper as a Microsoft Word Document, which is the required format at Chamberlain University. You are encouraged to use the APA Academic Writer and G ...
TopicTransitions of Care in Long- Term Care (LTC)Discuss CAnastaciaShadelb
Topic:
Transitions of Care in Long- Term Care (LTC):
Discuss Care Coordination, Subacute Care, Post-Acute care, and the impact of U.S Healthcare Policies and Regulations on transitions of care
Details:
·
2 pages
·
APA 7 th edition reference style with recent references within the last 5 years
·
3 references
Health Financial ManagementRead this article: Hirsch, J.A., Harvey, H.B., Barr, R. M., Donovan, W. D., Duszak, R., Nicola, G. N., ... & Manchikanti, L. (2016): ‘’Sustainable Growth Rate Repealed, MACRA Revealed: Historical Context and Analysis of Recent Changes in Medicare Physician Payment Methodologies’’
Once you have read the article, discuss the Medicare Sustainable Growth Rate. “The SGR target is calculated on the basis of projected changes in 4 factors:
1) fees for physicians’ services,
2) the number of Medicare beneficiaries,
3) US gross domestic product, and
4) service expenditures based on changing law or regulations (Hirsch, et al. 2016).”
How have these 4 factors been tied to fiscal performance? Find some additional sources and support your position in few paragraphs.
Details
- 2 pages
- 3 PARAGRAPHS ONLY
· Paragraph 1 – answer the question, supporting your answer by citing from the RELIABLE SOURCES using proper APA format. Terms need to be defined in order to receive as many points as possible.
· Paragraph 2 – expand your answer by including additional information and opinions
·
· Paragraph 3 – Summarize your answer, concluding with a thought or an opinion of your own.
- APA 7 th edition reference style with recent references within the last 5 years
- 3 references
...
Topic Hepatitis B infection Clinical Practice PresenAnastaciaShadelb
Topic: Hepatitis B infection
Clinical Practice Presentation . The focus of the presentation
must reflect current treatment recommendations from accepted professional organizations.
Clinical Standard of Practice Presentation
Students are expected to expand their use of resources for evidence-based practice beyond the required text and explore nursing and related literature to improve their understanding and application of advanced interventions. Each student will present a Clinical Practice Presentation. The focus of the presentation must reflect current treatment recommendations from accepted professional organizations. Presentations will be evaluated related to the criteria listed.
Presentations must be no more than twelve slides in a PowerPoint format with a Reference List in APA format which once done must be sent by email to me and/or posted on week of the due time frame. Topics will be listed, and students must sign up for presentation by the second week of the course..
image1.png
...
The Fresh Detergent CaseEnterprise Industries produces Fresh, AnastaciaShadelb
The Fresh Detergent Case
Enterprise Industries produces Fresh, a brand of liquid detergent. In order to more effectively manage its inventory, the company would like to better predict demand for Fresh. To develop a prediction model, the company has gathered data concerning demand for Fresh over the last 33 sales periods. Each sales period is defined as one month. The variables are as follows:
·
Period = Time period in month
·
Demand = Y = demand for a large size bottle of Fresh (in 100,000)
·
Price = the price of Fresh as offered by Ent. Industries
·
AIP = the Average Industry Price
·
ADV = Enterprise Industries Advertising Expenditure (in $100,000) to Promote Fresh in the sales period.
·
DIFF = AIP - Price = the "price difference" in the sales period
Only the trend of PRICE is negative. Other four variables have positive trends. However, the R2 values suggest that for ADV and DEMAND only the linear model is explained by the data points moderately (66% and 51% respectively). For all the other three variables, the R2 values are too poor to accept the models as adequates because very few percent of data points actually represents the linear model.
As expected, the Demand is negatively correlated with Price. But the regression line equation cannot be relied upon due to poor R2 value. For other three variables, there is a positive correlation. Out of these, for the ADV variable, the regression line can be adequate for the R2 value is moderately higher.
Interpretation
Strong positive correlation is found between
1. PERIOD and ADV
2. PERIOD and DEMAND
3. AIP and DIFF
4. DIFF and ADV
5. DIFF and DEMAND
6. ADV and DEMAND
Strong negative correlation exists between
1. PRICE and DIFF
2. PRICE and ADV
3. PRICE and DEMAND
PERIOD
DEMAND
Forecast
MA(3)
Forecast
MA(6)
Absotute Error - MA(3)
Absotute Error - MA(6)
1
9.4
2
10.3
3
11.5
4
11.1
10.4
0.7
5
11
11.0
0.0
6
10.5
11.2
0.7
7
10.2
10.9
10.6
0.7
0.4
8
8.9
10.6
10.8
1.7
1.9
9
8.3
9.9
10.5
1.6
2.2
10
8.12
9.1
10.0
1.0
1.9
11
8.8
8.4
9.5
0.4
0.7
12
9.8
8.4
9.1
1.4
0.7
13
10.1
8.9
9.0
1.2
1.1
14
11.3
9.6
9.0
1.7
2.3
15
12.5
10.4
9.4
2.1
3.1
16
12.4
11.3
10.1
1.1
2.3
17
12.1
12.1
10.8
0.0
1.3
18
11.8
12.3
11.4
0.5
0.4
19
11.5
12.1
11.7
0.6
0.2
20
11
11.8
11.9
0.8
0.9
21
10.2
11.4
11.9
1.2
1.7
22
10.3
10.9
11.5
0.6
1.2
23
10.9
10.5
11.2
0.4
0.2
24
11.2
10.5
11.0
0.7
0.2
25
12.5
10.8
10.9
1.7
1.7
26
13.4
11.5
11.0
1.9
2.4
27
14.7
12.4
11.4
2.3
3.3
28
14.1
13.5
12.2
0.6
1.9
29
14
14.1
12.8
0.1
1.2
30
13.5
14.3
13.3
0.8
0.2
31
13.5
13.9
13.7
0.4
0.2
32
13.1
13.7
13.9
0.6
0.8
33
12.5
13.4
13.8
0.9
1.3
34
13.0
13.5
MAD =
0.9
1.3
Since MAD of MA(3) is less than that of MA(6), we should be preferring MA(3) over MA(6). However, Moving average may not be a good choice for predicting the demand because there is a clear p ...
tables, images, research tools, mail merges, and much more. Tell us AnastaciaShadelb
tables, images, research tools, mail merges, and much more. Tell us how these features can help you collaborate and work with others? What feature surprised you the most? Do you think you can do better research documents after this week? Why are tools such as spelling and translation so important specially in the United States? Add a PowerPoint and a word document
...
TBSB NetworkThe Best Sports Broadcasting Network is home to alAnastaciaShadelb
TBSB Network
The Best Sports Broadcasting Network is home to all college football games, events, and updates. From Alabama and Clemson to Mount Union and Wheaton College, Division 1 to Division 3 top to bottom 24/7 college football. Being a college football athlete myself and having played at Clemson University and now here at University of Maryland I understand the different levels of exposure programs and athletes get even across power 5 conferences there is some exposure but different and some more than others. What my goal and plan for TBSB is that we bring the same amounts of awareness and exposure to their programs that the Clemson’s and Alabama’s receive to their programs.
After conducting many research experiments on former college athletes as well as parents, family members of student athletes, and fans I learned that they are not happy with not having the chance to always support and watch programs who aren’t top tier and do not have the same lime light as others. I also found that there is not one particular network that shows all power 5 conference football games on Saturdays, there are different networks you have to pay for monthly to keep up with all football games from different conferences. For example, you have ACC Network, Big 10 Network, and SEC Network for each of these networks you need a different subscription and or certain cable plan. With TBSB we are putting all of these networks under one station to give families, fans, and much more the best possible experience.
I feel like this network will be beneficial to many different people starting with the players. Giving all players who are not receiving a lot of exposure this prime television opportunity for family and friends to watch and cheer them on. Also giving these players opportunities to be evaluated, and scouted by the NFL for those who have that desire. This network will also be beneficial to the university itself, football programs have a chance to increase school’s revenue at any given time. Putting these different schools in the lime light will increase the chances to help up school’s revenue. Last but not least TBSB will be beneficial to families, friends, fans, and much more the people who are not able to make it to the games but would still love to support and cheer on these programs. With the click of a button all of their problems are solved with TBSB giving them the chance to watch not only the games of their loved ones but any other college football games of their choice.
Currently, I am in the process of finalizing the concept and sources of revenue, as of now my guaranteed sources of revenue will come from customers who sign up they will pay a monthly fee. My next source of revenue I want to work with television companies to have TBSB added to their channel listings and work with these different companies for another stream of revenue. These are my biggest “road blocks” at the moment. I also will have to find workers who are willing and dedica ...
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You will submit your proposal as a text-based Word or PDF file. AnastaciaShadelb
You will submit your proposal as a text-based Word or PDF file.
Your research proposal should include the following:
Your selected global ethical dilemma
Background/explanation of why this is a global ethical issue
Make connections to issues of cultural diversity
Research question
Two scholarly, peer-reviewed sources connected to your selected topic (cited in current APA format)
***NOTE***
RESEARCH IS ON GENDER DISCRIMINATION
...
What is Family Resource Management and why is it important to tAnastaciaShadelb
"What is Family Resource Management and why is it important to today's American family?"
Goldsmith, E. B., & GOLDSMITH, E. B. (2003). Resource Management. In J. J. Ponzetti Jr. (Ed.),
International encyclopedia of marriage and family
(2nd ed.). Farmington, MI: Gale. Retrieved from
RESOURCE MANAGEMENT
from
International Encyclopedia of Marriage and Family
Resource management
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values, goals
, and
decision making.
Values such as honesty and trust are principles that guide behavior. They are desirable or important and serve as underlying motivators. Values determine goals, which are sought-after end results. Goals can be implicit or explicit. They can be short-term, intermediate-, or long-term. Decisions are conclusions or judgments about some issue or matter.
Decision making
involves choosing between two or more alternatives and follows a series of steps from inception to evaluation.
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management style.
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socialization
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Material resources
(e.g., bridges, roads, houses) decline through use whereas
human resources
(e.g., the ability to read, ride a bicycle) improve or increase through use.
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Week 4: APN Professional Development Plan Paper
Purpose
The purpose of this assignment is to provide the student with an opportunity to explore the nurse practitioner (NP) practice requirements in his/her state of practice, NP competencies and leadership skills to develop a plan to support professional development.
Activity Learning Outcomes
Through this assignment, the student will demonstrate the ability to:
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2. Analyze essential skills needed to lead within the context of complex systems. (CO3)
3. Explore the process of scholarship engagement to improve health and healthcare outcomes in various settings. (CO4)
Due Date
Assignment should be submitted to the Week 4 Roles in APN Professional Development Plan dropbox by Sunday 11:59 p.m. MST at the end of Week 4.
