200 Words per question, give 1 reference for each question1. W.docx
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200 Words per question, give 1 reference for each question: 1. What is the current state of public service workers? Are public service personnel treated well, poorly, too well, etc.? How does their current state compare to other times in the past? 2. Explain the complexities of historic public personnel management (government by gentlemen to current). Think of an organization you are employed with or are a part of. How is diversity defined in your organization? Give examples of how diversity recruiting programs work. How is your organization using such recruiting tools? 3. Should state and local budgets be based on financing existing and proposed policies, or should policy enactment be based on the availability of resources to finance them? Explain and give examples. 4. Find a policy that is funded at all three levels. Analyze how that funding has changed over time. What does it mean for public management and the provisions of the services in the future? Explain and give examples. .
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Public Policy and AdministrationElected .docx
Public Policy and Administration
Elected and appointed officials at all levels of government are faced with the dilemma of raising demands for services and diminishing financial resources needed to meet those demands. The traditional method of using a public agency to implement policy and deliver services is no longer possible or even desirable in many cases. Governments in the United States and throughout the world have formed partnerships with nonprofit or nongovernmental organizations as a means to implement policies and deliver services. In many cases, the new partnerships have placed administrators from two very different organizational cultures in direct contact with one another on a daily basis. Public and nonprofit administrators must learn to accommodate the organizational culture of their counterparts if the new partnerships are to succeed. Scholars studying in the fields of public and nonprofit administration can provide a great service to their counterparts in practice by addressing the research problem of how to integrate the organizational cultures of their two sectors.
The assignment:
Craft a 2 page paper in which you do the following:
Provide an introduction.
Provide a purpose statement.
Provide viable research questions and hypotheses.
Generate a written research plan that addresses the above questions.
.
1. Describe more fully the project for which you are applying. Des.docx
1. Describe more fully the project for which you are applying. Describe the issue(s) your organization addresses through this project, and what specific actions you are taking to address the issues. Outline the project’s goals, activities and timelines.
Aging Latinos in Action - ALA
CCCIL is committed to developing the staff and community leadership necessary to ensure that our local aging Latino population can lead the most independent and healthy lives possible. CCCIL’s ALA initiative rests on the premise that a community rooted in a culture of independent living and health requires outreach, education, engagement, action and reflection.
ALA directly addresses CCCIL’s priority areas including 1) Developing an engaged constituency of community leaders with disabilities to act on local issues that will build and maintain a healthy, vibrant and independent community; and 2) Addressing the needs of the rapidly increasing aging population as it naturally increases in needs for disability services These two priorities are intimately interwoven as the cultural needs of specific populations including Latinos and aging adults pose unique opportunities and challenges as our nation re-invents how we look at access to care and health. Further, as disabilities are a natural part of the aging process, CCCIL is uniquely qualified to develop leadership in this area.
With investment from the UU Fund for a Just Society, CCCIL will have the opportunity to focus on the outreach, education and action that will both serve and organize a larger constituency of Monterey County’s aging Latino adults.
With the UU investment, the ALA initiative will continue its 8 month pilot project into a second year and focus on:
Outreach
July - December
Working with our community partners (including Area Agencies on Aging, service providers & churches) to invite aging Latinos to participate in ALA Health Academies
Education September - March
· How community members have made a difference in local health care policy decisions.
· On the core skills of community organizing including house meetings, power analysis, research actions, action and reflection with the support of our local IAF affiliate organization COPA – Communities Organized for Relational Public Action
· On the services provided by CCCIL – each participant will be given the information necessary to schedule an appointment with a CCCIL Advocate to develop an Independent Living plan to help them access benefits.
· In addition to the education pieces in the Health Care Academies, CCCIL may organize 1-2 workshops on specific topics identified as needs by the community that could include accessing home health care.
Engagement January - June
· Each Healthcare Academy will have an opportunity for small group meetings where participants will be asked a question such as What has been your experience accessing health care? Each group will report out to the larger group and potential areas for action will be ident ...
CHW national update Iphi meeting 1