When the assignment is placed in the dropbox, it will automatically be submitted to Turnitin. You may submit the assignment one additional time before the due date to lower the Turnitin score. If you choose to resubmit, the second submission will be considered final and subject to grading. Once the due date for the assignment passes, you may not resubmit to lower a Turnitin score.
This assignment will follow the late assignment policy specified in the course syllabus.
Students are expected to submit assignments by the time they are due. Assignments submitted after the due date and time will receive a deduction of 10% of the total points possible for that assignment for each day the assignment is late. Assignments will be accepted, with penalty as described, up to a maximum of three days late, after which point a zero will be recorded for the assignment.
In the event of a situation that prevents timely submission of an assignment, students may petition their instructor for a waiver of the late submission grade reduction. The instructor will review the student's rationale for the request and make a determination based on the merits of the student's appeal. Consideration of the student's total course performance to date will be a contributing factor in the determination. Students should continue to attend class, actively participate, and complete other assignments while the appeal is pending.
Total Points Possible: 200
Requirements
A
Week 4 Paper Template to be used for your assignment is required for this assignment.
1. The
APN Professional Development Plan paper is worth 200 points and will be graded on the quality of the content, use of citations, use of Standard English grammar, sentence structure, and overall organization based on the required components as summarized in the directions and grading criteria/rubric.
2. Submit the paper as a Microsoft Word Document, which is the required format at Chamberlain University. You are encouraged to use the APA Academic Writer and G ...
TopicTransitions of Care in Long- Term Care (LTC)Discuss CAnastaciaShadelb
Topic:
Transitions of Care in Long- Term Care (LTC):
Discuss Care Coordination, Subacute Care, Post-Acute care, and the impact of U.S Healthcare Policies and Regulations on transitions of care
Details:
·
2 pages
·
APA 7 th edition reference style with recent references within the last 5 years
·
3 references
Health Financial ManagementRead this article: Hirsch, J.A., Harvey, H.B., Barr, R. M., Donovan, W. D., Duszak, R., Nicola, G. N., ... & Manchikanti, L. (2016): ‘’Sustainable Growth Rate Repealed, MACRA Revealed: Historical Context and Analysis of Recent Changes in Medicare Physician Payment Methodologies’’
Once you have read the article, discuss the Medicare Sustainable Growth Rate. “The SGR target is calculated on the basis of projected changes in 4 factors:
1) fees for physicians’ services,
2) the number of Medicare beneficiaries,
3) US gross domestic product, and
4) service expenditures based on changing law or regulations (Hirsch, et al. 2016).”
How have these 4 factors been tied to fiscal performance? Find some additional sources and support your position in few paragraphs.
Details
- 2 pages
- 3 PARAGRAPHS ONLY
· Paragraph 1 – answer the question, supporting your answer by citing from the RELIABLE SOURCES using proper APA format. Terms need to be defined in order to receive as many points as possible.
· Paragraph 2 – expand your answer by including additional information and opinions
·
· Paragraph 3 – Summarize your answer, concluding with a thought or an opinion of your own.
- APA 7 th edition reference style with recent references within the last 5 years
- 3 references
...
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Topic: Hepatitis B infection
Clinical Practice Presentation . The focus of the presentation
must reflect current treatment recommendations from accepted professional organizations.
Clinical Standard of Practice Presentation
Students are expected to expand their use of resources for evidence-based practice beyond the required text and explore nursing and related literature to improve their understanding and application of advanced interventions. Each student will present a Clinical Practice Presentation. The focus of the presentation must reflect current treatment recommendations from accepted professional organizations. Presentations will be evaluated related to the criteria listed.
Presentations must be no more than twelve slides in a PowerPoint format with a Reference List in APA format which once done must be sent by email to me and/or posted on week of the due time frame. Topics will be listed, and students must sign up for presentation by the second week of the course..
image1.png
...
The Fresh Detergent CaseEnterprise Industries produces Fresh, AnastaciaShadelb
The Fresh Detergent Case
Enterprise Industries produces Fresh, a brand of liquid detergent. In order to more effectively manage its inventory, the company would like to better predict demand for Fresh. To develop a prediction model, the company has gathered data concerning demand for Fresh over the last 33 sales periods. Each sales period is defined as one month. The variables are as follows:
·
Period = Time period in month
·
Demand = Y = demand for a large size bottle of Fresh (in 100,000)
·
Price = the price of Fresh as offered by Ent. Industries
·
AIP = the Average Industry Price
·
ADV = Enterprise Industries Advertising Expenditure (in $100,000) to Promote Fresh in the sales period.
·
DIFF = AIP - Price = the "price difference" in the sales period
Only the trend of PRICE is negative. Other four variables have positive trends. However, the R2 values suggest that for ADV and DEMAND only the linear model is explained by the data points moderately (66% and 51% respectively). For all the other three variables, the R2 values are too poor to accept the models as adequates because very few percent of data points actually represents the linear model.
As expected, the Demand is negatively correlated with Price. But the regression line equation cannot be relied upon due to poor R2 value. For other three variables, there is a positive correlation. Out of these, for the ADV variable, the regression line can be adequate for the R2 value is moderately higher.
Interpretation
Strong positive correlation is found between
1. PERIOD and ADV
2. PERIOD and DEMAND
3. AIP and DIFF
4. DIFF and ADV
5. DIFF and DEMAND
6. ADV and DEMAND
Strong negative correlation exists between
1. PRICE and DIFF
2. PRICE and ADV
3. PRICE and DEMAND
PERIOD
DEMAND
Forecast
MA(3)
Forecast
MA(6)
Absotute Error - MA(3)
Absotute Error - MA(6)
1
9.4
2
10.3
3
11.5
4
11.1
10.4
0.7
5
11
11.0
0.0
6
10.5
11.2
0.7
7
10.2
10.9
10.6
0.7
0.4
8
8.9
10.6
10.8
1.7
1.9
9
8.3
9.9
10.5
1.6
2.2
10
8.12
9.1
10.0
1.0
1.9
11
8.8
8.4
9.5
0.4
0.7
12
9.8
8.4
9.1
1.4
0.7
13
10.1
8.9
9.0
1.2
1.1
14
11.3
9.6
9.0
1.7
2.3
15
12.5
10.4
9.4
2.1
3.1
16
12.4
11.3
10.1
1.1
2.3
17
12.1
12.1
10.8
0.0
1.3
18
11.8
12.3
11.4
0.5
0.4
19
11.5
12.1
11.7
0.6
0.2
20
11
11.8
11.9
0.8
0.9
21
10.2
11.4
11.9
1.2
1.7
22
10.3
10.9
11.5
0.6
1.2
23
10.9
10.5
11.2
0.4
0.2
24
11.2
10.5
11.0
0.7
0.2
25
12.5
10.8
10.9
1.7
1.7
26
13.4
11.5
11.0
1.9
2.4
27
14.7
12.4
11.4
2.3
3.3
28
14.1
13.5
12.2
0.6
1.9
29
14
14.1
12.8
0.1
1.2
30
13.5
14.3
13.3
0.8
0.2
31
13.5
13.9
13.7
0.4
0.2
32
13.1
13.7
13.9
0.6
0.8
33
12.5
13.4
13.8
0.9
1.3
34
13.0
13.5
MAD =
0.9
1.3
Since MAD of MA(3) is less than that of MA(6), we should be preferring MA(3) over MA(6). However, Moving average may not be a good choice for predicting the demand because there is a clear p ...
tables, images, research tools, mail merges, and much more. Tell us AnastaciaShadelb
tables, images, research tools, mail merges, and much more. Tell us how these features can help you collaborate and work with others? What feature surprised you the most? Do you think you can do better research documents after this week? Why are tools such as spelling and translation so important specially in the United States? Add a PowerPoint and a word document
...
TBSB NetworkThe Best Sports Broadcasting Network is home to alAnastaciaShadelb
TBSB Network
The Best Sports Broadcasting Network is home to all college football games, events, and updates. From Alabama and Clemson to Mount Union and Wheaton College, Division 1 to Division 3 top to bottom 24/7 college football. Being a college football athlete myself and having played at Clemson University and now here at University of Maryland I understand the different levels of exposure programs and athletes get even across power 5 conferences there is some exposure but different and some more than others. What my goal and plan for TBSB is that we bring the same amounts of awareness and exposure to their programs that the Clemson’s and Alabama’s receive to their programs.
After conducting many research experiments on former college athletes as well as parents, family members of student athletes, and fans I learned that they are not happy with not having the chance to always support and watch programs who aren’t top tier and do not have the same lime light as others. I also found that there is not one particular network that shows all power 5 conference football games on Saturdays, there are different networks you have to pay for monthly to keep up with all football games from different conferences. For example, you have ACC Network, Big 10 Network, and SEC Network for each of these networks you need a different subscription and or certain cable plan. With TBSB we are putting all of these networks under one station to give families, fans, and much more the best possible experience.
I feel like this network will be beneficial to many different people starting with the players. Giving all players who are not receiving a lot of exposure this prime television opportunity for family and friends to watch and cheer them on. Also giving these players opportunities to be evaluated, and scouted by the NFL for those who have that desire. This network will also be beneficial to the university itself, football programs have a chance to increase school’s revenue at any given time. Putting these different schools in the lime light will increase the chances to help up school’s revenue. Last but not least TBSB will be beneficial to families, friends, fans, and much more the people who are not able to make it to the games but would still love to support and cheer on these programs. With the click of a button all of their problems are solved with TBSB giving them the chance to watch not only the games of their loved ones but any other college football games of their choice.
Currently, I am in the process of finalizing the concept and sources of revenue, as of now my guaranteed sources of revenue will come from customers who sign up they will pay a monthly fee. My next source of revenue I want to work with television companies to have TBSB added to their channel listings and work with these different companies for another stream of revenue. These are my biggest “road blocks” at the moment. I also will have to find workers who are willing and dedica ...
SU_NSG6430_week2_A2_Pand
ey_R.docx
by Ram Pandey
Submission date: 04-Sep-2020 06:47PM (UTC-0400)
Submission ID: 1379955415
File name: SU_NSG6430_week2_A2_Pandey_R.docx (20.8K)
Word count: 685
Character count: 4114
89%
SIMILARITY INDEX
42%
INTERNET SOURCES
2%
PUBLICATIONS
89%
STUDENT PAPERS
1 89%
Exclude quotes Off
Exclude bibliography Off
Exclude matches Off
SU_NSG6430_week2_A2_Pandey_R.docx
ORIGINALITY REPORT
PRIMARY SOURCES
Submitted to South University
Student Paper
FINAL GRADE
/20
SU_NSG6430_week2_A2_Pandey_R.docx
GRADEMARK REPORT
GENERAL COMMENTS
Instructor
PAGE 1
PAGE 2
PAGE 3
PAGE 4
SU_NSG6430_week2_A2_Pandey_R.docxby Ram PandeySU_NSG6430_week2_A2_Pandey_R.docxORIGINALITY REPORTPRIMARY SOURCESSU_NSG6430_week2_A2_Pandey_R.docxGRADEMARK REPORTFINAL GRADEGENERAL COMMENTSInstructor
SOAP NOTE
Name: MT
Date:12/3/19
Time: 0930
Encounter 2
Age: 32
Sex: Female
SUBJECTIVE
CC:
“I need to start on birth control, I just don’t know which one to go on as there are so many to choose from.”
HPI:
30 -year-old Asian American female that presents to the clinic requesting to start birth control.
Medication: (list with reason for med)
PT is not taking any medication currently
PMH: None
Allergies: Does not have any food or drug allergies
Medication Intolerances: None
Chronic Illnesses/Major traumas:
Patient denies any medical trauma
Chronic Health Problems: No known chronic health problems
Hospitalization/Surgeries: None
Family History: Mother Healthy. Father HTN. Sister Healthy. Brother autism
Social History:
Social history is negative for ETOH and she denies past or present illicit drug use. Denies present use of tobacco. States she does exercise regularly, and is not on a specific diet. Pt is currently in school for accounting.
ROS
General:
Patient denies weight change, fatigue, fever, chills, night sweats, energy level
Cardiovascular:
Denies any episodes of chest pain, palpitations, syncope or orthopnea.
Skin:
Denies any skin lesions.
Respiratory:
Patient denies dyspnea. Denies cough
Eyes:
Patient states no changes in vision, no blurred or double vision.
Gastrointestinal:
Patient denies any change in appetite, denies nausea and vomiting. denies any bowel changes
Ears:
No recent hearing loss, tinnitus, denies any ear discharge or pressure.
Genitourinary/Gynecological:
Patient denies any itching, burning or discharge
Last PAP: 9/11/18
Mammogram: 11/2/18
Pregnancy: G4P3
Not on any contraception, is currently sex ...
Sheet1Risk Register for Project NameDateProject NameID No.RankRisAnastaciaShadelb
This document appears to be a risk register template for a project that lists risks by ID number, rank, description, category, root cause, potential triggers, responses, risk owner, probability, impact, and status. However, the document contains no further details to summarize as it appears to be an empty template.
1
2
Final Project Topic
Final Project Topic
I selected the question: Analyze differences among research, evidence-based practice, practice-based evidence, comparative effectiveness research, outcomes research, and quality improvement. How do these practices affect nursing and patient outcomes?
Selected References
Davis, K., Gorst, S. L., Harman, N., Smith, V., Gargon, E., Altman, D. G., ... & Williamson, P. R. (2018). Choosing important health outcomes for comparative effectiveness research: An updated systematic review and involvement of low and middle-income countries. PloS one, 13(2), e0190695.
Davies, C., Lyons, C., & Whyte, R. (2019). Optimizing nursing time in a daycare unit: Quality improvement using Lean Six Sigma methodology. International Journal for Quality in Health Care, 31(Supplement_1), 22-28.
Eppley, K., Azano, A. P., Brenner, D. G., & Shannon, P. (2018). What counts as evidence in rural schools? Evidence-based practice and practice-based evidence for diverse settings. The Rural Educator, 39(2).
Fiset, V. J., Graham, I. D., & Davies, B. L. (2017). Evidence-based practice in clinical nursing education: A scoping review. Journal of Nursing Education, 56(9), 534-541.
Forsythe, L., Heckert, A., Margolis, M. K., Schrandt, S., & Frank, L. (2018). Methods and impact of engagement in research, from theory to practice and back again: early findings from the Patient-Centered Outcomes Research Institute. Quality of Life Research, 27(1), 17-31.
Gargon, E., Gorst, S. L., Harman, N. L., Smith, V., Matvienko-Sikar, K., & Williamson, P. R. (2018). Choosing important health outcomes for comparative effectiveness research: 4th annual update to a systematic review of core outcome sets for research. PloS one, 13(12), e0209869.
...
12
Capstone Project
Olivia Timmons
Department of Nursing. St. Johns River State College
NUR 4949: Nursing Capstone
Dr. C. Z. Velasco
November 14, 2021
Capstone Project
There is a saying that states one can only learn through doing it, practically and physically. It is the explanation as to why it is very important to implement the skills acquired in theory into practice to ascertain one’s competence. This is even more crucial in the medical field as they have no choice but just to be perfect at what they are doing, the only secret is through practice. Practicums connect the two worlds of theory and classwork, thus breaking the monotony alongside connecting what was taught in class with what happens in the field. They are important as apart from sharpening the student’s skills, they also open a window of opportunity and build up connections that will come in handy for the student later on. They will feel the experience and the pressure that comes with it thus preparing themselves accordingly.
Statement of the Problem
Timing is essential in the nursing field and the Emergency Room is notorious for its long wait times. The goal of a clinical laboratory is to deliver medically useful results for patients on a timely basis. This goal can be hindered by the new paradigm of the modern laboratory – “do more with less" (Lopez, 2020). When implementing new care models for patients, the patient perspective is critical. The objective of this study was to describe and develop an understanding of the information needs of patients in the ED waiting room concerning ED wait time notification (Calder, 2021). As a patient arrives at the ER waiting area, it's critical to have lab results for the provider to evaluate. I can give you an example of a patient that waited in the waiting room for over 3 hours, no labs were completed because they were waiting for the patient to go back into a room. The patient was suffering from a heart attack and his troponins were elevated and no one knew until 3 hours later. If POC labs were done on all patients as soon as they arrived, mistakes like these can be avoided. Completed POC blood can cut the wait times in half and the laboratory also won't be backed up on resulting lab specimens.
PICOT Question
Question: Is there a significant decrease in Emergency Department patient length of stay (LOS) for those whose blood was analyzed using POC testing versus those whose blood was analyzed using laboratory testing?
· P-Population= emergency room patients
· I-Intervention or Exposure= POC testing of blood specimens
· C-Comparison= Laboratory blood specimens
· O-Outcome= Decrease patient stay in the emergency room
· T-Time = N/A
History of the Issue
The length of patient stay in the emergency department (ED) is an issue that not only increases the severity of illnesses but also reduces the quality of patient care. Serious health conditions including diabetes and hypertension can worsen while patients are ...
12
First Name Last Name
Plaza College
MGT1003 Section 8 – Supervisory Management
Professor Aicha Cesar
Spring 2022
1. Do you believe that Joe Trosh has the right to carry a concealed weapon in the hospitaldue to being harassed for visiting casinos?
Part IA: The Purpose of the Report and the Problem
The purpose of the report is to solve the problem of whether or not Joe Trosh has the right to carry a concealed weapon in the hospital as a reason for self-defense against discrimination and harassment from the staff of a rural hospital in Oklahoma. According to the U.S. Equal Employment Opportunity Commission, harassment is a form of employment that violates Title VII of the Civil Rights Act of 1964, Age Discrimination Employment Act of 1967, and Americans with Disabilities Act of 1990 ("Equal Employment Opportunity Commission," n.d.).
The Equal Employment Opportunity Commission outlined that “harassment’’ based on race/color discrimination means unwelcome conduct that is based on color, religious background, sex, national origin, older age, disability, or genetic information that is based on medical history ("U.S. Equal Employment Opportunity Commission," n.d.).
Hirsch (2018) stated that the impact of discrimination on racism often creates challenges that the human resource manager is responsible for overcoming. In a workplace, racism is evident through macroaggression, defined as indirect, subtle, and unintentional acts of discrimination against marginalized groups.
Harassment based on stereotypes can affect an organization’s decision-making process in many ways, such as making a quick judgment without looking at the consequences. It also makes people feel preconceptions about a specific group of people leading to harsh treatment.in addition, harassment of stereotypes leads to fixed beliefs about the place of women and men in society.
Managers need to know about the Second Amendment right to bear arms and U.S. Supreme Court Cases that examine this issue because it will protect the hospital from legal matters ("Cornell Law School," n.d.). The District of Columbia v. Heller case in which the supreme court held in 2008 on the second Amendment regarding firearm possession. It gives one the right to possess firearms, independent of service in state militia use the guns for self-defense.
A potential legal issue the Supervisor must consider is how to handle discipline decisions that involve employees who have experienced discrimination through harassment by co-workers. According to the Oklahoma Self-Defense Act, it is “not right for a person to identify themselves as a licensed handgun or as lawfully in possession of any other firemen if the law does not demand information."
Part 1B The Research Experience
To perform my research, I began with online research. I used Google and searched for articles rights of carrying weapons to work as a form of self-defense and discrimination and harassment in the place of work.
I have foun ...
12Epic EMR ImplementationComment by Author 2 Need a AnastaciaShadelb
1
2
Epic EMR Implementation
Comment by Author 2: Need a running head. Ex:
RUNING HEAD: Implementation of EMR
Implementation of Electronic Medical Records (EMR) Comment by Author 2: Your topic is very broad. You should have a unique identification of basically what you are trying to investigate with your research. Basically, you need to try to funnel it. For instance, The impact of the EMR on ...... Comment by Author 2: Also, the title doesn't tell the story of your research. Basically, the reader should be attracted to your topic just by reading the title. That is why is very broad and doesn't present an attractive meaning. Comment by Author 2: Example: The Implementation of EMR: Tjhe Role of Data in ... Comment by Author 2: Or, Barriers to Implementing the EMR in ....
HCIN 699-51 – B-2021/Summer
Applied Project in Healthcare Informatic
Dr. Chaza Abdul and Dr. Glenn Mitchell
Prepared by:
Name: Bolade Yusuf
Student ID: 273092
Harrisburg University
08/18/21
Table of Contents
INTRODUCTION 3
1.1 Background to research problem 3
1.1.1 Electronic Medical Records (EMR) 3
1.1.2 Patient’s Data 4
1.2 Problem Statement 4
1.3 Objectives 5
1.4 Research Questions 5
1.5 Significance of the Research 5
LITERATURE REVIEW 6
2.1 Introduction 6
2.2 Features of an Effective EMR 6
2.3 Barriers to adoption of EMR 8
2.4 Addressing EMR adoption barriers 9
2.5 Related Work 11
RESEARCH METHODOLOGY 12
3.0 Introduction 12
3.1 Research Philosophy 12
3.2 Research design 12
3.3 Study Population Sample 13
3.4 Sample Size and Sampling Procedure 13
3.5 Data Collection 14
DATA ANALYSIS AND FINDINGS 15
4.1 Data Analysis 15
4.2 Findings 15
4.3 Benefits of epic EMR 16
Conclusion 17
References 18
Appendix 1: Survey Questionnaire 20
Appendix 2:Survey Questions Response Analysis 21
INTRODUCTION1.1 Background to research problem
Health care is critical in any society. Managing patient’s data goes a long way in ensuring good treatment measures are taken. Health care information therefore must be collected correctly and stored in a manner which abides by the principled of confidentiality, integrity and accessibility (Kaushal et al., 2009). Data regarding a patient should be kept confidential as much as possible and only retrieved when needed. A good health records management system should be able to confidentially store patient’s data. Each patient should have an account within the system where their data is stored. Access to this data should be given on privileges basis and only to individuals who will use it for treatment of the patient. The patient’s data in a good health information management system should be of high integrity. Data should be collected from the source (the patient) and recorded during the collection process. Having an intermediary stage where data is recorded in in a secondary avenue before being transferred to the primary system could lead to errors thus compromising its integrity. A good health information management system should also ...
12Facebook WebsiteAdriana C. HernandezRasmussen UnAnastaciaShadelb
1
2
Facebook Website
Adriana C. Hernandez
Rasmussen University
COURSE#: MA242/BSC2087C
Jenessa Gerling
05/01/2022
Thesis Statement: Facebook, which emerged as a standalone website, is used worldwide. Facebook has emerged as one of the 21st century's largest companies, with a consumer base of people who understand the word internet.
Title of Paper: Facebook Website
I. Introduction
A. Attention grabbing sentence about topic
Facebook, which emerged as a standalone website, is used worldwide. Skyrocketing revenues' simplified version of the term perception is a way of perceiving or viewing things and refers to how the brain knows how things are or processes things (Mosquera et al.,2020).
B. Thesis statement
Facebook, which emerged as a standalone website, is used worldwide. Facebook has emerged as one of the 21st century's largest companies, with a consumer base of people who understand the word internet.
II. First paragraph main point – topic sentence
The case in this study involves deciphering the website perception elements and related responses to the same crucial points as follows:
A. Supporting details (in-text citation for outside resource used as support/evidence)
1. Details about the supporting details
Sensory response refers to the way we respond to specific website visual elements. The website contains both a design pattern and a logo which most individuals worldwide are aware of today.
2. Details about the supporting details
The image of the logo is a letter f-like. The most dominant colour in the ad on Facebook is blue and white shades used to design and highlight the tangible symbol.
B. Supporting details (in-text citation)
There are also lines and shapes in the logo, and as mentioned, the logo lines include lines and a square box forming a bold character, 'f' and highlighting the Facebook company name (Plantin et al.,2018). Contrast and balance are also incorporated. There is contrast present and light colours in the image that easily distinguish the Facebook symbol from other symbols such as WhatsApp and YouTube. The balance is indicated in the proper depiction of the 'F' symbol, highlighting everything around the same.
C. Transition sentence
On the other hand, perceptual response refers to the number of groups of persons attracted to the ad and those not attracted.
III. Second paragraph main point – topic sentence
Though perceptual response targets a potential user base involving many people from any age group, ethnicity, or age, it is more dominant among the youth, in my view.
A. Supporting details (in-text citation)
The aged have no more time in the Facebook like the youth who are in desire remain informed and have interest in sharing their feelings and information through the platform (Plantin et al.,2018).
1. Details about the supporting details
The technical response involves specific elements, including buttons and dropdowns worldwide, which technically impact the user.
2. Details about the supporting details
T ...
1
2
Experience
During my clinical placement in a neurosurgical unit, we would occasionalJy exa mine epilepsy
patients to document any seizures. These patients rarely require substantial nursing care, and
most are self-sufficient with only 1-2 prescriptions administered every six hours. I was working
an early shift, and my buddy nurse assigned me to three patients, one of whom was under
examination for a seizure. My buddy nurse handed me the drawer keys and indicated the
medication was in the side drawer when I went with my nurse to provide the patient medication.
Looking over the initial purchase, I began my safety check prior to dispensing the prescription
and discovered that it had expired in February 2019. I requested that my preceptor come over
and take a look at the package. She realized the medication was out of date when she noticed the
expiration date. She then went out of the room with the packaging. When she returned, she
indicated that she had reported the event to the NUM. I then inquired if there was anything else
we needed to do, but I was respectfully told to stay out of it. I took a set of vitals on the patient,
which were all normal, and the buddy nurse was given a new pack of medication that was still
usable. I felt accomplished at the end of my shift since I had followed the procedure for providing
the correct medication and had identified the problem. Being a part. of event reporting and alerting
the doctors, on the other hand, would have been a great experience. Overall, I followed NSHQS's
safety requirements and medication standards when performing my nursing responsibilities.
h
...
1
2
Dissertation Topic Approval
Dissertation Topic Approval
Topic
How can the fourth industrial revolution technologies be used to address the current climatic issues facing the world?
General Reasoning
I selected this research topic because climatic change has become a major concern today, with world leaders and researchers trying to develop ways to address this concern. There are several adverse impacts of climatic change on the world. One of the adverse effects is that humans and animals face new challenges for their survival due to the consequences of climatic change. Climatic change has resulted in increased temperature levels in the world, rising sea levels, shrinking glaciers, and increased ocean temperatures. It has resulted in frequent and intense droughts, storms, and heat waves threatening animals' lives. It has also resulted in biodiversity loss due to limited adaptability and the economic implications of these climatic changes. One of the ways that can be used to deal with climatic issues is through the use of technology which can help reduce greenhouse gas emissions. The fourth revolution technologies such as the internet of things, artificial intelligence, and cloud computing can play a vital role in addressing these climatic challenges.
Potential thesis
The fourth industrial revolution technologies such as the internet of things, artificial intelligence, and cloud computing can play a vital role in addressing these climatic challenges; therefore, it is important to determine how these technologies can be utilized to achieve the environmental objectives of the world.
Thesis map for your Literature Review
The literature review will consist of articles that have been published over the five years. It will consist of journals and articles that have researched fourth industrial revolutions that can be used to address climatic change.
The research topic I selected for my dissertation is related to the program goals and core courses by addressing the revolution of technology and its applications in addressing the world's challenges.
...
12Essay TitleThesis Statement I. This is the topicAnastaciaShadelb
The document outlines the structure for a Rogerian argument essay on school uniforms. It provides instructions for introducing opposing viewpoints in three paragraphs, then addressing the proponents' viewpoints in three more paragraphs. It instructs to then write a paragraph presenting a compromise viewpoint. Each main point should have an introductory topic sentence, a quote or paraphrase with citation, commentary, and transitional statement. The outline concludes by stating the conclusion paragraph should reiterate the compromise and benefits of accepting it.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
The simplified electron and muon model, Oscillating Spacetime: The Foundation...RitikBhardwaj56
Discover the Simplified Electron and Muon Model: A New Wave-Based Approach to Understanding Particles delves into a groundbreaking theory that presents electrons and muons as rotating soliton waves within oscillating spacetime. Geared towards students, researchers, and science buffs, this book breaks down complex ideas into simple explanations. It covers topics such as electron waves, temporal dynamics, and the implications of this model on particle physics. With clear illustrations and easy-to-follow explanations, readers will gain a new outlook on the universe's fundamental nature.
1. 143
Economics, Management, and Financial Markets 11(1)
2016, pp. 143–151, ISSN 1842-3191, eISSN 1938-212X
LEADERSHIP VERSUS MANAGEMENT
IN PUBLIC ORGANIZATIONS
IONELA GABRIELA SOLOMON
[email protected]
Bucharest University of Economic Studies
CARMEN COSTEA
[email protected]
Spiru Haret University
AUREL MIRCEA NIŢĂ
[email protected]
National University of Political Studies
and Public Administration
ABSTRACT. Over time the concept of leadership was analyzed
from different
2. perspectives. Some of them refer to human relationships that are
established under
it, others are focus on management as a process. The article
analyzes the evolution
of the concept of leadership, the differences between
management and leadership,
and challenges that may arise in the management process within
a public institution,
namely public administration in Romania. This article aims
aspects of leadership in
public administration such as: the application of this concept in
the decision-making
process, and the changes that are taking place in a public
organization.
JEL codes: H00
Keywords: leadership, management; public organizations;
public administration;
competencies
1. Introduction
“Leadership involves the art of working with people. Knowing
how to lead
does not mean knowing how to dominate, but to know how to
convince
people to work for a common goal” (Goleman, 2002: 222).
Professor Mielu Zlate (2004) defines leadership as “the process
by which
a person establishes a goal or a direction to one or a certain
number of
people, and determines them to act with competence and full
commitment to
their realization.”
3. 144
The term “leader” was used for the first time in the XIV-th
century,
according to The Oxford English Dictionary. Over time, the
term leadership
has taken on several meanings. According to Explanatory
Dictionary of the
Romanian Language, the meaning given to this term is
“management” or
“directorship”.
The leader is an individual who determines the meaning and
direction of
a group, gets the group cohesion, and then manages to motivate
the group in
order to achieve the desired results. From this statement it can
be detach the
components of the concept of leadership. The main element is
the person
who leads. The second, equally important, is the group. We
cannot speak of
leadership and leading function, without a group of followers. A
leader
without a group of followers is a “crazy loner” (Zlate, 2004).
Another
fundamental element that we can findif we study the definition
of leadership
is the goal; leader in theprocess of leading, follows the goal,
that must
become common, and have to be reached by the group after a
certain period
4. of time.
The leader quality does not refer to the way he presents himself,
but to
the manner he manages to exploit the powers of a group (Petca,
1999).
When we speak about leading a team in a business or a
company, the
style of leadership is very important in ensuring success. Each
of the leaders
will use at a conscious or subconscious level, a certain style of
leadership:
autocratic style, the bureaucrat style, charismatic style,
democratic style, the
people-oriented style, helpful style, task-oriented style, the
style of
transactional leader, or the transformational style.
2. Types of Leaders. A Literature Review
In literature there are many interests to characterize leaders. W.
Bennis’s
vision of a leader is the one of a “social architect”, a
transformer of an
organization that has the ability to create a global vision and to
translate it
into action (Petca, 1999).
According to Goleman’s vision (2007), we have the following
typology
of leaders: visionary leader, counselor leader, peer leader,
democratic leader,
promoter leader, dominator leader.
5. Manfred F.R. Kets de Vries identifies two main types of
leaders, namely:
the leader as a “chess player”, who makes strategic moves and
the second
type, the leader as a person capable of addressing to collecti ve
imagination
of the people, in order to attract them towards the right path.
Those leaders,
from the second category, motivate people in their activity,
action that leads
to further efforts to achieve various objectives. Apart from the
two leader
types described above, the author states that there is a third
category of
leaders, namely “illusion-leaders” or “leadership as an illusion.”
People who
145
support the existence of this “leadership as an illusion” are not
interested
about who is in charge. They consider the leader as a puppet
manipulated by
other forces surrounding (Kets de Vries, 2003).
Although there are many types of leaders, in practice we focus
mainly on
typologies such as formal leader, informal leader, democratic
leader and
autocratic leader.
It prevails the professional opinion, that if we turn to autocratic
and
6. participatory character of the leader, we notice: first, autocratic
style requires
authority. This type of leadership pays special attention to
authority
relations, the hierarchy of direct subordination, setting the
objectives first,
establishes and maintains a climate of austerity, confidence in
the potential
of subordinates, who are treated as mere participants in their
work; they
seldom delegate and consult their subordinates or, most often
they avoid this
activity.
3. Leadership versus Management
The terms “leadership” and “management” are often used with
reference to
the same concept. In reality, the two concepts are different,
although they
have many common elements and activities aimed at improving
the
organization.
Warren Bennis, in his “On Becoming a Leader”, identifies
eleven
differences between manager and leader, as quoted below:
tes.
leader
focuses on people.
7. lies on
trust.
-term view, while the leader has a
long-term
view.
while
the leader respond to ‘What?’.
leader is
guided by medium and long-term results (impact).
challenging
it.
leader is
doing things ‘that have to be done.’”
146
We believe that this characterization, though the two concepts
are defined
accurately, sometimes it might seems exaggerated, since, in
practice, we
meet managers who have a vision on a medium term regarding
their
organization (as in strategic management, where the manager is
8. setting
target). Meanwhile, the characterization is enlightening in terms
of
membership of the two concepts: the manager belongs to formal
organization, while theleader belongstoinformal organization.
As for the differences between a leader and a manager, there are
many
arguments. They are generally based on the personal behavior of
the
manager and leader, but also on how they manage to convey
their ideas to
the people they work with.
“There is no equivalence between the leader and manager.
Ideally, all
managers are good leaders, but it is not binding. In fact, the
manager
exercises his influence on the team he leads and determines it to
act in a
particular way to achieve those objectives. Especially in
business, success
depends largely on the ability of leaders to convey the vision
and
enthusiasm. It is believed that quality of leadership is essential
but not
sufficient for a successful management” (Păuș, 2008: 17).
4. Management and Leadership in Public Administration
Public and private organizations, are complex entities whose
structure
cannot be understood outside the influences of
environmentanalysis where is
performed their activity. These influences seem to be stronger
9. in the case of
public organization, due to their characteristics.Leadership in
government is
characterized by an intentional process of influencing,
motivating and
directing a group of people to a common goal. The process of
influencing is
done in a consciously and deliberately way, by a leader. From
this point of
view, influence can be seen as “a person’s ability to affect the
behavior of
others. The successfully use of influence may cause changes in
opinions,
attitudes and beliefs and of course, behaviors” (Cornescu, 2000:
94).
Strategic management is seen as acomponent of a public
manageractivity
thatconsists in broadening the action to “think ahead” for the
entity he leads.
It contains two aspects: defining objectives, strategy, structure
and operating
principles for this entity; measuring theimpact in space, time
and context, of
an important decision that is taken (John, 2000). Any
manager/leader must
ensure the daily activity forthe team he leads, this being
translated into short-
term outlook, which is known as operational management. The
manager also
acts intended to broaden perspectives, in order to create a
horizon of
collective activity on the medium and long term; this area of
concern being
designed in strategic management. From here it is inferred that
the strategic
10. management concern the public servants located in positions of
147
responsibility, from middle and top management (Nita, 2014).
According to
this model of management, the head of agovernmental
institution, shall not
apply a stereotypical activity since his activity is directly
connected to that
level where strategic decisions are developed.
To be efficient, the public management must take into account:
the
general factors (social, economic, political), the specific factors
in each
organization, personal factors (convictions and personality of
the manager).
Leadership describes a new model of public civil servant, who
is seen as a
true agent of change, serving to introduce a new mentality in
Romanian
public administration (Nita, 2014).
Public manager is considered the new type of manager, running
the
government. This function involves the presence of features
rarely found
among ordinary civil servants, and the degree of responsibility
that it
involves is higher than the officials have. Even in that case, the
position of
public manager is very important for government and for its
11. future. This is
why, according to Art. 10 of the Rule of implementing
Government
Emergency Ordinance no. 92/2008, regarding the status of civil
servant
called public manager, there are set by law, the competences
necessary to a
public manager as follows:
(1) The competition aims to identify and select those that
demonstrate skills
and competencies and a minimum of general knowledge relevant
to public
administration, required to obtain the status of a public
manager.
a) the eligibility conditions set out in art. 6 para. (2) of the
Ordinance;
b) the ability to use the information and interpretation of data,
to formulate
conclusions and substantiation of administrative decisions;
c) the ability to establish and formulate objectives, and identify
logical
sequence of actions to achieve a specific purpose;
d) capacity to take decisions and to assess their impact;
e) the ability of analysis and synthesis;
f) communication skills;
g) the degree of motivation for specific public office manager;
h) owning skills other than those referred from b) to f) as
appropriate for a
public manager;
i) knowledge of the principles, rules, organization and
functioning of public
administration;
j) the knowledge of principles, rules, organization and
functioning of the EU
institutions, namely Community policies;
k) foreign languages.
12. 148
5. Challenges to Current and Future Leadership in Public
Administration
The function shows the types of problems attributed to a
manager or a
leader, as a result of horizontal management specialization
process and
indicates the right of a manager to use the resources available
within certain
limits, specialization as a result of vertical management
process. The
characteristic of government can be classified according to
several criteria,
namely:
- The material criterion as activity requires the study of legal,
human,
financial, usable in performing tasks;
- Organic criterion determines the description of specialized
agency types;
this means, enumerating the administrative structures, such as
those of
central bodies of public administration.The most rational
criterion is the one
of finality, namely the technical and specific purpose pursued
with each task.
These goals can be classified in terms of geography, according
to the
territory where these are achieved. The tasks carried out by
13. central
government bodies have general importance, being performed in
the same
manner throughout the country. Other local tasks are limited to
a county or
city, aiming to satisfy specific social requirements.
Based on the purpose criterion, we can say that leadership is
oriented
toward public institutions, to increase the efficiency of the
activity, decision-
making process and solving public needs, increasing the
efficiency of the
executive management, judicious use of labor, and to reduce to
a minimum
the number of administrative officials.
The administrative decision is a complex process of choosing a
possibility from several possible choices, in order to achieve an
objective of
government and influence the activity of at least one person in
the system, to
influence the administrative system in its entirety or just society
in general.
Any administrative decision must meet the following
requirements: to be
scientifically; to have a realistic character; to intervene in a
timely manner;
to be integrated in the overall administrative decisions taken
previously; to
be appropriate.
We define two categories of participants in the foundation and
administrative decisions, depending on: the involvement in
decision-making
- civil servants that are directly involved, civil ser vants and
14. citizens
indirectly involved and/or professionals involved directly or
indirectly; by
administrative level, we define position in the organizational
structure, there
are public servants from central and local government (John,
2000).
From a political approach to decision making, there can be
distinguish
these characteristics: consideration of policy objectives, the
existence of
political coalition, and theexistence of problemspackages.
Most relevant challenges seem to be related to the status, the
position of
the leader, the position they occupy, by displaying the following
trends:
149
employee’s performance evaluation through selection and
evaluation
activities, but sometimes, it include grievance and disciplinary
cases. In all
other situations, the focus is not on individuals, but on the
positions,
organizational structures, procedures or groups of persons.
Evaluation of
individuals in terms of their business performance requires a
certain quality
of managerial judgment, which places a great responsibility on
the managers
15. involved in training of civil servants. The efficiency of public
services in
administrationstate is primarily determining the quality of staff.
A system of
public administration, staffed with sufficient financial and
material
resources, but with unpreparedprofessional and managerial
officials, do not
get the results suggested (Androniceanu, 2008).
Any organization needs information in order to survive or to act
successfully. Organizational change includes the actual content
of the
change that occurs within them. In addition to these two
dimensions, the
context of organizational change is as important as the “content
which
formulate a strategy must control both the context in which the
process
occurs and the process itself” (Vlăsceanu 1993: 93).
The success of organizational change depends on the quality of
the
solution found and the effectiveness of its implementation,
which can have
three consequences: (1) implementing effective, the use of
innovation or
change improves organizational performance; (2) implementing
effective,
but the organization’s performance is not affected in any way;
(3)
implementation is not successful. Change can have negative
effects if the
solutions are inappropriate to the context, which does nothing to
highlight,
once again, the lack of interdependence between content and
16. process of
change.
The leader in public administration evolves on the same
principles as any
other leader. Each group has the responsibility of achieving the
goals of the
organization they belong; each has a set of qualities used to
achieve those
goals. The leader in public administration however, is not only
responsible
for the group to which it belongs, but with all those affected by
decisions
taken within the group. The entire population of a territory may
benefit or
suffer because of the decisions taken by the leader of that
administrative
entity.
This leadership aims to meet the needs of the general public and
its
objectives should be focused on this direction. The leader
appeals to the
charisma and persuasiveness or other talents in order to achieve
the desired
results.
A good leader in public administration has a good sense of
responsibility
and is aware that his decisions can affect in one way or another,
the citizens
and is ready to take responsibility for his acts and decisions.
A good leader knows when to take a decision, when isthe right
moment to
act and whenhe can anticipate certain results.
17. 150
He must have an honest character and to be devoted to his
actions so he
can bring prosperity to the area the leader is responsible of.
6. Conclusion
The public administration in Romania is in the process of
reform, tending
towards a post-bureaucratic system, system to form leaders with
vision, with
decision-making power.
New government leaders should be aware of the importance of
human
resources. Any effort to implement this concept in
administrative reform get
us closer to achieving an administrative system, based on
modern
management, which is responsive and loyal to the citizen needs,
in whose
service public administration should be. It is time for public
administration
to develop a source of authentic leaders. It is agreed or not, the
perception
according to which, we should borrow the concept stated in the
private
sector on how to form successful leaders.
Regardless the leader’s typology, we note that at this attitudinal
18. behavior
people’s skills are different, with different emphases placed on
the triple
objectives-results-rewards/sanctions. The most effective types
of leaders are
those with a high professional and managerial competences,
with solid
knowledge coupled with management qualities and skills that
will enable
them to promote and maintain appropriate relationships with
subordinates.
Public management means not offering fixed successful recipes
that just
apply step by step; but it can change essentially the perception
of the
administrative phenomenon and administrative action. The
solution to solve
the problems facing public administration in Romania depends
essentially
and cannot be conceived outside its action.
REFERENCES
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(Novelty in public
management). Bucharest: Universitară.
Bennis, W., and Bennis, W. G. (2009), On becoming a leader.
New York: Basic
Books.
Cornescu, V. (2000), Managementul resurselor umane (Human
Resources
19. Management). Bucharest: Tei.
Goleman, D. (2002), Inteligenţa emoţională (Emotional
Intelligence). Bucharest:
Curtea Veche.
Goleman, D. (2007), Inteligenţa emoţională în leadership,
(Emotional intelligence
in leadership). Bucharest: Curtea Veche.
John, A. (2000), Public Service. Bucharest: Economica.
Kets de Vries, M.F.R. (2003), Leaders, fools and impostors:
Essays on the
psychology of leadership. iUniverse.
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Niță, M. A. (2014), “The Importance of Image Management for
a Good Society,”
Research and Social Intervention Magazine 44: 308-320.
Niță, M.A. (2014), “The New Leader for Transatlantic Trend
and Public
Administration. Current Legal,” Juridical Current 59: 65-79.
Paus, V. A. (2008), “Profilul psiho-social al liderului din
instituții și organizații.
(Psychosocial Profile of the Leader of Institutions and
Organizations
Romanian),” Journal of Journalism and Communication 3(4):
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20. Petca, I. (1999), “Changes needed in human resource
management,” AFT Magazine
available online at
http://www.armyacademy.ro/revista1/rev_1.html
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implementation of the
Government Emergency Ordinance no. 92/2008 regarding the
status of civil
servant called public manager, Official Gazette no. 484/2008.
Vlăsceanu, M. (1993), Psychology of Organizations and
Management, Bucharest:
Paideia, available at: http://www.apubb.ro/wp-
content/uploads/2011/02/Capitol-
Leadership.pdf, accessed on 05.04.2015
Zlate, M. (2004), Leadership şi management (Leadership and
Management).
Bucharest: Collegium.
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Advanced News Writing & Reporting Assignment - GROUP
21. TWO
CASE: PLANE CRASH FOLLOWING TAKEOFF AT DIA
ON BACKGROUND ONLY: A large contention of United
Airlines staff based in Denver, heading to a conference in NYC,
along with Megan Rapino and her wife Sue Bird (you find the
link as to why they are often in Denver), as well as Nathaniel
Rateliff & members of his band The Night Sweats (who just
performed Sunday at Mission Ballroom, but also you figure out
why they may have hung around longer in Denver) were among
those on board a flight that crashed shortly after takeoff at DIA
this morning, and while no one has said it, vibes are among
those here - and the helicopter video that’s just been seen - it
does not look like there are survivors. Zoo animals were on
board. Few members of the public were on board as the flight
was designed for privacy purposes, so for that reason (the stars,
internal VIPs and the zoo animals, which require in-flight
moves by animal caretakers to go from the regular cabin down
into cargo several times a flight), the flight was not listed as a
departing flight on the leaderboard at DIA, and reporters are
already starting to ask why it’s an unlisted number and so
mysterious.
POSSIBLE ROLES: DIA CEO or PIO, United Spokesperson,
NTSB, FAA, Denver Zoo
FACTS WE CAN CONFIRM:
· On Friday morning, 10/29/21, a United 777 Dreamliner flight
#5890 took off enroute to NYC at 8:04am. It had undergone
deicing. The Boeing plane, which can hold up to 388 people, is
believed to have had only approximately 100 passengers on
board.
· The flight was purposefully being kept at a small capacity due
to the fact the flight was scheduled to carry three large animals
from The Denver Zoo to the Bronx Zoo in NY, including a male
and female zebra weighing 800lbs a piece and one infant giraffe
which weighed about 300lbs, which had been abandoned by its
mother, to be taken to a mother giraffe who had just lost her
daughter with the hope the two might form a bond.
22. · Additionally, the flight was set up by United Airlines
· Due to the crash and investigation, all flights at DIA were
immediately stopped by the FAA who is working in conjunction
with the NTSB which has not declared a transition from search
and rescue to recovery, plus, with weather conditions being as
they are (cold, windy, light snowfall), flights coming and going
- along with the noise of flights so close - can gravely affect the
early stages of investigations this size.
· RTD is transporting people from DIA to various locations as
the flights are guaranteed by the FAA to at least be stopped
until at least 6pm. Free round trips are being offered from DIA
to downtown Denver nonstop for ticketed passengers.
· ON BACKGROUND ONLY: Everyone is talking behind the
scenes about the fact online, there are already references to the
fact Megan Rapione is hosting Saturday Night Live and Rateliff
is the musical guest a week from this Saturday on Nov. 6th. It’s
pretty much a known thing that the stars show up at least a week
in advance to attend the “afterparty” from the show the week
prior, and then dive right into their show for the following
week.
FACTS WE CAN CONFIRM:
· The flight took off on runway 8-east at 8:04am, earlier than
scheduled. The flight was a privately scheduled charter and all
occupants loaded on a private entry just off the United Officer’s
Club on Concourse B. Every individual on board had gone
through TSA security in the main concourse other than the four
trained zoo-animal transport carriers who had loaded up the
animals in the United Cargo Area 45-minutes prior, and gone
through security at that location.
· ON BACKGROUND ONLY: One person scheduled for the
trip who was on the zoo transport team manifest did not show
up and a different person showed up instead. The cargo team
saw nothing wrong with this and allowed the swap as it was
clear the three large animals needed four people to manage
them. United is aware that there had been texts flying around
between cargo and the private concourse gate agents about this
23. issue, and the fact there were only two zebras scheduled, but
three were brought on board. The transport and donation of
these animals to the Bronx zoo were a part of United’s CEO’s
annual “giving back” campaign, and under time pressure, and to
keep the flight on schedule, a decision was made by a middle
level official not to hold the flight back as the total weight
amount was communicated to be safe.
· FACTS WE CAN CONFIRM:
· If asked, yes, there were some VIPs on board, but at this time
we are not confirming any names on the flight manifest.
· If asked, yes, we are aware there was some sort of change in
the zoo animal manifest, but nothing United can confirm at this
time.
· Zoo spokesperson can jump in and say she is aware three
Zebras were brought to the airport this morning, even though
originally only two were scheduled, and then mention they were
sponsored by United Airlines as a gift from the airline’s CEO to
the Bronx Zoo. (Essentially inadvertently create an open mouth
insert foot moment where other speakers now have to CYA and
move along, but press members may start asking questions.)
· What we all saw is what we know, which is that the flight
lifted up, and only made it about 100 feet in the air on runway
8E until it appeared to “shift” towards the back left and then
crash into the ground just past the runway where the fuselage
hit so hard, the left side appears to have collapsed into the right,
and initially a fire broke out, but the fire was put out quickly
and rescue teams came out to rescue anyone they could, but
never was anyone seen coming off the plane and it appears to be
still smoldering at this time, surrounded by fire trucks and
ambulances. No one has been pulled from the rubble.
ON BACKGROUND ONLY:
· We have a list of all the United Airlines people who were on
board, as well as all of our crew members, and the other VIPs
and their managers/agents/etc. We are crosschecking the list
with whose tickets were scanned at boarding at this time.
United’s head of PR and Media are flying into Centennial
24. Airport on a private charter and should be here by noon to
handle the reveal - when the time is ready - to share that it
appears these VIPs have died. Concurrently members of that
team are working with the WNBA, The Denver Nuggets, FIFA,
the WNST, SNL, and other PR folks for Rateliff, however, all
of his people were on board, so we’re now working with the
people at the Grammys to see if we can get their input on this
presumed tragedy on how to best handle. Authorities in
Colorado and hometowns for each of the VIPs are being briefed
to conduct door knocks to let the families know it is believed
they are deceased before we make the announcements, as well,
of course, to those who are United and animal transport
employees.
NOTE: THIS IS A HYPOTHETICAL SITUATION ONLY FOR
THE PURPOSES OF PRACTICING PRESS CONFERENCE
INFORMATION DISSEMINATION. NO INFORMATION IN
THIS DOCUMENT IS ACCURATE, TRUE OR SHOULD BE
CONVEYED AS FACTUAL. THIS IS ONLY A PRACTICE
EXERCISE.
1
Administration of Barack Obama, 2015
Executive Order 13714—Strengthening the Senior Executive
Service
December 15, 2015
By the authority vested in me as President by the Constitution
and the laws of the United
States of America, in order to strengthen the recruitment,
hiring, and development of the
Federal Government's senior executives; I hereby order as
follows:
25. Section 1. Policy. It is in the national interest to facilitate
career executive continuity
between administrations; to increase senior leadership attention
to, and involvement in,
executive recruitment; to reduce unnecessary burdens on
applicants for executive positions;
and to efficiently document demonstrated executive experience.
Furthermore, it is imperative
to periodically explore and promote new selection methods that
effectively and efficiently
identify the most capable and talented candidates for executive
leadership positions to enhance
the breadth and diversity of experiences among our Federal
executives; to better support,
recognize, and reward our executives, especially our top
performers; and to strengthen
executive accountability, all while maintaining a system that is
focused on the public interest
and free from improper political influence. An important aspect
of strengthening our Senior
Executive Service (SES) members is valuing the work they do
every day, rewarding excellence,
professionalism, and outstanding achievement through special
act awards, Presidential Rank
Awards, and other non-monetary and honorary awards.
Consistent with the requirements of
Executive Order 13583 of August 18, 2011 (Establishing a
Coordinated Government-Wide
Initiative to Promote Diversity and Inclusion in the Federal
Workforce), and with merit-based
principles, this order continues to support executive
departments and agencies (agencies) to
develop and implement a comprehensive, integrated, and
strategic focus on diversity and
inclusion as a key component of the recruitment, hiring,
26. retention, and development of their
SES cadre. Pursuing these goals will significantly improve the
Federal Government's ability to
serve the American people. Unless otherwise noted, this order
applies to career members of
the SES.
Section 2 of this order establishes, under the President's
Management Council (PMC), a
Subcommittee to advise the Office of Personnel Management
(OPM), the PMC, and the
President on senior executive matters, help monitor execution of
an important set of executive
reforms contained in section 3 of this order, and help keep the
Federal Government's
executive management practices current and effective. In order
to identify and maximize the
use of best practices, requirements in sections 3(b)(i) –(iv) of
this order will be implemented in
three phases, with Phase I consisting of seven agencies, which
will execute those reforms in
fiscal year (FY) 2016; Phase II consisting of seven agencies,
which will execute those reforms in
FY 2017; and Phase III consisting of all other agencies, which
will execute those reforms in FY
2018.
Sec. 2. Establishment of PMC Subcommittee to Strengthen the
Senior Executive Service.
There is established the PMC Subcommittee to Strengthen the
Senior Executive Service
(Subcommittee) to inform and support Government-wide
priorities for improved management
of senior executives identified by the Deputy Director for
Management of the Office of
Management and Budget (OMB) in consultation with the
27. Director of OPM. The
Subcommittee shall consist of five members of the PMC: the
Deputy Director for
Management of OMB, the Director of OPM, and three other
members of the PMC. The
2
Subcommittee will be advised by at least two career members of
the SES to be determined by
the members of the Subcommittee, and shall collaborate with
the Chief Human Capital
Officers Council. Expressions of interest to serve on the
Subcommittee will be solicited, and
final selections will be made by the Deputy Director for
Management of OMB in consultation
with the Director of OPM. The Subcommittee will advise OPM,
members of the PMC, and
the President on ways to strengthen and improve the SES
workforce, as outlined in this order.
In addition, it will identify any Government-wide obstacles it
perceives to executive
management, assist OPM in facilitating career executive
continuity between administrations,
and facilitate communication among the SES cadre.
Sec. 3. Requirements. Under the direction, or, in the case of
sections 3(a)(i) and 3(b)(ii) of
this order, the guidance, of the Director of OPM, and in
consultation with OMB and the PMC
Subcommittee, agencies shall undertake the following actions:
(a) Actions for Immediate Government-wide Implementation.
28. (i) Starting in FY 2017, agencies should limit their aggregate
spending on agency
performance awards for SES and Senior Level (SL) and Senior
Scientific or
Professional (ST) employees to 7.5 percent of aggregate SES
and SL/ST salaries
respectively. OMB and OPM shall undertake a review of, and
revise as appropriate,
their current guidance regarding aggregate spending on such
awards. In addition,
agencies should allocate awards in a manner that provides
meaningfully greater
rewards to top performers. Within 120 days of the date of this
order, OPM shall issue,
as appropriate, additional guidance regarding the distribution of
such awards.
(ii) The heads of agencies with SES positions that supervise
General Schedule (GS)
employees shall implement policies, as permitted by and
consistent with applicable
law and regulation, for initial pay setting and pay adjustments,
as appropriate, for
career SES appointees to result in compensation exceeding the
rates of pay, including
locality pay, of their subordinate GS employees. Similar
policies shall be
implemented by heads of agencies for Senior Professional (i.e.,
SL or ST) employees
that supervise GS employees. Such policies and practices
support, recognize, and
reward agency executives, especially top performers, in a
manner commensurate with
their roles, responsibilities, and contributions, and may increase
the competitiveness
of SES positions with comparable positions outside of
29. Government.
(iii) Within 90 days of the date of this order, OPM shall
evaluate the current
Qualifications Review Board (QRB) process and issue guidance
to agencies about
materials that would be acceptable for QRB consideration and
that will serve as an
alternative or replacement to the current lengthy essay
requirement for QRB
submission, which may deter qualified applicants for SES
positions or put an
additional burden on human resources staff. The guidance shall
also advise agencies
about ways to streamline their initial application requirements
for SES positions,
including evaluation of options, such as allowing individuals to
apply by only
submitting a resume-based application and any additional
materials necessary to
determine relevant qualifications, consistent with the new QRB
submission
requirements.
(iv) Within 120 days of OPM issuing the guidance described in
section 3(a)(iii) of this
order, the heads of agencies with SES positions shall examine
the agency's career
SES hiring process and make changes to the process to make it
more efficient,
effective, and less burdensome for all participants. Agencies
shall simplify the initial
3
30. application requirements for SES positions consistent with the
guidance issued in
section 3(a)(iii) of this order, and should only request critically
necessary technical
qualifications, with the goal of minimizing requirements that
may deter qualified
applicants from applying. Agencies shall also monitor time to
hire of SES positions,
and identify appropriate process improvements or other changes
that can help reduce
time to hire while ensuring high quality of hires.
(v) By May 31, 2016, the heads of agencies with 20 or more
SES positions shall
develop and submit to OPM a 2-year plan to increase the
number of SES members
who are rotating to improve talent development, mission
delivery and collaboration.
While agency specific targets will not be required, this order
establishes a
Government-wide goal of 15 percent of SES members rotating
for a minimum of 120
days (including to different departments, agencies,
subcomponents, functional areas,
sectors, and non-federal partners) during FY 2017, and
thereafter, in order to ensure
the mobility of the corps while also maintaining stability of
operations. Within 45 days
of the date of this order, OPM shall issue guidance for
implementation of section
3(a)(v) of this order. OPM shall evaluate the percentages set
forth in this subsection
on an ongoing basis and make adjustme nts as necessary and
appropriate. These plans
shall take into consideration the policy priorities of the agency,
31. agency needs and
rules in the context of administration transitions, needs
identified in agency hiring
plans and succession plans, the development opportunities listed
in individuals'
Executive Development Plans (EDP), and the Federal
Government's interest in
cultivating generalist executives with broad and diverse
experiences who can lead a
variety of organizations. These plans shall build on existing
succession management
processes and those established in section 3(b)(i) of this order
to ensure high
potential and top performers have an opportunity to cycle
through rotations. These
plans shall also incorporate, as appropriate, flexibili ties
agencies have such as the
Intergovernmental Personnel Act (implemented in 5 CFR part
334) to encourage
SES members to pursue temporary assignments to State and
local governments,
colleges and universities, tribal governments, and other eligible
organizations, and to
better understand the impact of the Federal Government's work
on those it serves.
Finally, these plans shall include an assessment of the degree to
which these rotation
assignments achieve the desired goals for the individual and
agency.
(b) Actions for Phased Implementation. Under the direction, or,
in the case of section
3(b)(ii) of this order, the guidance, of the Director of OPM, in
consultation with OMB and the
PMC Subcommittee, the reforms listed in sections 3(b)(i)–(iv)
of this order shall be
32. implemented by agencies on the following schedule: the
Secretaries of Defense, Energy,
Health and Human Services, Housing and Urban Development,
and Veterans Affairs; the
Administrator of General Services; and the Director of OPM
shall implement these reforms by
September 30, 2016; the Secretaries of Agriculture, Education,
Labor, and Transportation, and
the Administrators of the National Aeronautics and Space
Administration, the Environmental
Protection Agency, and the Small Business Administration shall
implement these reforms by
September 30, 2017; the Secretaries of State, the Treasury, the
Interior, Commerce, and
Homeland Security, the Attorney General, and the
Administrator of the U.S. Agency for
International Development, as well as the Directors of OMB and
the National Science
Foundation, shall implement these reforms by September 30,
2018. By October 1 of each year,
OPM shall issue additional guidance after each phase of
implementation that reflects lessons
4
learned and any adjustments to these reforms based on the
agencies that have implemented
them. By the respective date specified above, the heads of
agencies shall:
(i) Establish an annual talent management and succession
planning process to assess
the development needs of all SES members, and SL and ST
employees as
33. appropriate, to inform readiness decisions about hiring, career
development, and
executive reassignments and rotations. These assessments shall
include input from
each executive, as well as the executive's supervisor, and shall
be used to recommend
development activities and inform the organization's succession
planning, decisions
about duty assignments, and agency hiring plans;
(ii) Proactively recruit individuals for vacant SES positions a nd
regularly review those
recruitment efforts at the Deputy Secretary (or direct designee)
level on at least a
quarterly basis, consistent with existing rules and regulations.
Establish a mechanism
to track, and raise for appropriate senior-level attention,
information about each
position that agencies are seeking to fill, including, at a
minimum, source of the
recruitment, number, quality and diversity (as available) of
applicants, source of
applicants (subcomponent, agency or non-government), and
timeliness of the hiring
process. Use the talent management and succession planning
process described in
section 3(b)(i) of this order and agency hiring plans to inform
these recruitment
efforts; and develop a tailored outreach strategy for proactive
recruitment for key
strategic positions;
(iii) Require supervisors of executives in their agency to work
with their subordinate
executives to update EDPs for each executive required by 5
CFR part 412.401, to
34. include at least one developmental activity annually and at least
one leadership
assessment involving employee feedback (for example, 360
degree-type reviews)
every 3 years to inform each executive's developmental needs.
In addition, non-career
SES and equivalent appointees should also have one leadership
assessment during
their first 2 years, and additional assessments every 3 years
thereafter; and
(iv) Establish a formal Executive Onboarding Program informed
by OPM's Enhanced
Executive Onboarding Model and Government-Wide Executive
Onboarding
Framework, which shall provide critical support and guidance to
executives through
their first year of service in new positions, consistent with
guidance to be issued by
OPM no later than 60 days after the date of this order.
Onboarding shall be provided
for career and non-career SES, SL and ST employees, and SES-
equivalent positions.
Sec. 4. Additional Implementation Considerations. (a) Actions
for Agencies with SES-
Equivalent Positions. Certain agencies have independent
authorities enabling them to establish
positions that are equivalent to SES or Senior Professional
positions, or an executive personnel
system that includes such positions. Whether the positions or
employment systems are
established in title 5 (for example, FBI/DEA SES) or in other
titles of the United States Code
(for example, Senior Foreign Service, Defense Intelligence SES,
Senior National Intelligence
35. Service), the agency head shall determine the extent to which
the agency implements policies
and processes to support objectives identified in sections 3(a)
and 3(b) of this order for such
positions consistent with the agency's authorities and purposes
for which the law provides
them, with such consultation with the Director of OPM, OMB,
and the PMC Subcommittee as
the agency may require.
5
(b) Agency Status and Reporting. Within 45 days of the date of
this order, OPM will issue
guidance, concurrent with guidance in section 3(a)(v) of this
order, that defines regular
reporting on the status of each agency's implementation of the
provisions in this order.
Sec. 5. General Provisions. (a) Nothing in this order shall be
construed to impair or
otherwise affect:
(i) the authority granted by law to an executive department or
agency, or the head
thereof; or
(ii) the functions of the Director of OMB relating to budgetary,
administrative, or
legislative proposals.
(b) This order shall be implemented consistent with applicable
law and subject to the
availability of appropriations.
36. (c) This order is not intended to, and does not, create any right
or benefit, substantive or
procedural, enforceable at law or in equity by any party against
the United States, its
departments, agencies, or entities, its officers, employees, or
agents, or any other person.
BARACK OBAMA
The White House,
December 15, 2015.
[Filed with the Office of the Federal Register, 11:15 a.m.,
December 17, 2015]
NOTE: This Executive order was published in the Federal
Register on December 18.
Categories: Executive Orders : Senior Executive Service,
strengthening efforts.
Subjects: Government organizations and employees :
Recruitment and retention, strengthening
efforts.
DCPD Number: DCPD201500890.
Copyright of Daily Compilation of Presidential Documents is
the property of Superintendent
of Documents and its content may not be copied or emailed to
multiple sites or posted to a
listserv without the copyright holder's express written
permission. However, users may print,
37. download, or email articles for individual use.
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Week 1
PUB-7022 v1: Executive Leadership in Public Administratio…
Evaluating Senior Executives and Political Appointees
The U.S. federal government is made up of a significant amount
of departments and
agencies. The secretary of each department is a political
appointee that is appointed by
the President of the United States and confirmed by Congress
through confirmation
hearings that are publicly aired. Upon confirmation, each senior
executive leader has
responsibility for their respective department’s missions and
objectives. Secretaries each
have deputies that help facilitate the organization’s business at
the head quarter’s level.
38. Within each department below the head quarter’s level are
various agencies, which are
also led by political appointees at the undersecretary level.
Below that are deputy
undersecretaries, chiefs of staff, and another senior executive
service (SES) professionals
and other government employees.
Figure 1. U.S. federal government departments and agencies
The senior executives are responsible for the overall mission of
each agency and each
office. The organizational structures of each agency are usually
complex and have
different layers and offices that are tasked with sub-level
mission sets that constitute the
larger agency and department missions. The same is true with
state-level governments. All
public agencies usually have different layers of authority that
oversee different
component of the organization’s mission.
This week, you will evaluate the roles and responsibilities of
senior executives within the
U.S. federal government. You will assess the different
components within a federal
39. department to understand the enormity of each department and
the leadership
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Books and Resources for this Week
Blaskova, M., Adamoniene, R., &
Petrauskiene, R. (2017). Appliance of
public senior executives competences
for municipality activity efficiency...
Link
Light, P. C. (2015). Back to the future
on presidential appointments. Duke
Law Journal, 64, 1499.
Link
requirements for running a major public organization. It is
important to recognize the
different levels of government, the function of each federal
department and agency, and
40. the steps involved in managing public agencies, especially those
that provide a direct
service to the public. To understand how these federal agencies
work, you must first
recognize the organizational structure, leaders, and strategies
employed.
Be sure to review this week's resources carefully. You are
expected to apply the
information from these resources when you prepare your
assignments.
Heads-Up to the Signature Assignment
Your culminating Signature Assignment (due in Week 8) will be
a reflection of all that you
have learned within the course, and it may require that you
complete some work ahead of
time. To ensure you are prepared and have adequate time to
complete this assignment,
please review the instructions by looking ahead to Week 8. You
can contact your
professor if you have questions.
For your Signature Assignment, you will serve as a state
government coordinator for a
new state-wide initiative in an effort to consolidate critical
41. resources based on
governmental mandate and budget reduction.
83.33 % 5 of 6 topics complete
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Syllabus 3/4
Mayer, M. (2018). Political appointees
must do better. U.S. News - The
Report, 26–27.
Link
Obama, B. (2015). Executive Order
13714--Strengthening the Senior
Executive Service. Daily Compilation of
Presidential Documents, 1–5.
Link
42. Solomon, I. G., Costea, C., & Nita, A. M.
(2016). Leadership versus management
in public organizations. Economics,
Management & Financial Markets...
Link
Week 1 – Assignment: Assess the Nomination and
Confirmation Processes for Federal Agencies'
Executive Leadership
Assignment
Due October 31 at 11:59 PM
Executive leadership in the public sector is affected by complex
challenges. Executive
leaders often struggle with making decisions that affect millions
of Americans. The
decisions they make must be the results of sound judgment and
strategies. For this
assignment, you are the chairperson for a special advisory
committee on executive
leadership that serves at the pleasure of the President of the
United States. Your goal for
this assignment is to identify and recommend an individual to
the President of the United
43. States for the cabinet position of Secretary of Health and
Human Services. Prepare a
PowerPoint presentation that addresses the following:
1. Describe the selectee’s professional experiences and
expertise.
2. Explain the qualities of the selected, and then explain why
you recommend this
person’s nomination to the President of the United States.
3. Assess the selectee’s professional record and justify any
potential reason(s) this
individual might not be confirmed by the U.S. Senate.
4. Explain the confirmation process.
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44. Length: 5-7 slides, not including title and reference slides
References: Include a minimum of 5 scholarly resources.
Your presentation should demonstrate thoughtful consideration
of the ideas and concepts
that are presented in the course and provide new thoughts and
insights relating directly
to this topic. Your response should reflect graduate-level
writing and APA standards. Be
sure to adhere to Northcentral University's Academic Integrity
Policy.
Upload your document and click the Submit to Dropbox button.
Political Appointees Must Do Better
Public servants aren't there to enrich themselves, they are there
to serve the
American people.
By Matt Mayer Contributor April 30, 2018, at 6:00 a.m.
A V I E W O F T H E W H I T E H O U S E I N W A S H I
N G T O N , D . C . ( B R AN D O N S M IAL O W S K I/ AF
P /G ET T Y IM AG E S )
AL L TO O OFTEN, pol i ti c al appoi ntees i n both Republ i
c an and Dem oc rati c adm i ni s trati ons
45. get i n troubl e for us i ng taxpaye rs funds un wi s el y (i f
not i m properl y) or abus i n g thei r
pos i ti ons . In the l as t few m onths , the m edi a has c overed
Hous i ng and U rban Devel opm ent
Sec retary Ben Cars on's e xpens i ve furni tu re dec i s i on
(not i m proper, but c erta i nl y un wi s e),
Envi ronm ental Protec ti on Adm i ni s trati on Adm i ni s
trator Sc ott Prui tt 's s oundproof
p h o n e b o o t h (l i k e l y i m p r o p e r), a n d tra ve l a
rra n g e m e n t s o f s e ve ra l Tru m p Ad m i ni s trati on
offi c i al s (unwi s e). Thes e i rres pons i bl e dec i s i ons
tarni s h hard -earned reputati ons and, m ore
i m portantl y, underm i ne th e s ubs tanti ve pol i c y work of
the adm i ni s trati on and pres i dent for
whom the y wo rk .
[O P I N I O N : A Go vernm ent That Look s Li k e Trum p ]
From us i ng pri vate em ai l ac c ounts or s ervers to s hi el d
thei r work (i m proper) t o l avi s h
s pendi ng dec i s i ons s uc h as Obam a Adm i ni s trati on
General Ser vi c es Adm i ni s trati on head
Martha J ohns on s pendi ng over $800,000 i n Las Ve gas (i m
proper), pol i ti c al appoi ntees
regardl es s of party m us t s top doi ng thi ngs they tec hni c
al l y c an, but s houl dn't do, and m os t
defi ni tel y s houl d s top doi ng thi ngs that are i m proper
and/or i l l egal . The y m u s t rem i nd
them s el ves they are there to s erve the peopl e, not enri c h
them s el ves or l i ve l i k e Fortune
500 CEOs .
I have fi rs t -hand e xperi en c e wi th thi s probl em .
COMMENTARY
46. https://www.usnews.com/topics/author/matt-mayer
https://www.usnews.com/opinion/articles/2018-03-02/jared-
kushner-ben-carson-and-how-donald-trump-is-corrupting-
politics
W hen I s erved i n the Bus h adm i ni s trati on at the U.S.
Departm ent of Hom el a nd Sec uri ty, I
routi nel y s a w fel l o w pol i ti c al appoi ntees tak e
advantage of ever y perqui s i te pos s i bl e and
then s om e. I vi vi dl y rec al l travel i ng wi th s e veral ap
poi ntees onc e who bec k one d m e to go
wi th them at the ai rport. A pparentl y, the y woul d c on nec t
wi th a Trans portati o n Sec uri ty
Adm i ni s trati on pers on wh o woul d tak e them around the s
ec uri ty s c reeni ng the publ i c had to
endure. I refus ed to parta k e i n the prac ti c e s tati ng that i f
m y fam i l y and f ri ends had to be
s ubj ec ted to the i neffi c i ent and needl es s TSA s c ree ni
ng, then I s houl d have t o do i t, too. I
m ay have been m oti vated by ethi c s , but I was m ore m oti
vated by the fear of bei ng i n a
s tory i n The W as hi ngton Pos t.
W hen I di d have a per qui s i te, I tri ed to e xtend that
advantage broadl y . For e xam pl e, a c ar
and dri ver c am e wi th m y pos i ti on. Ins tead of l etti ng the
c ar s i t i dl e when I di dn't need i t, I
i ns ti tuted a s ys tem bas ed on s eni ori ty that m ade th e c ar
avai l abl e to anyone i n the offi c e
who needed to go to a m eeti ng outs i de our offi c e. I fi gured
at l eas t we c oul d s ave ta xpa yer
funds on ta xi s by l e veragi ng the s unk c os t of the c ar.
Agai n, I di dn't i m pl em e nt thi s pol i c y
bec aus e I was the m odel appoi ntee; I di d i t bec aus e i t s
47. eem ed was teful and s tupi d not to
do i t.
W hen publ i c offic i al s engage i n unwi s e or i m proper
dec i s i ons , i t does n't j us t harm thos e
i nvol ved and the p res i dent, i t further und erm i nes th e
peopl e's bel i ef i n gover nm ent when
that bel i ef i s al ready woef ul l y l o w. If we want to res
tore Am eri c a's fai th i n go vernm ent,
pol i ti c al appoi ntees need to s tart by dem ons trati ng they
are there for the ri gh t reas on;
nam el y, to s erve the p res i dent and the peopl e by p utti ng
good pol i c y ac ti ons ahead of
perqui s i tes and pam peri ng.
[ P H O T O S : TH E S TA TE O F CIVIL RIG H TS ]
It goes wi thout s ayi ng tha t the pay i s n't g reat to wo rk i n
governm ent, es pec i al l y for non -
c areer appoi ntees who l i k el y won 't get the reti rem e nt
benefi ts of l i fel ong gov ernm ent
em pl oym ent. Nonethel es s , the opportuni ty to do g r eat thi
ngs to advanc e an agenda for
Am eri c a needs to be paym ent enough. If s om eone c ons i
deri ng an appoi ntm ent i s n't wi l l i ng
to uphol d the hi ghes t s tandard or, at a m i ni m um , be wi l l
i ng to have e ver y dec i s i on they
m ak e bec om e a frontpage news s tor y, then the y s h oul d
do them s el ves , the pres i dent and
the publ i c a favor and dec l i ne to s erve.
Ever y pres i dent has enou gh pres s ure on hi m regardi ng
dec i s i ons he has to m ak e and
defend, appoi ntees s houldn't m ak e i t even harder by forc i
ng hi m to defend t hei r dec i s i ons ,
too . It i s n't that hard to d o the ri ght thi ng, i s i t?
48. Matt Mayer, Contributor
Matt A. Ma yer i s the C EO of Opportuni t y Ohi o and f orm
er s eni or offi c i al at the U.S.
Departm ent of Hom el and Sec uri ty.
https://www.usnews.com/news/the-
report/photos/2018/04/03/photos-the-state-of-civil-rights-50-
years-after-mlks-assassination
https://www.usnews.com/topics/author/matt-mayer
http://www.opportunityohio.org/
Copyright 2018 the U.S. News & World Report, L.P. All rights
reserved.
References
Mayer, M. (2018). Political appointees must do better. U.S.
News - The Report, 26–27
Obama, B. (2015). Executive Order 13714--Strengthening the
Senior Executive Service. Daily Compilation of Presidential
Documents, 1–5
Solomon, I. G., Costea, C., & Nita, A. M. (2016). Leadership
versus management in public organizations. Economics,
Management & Financial Markets...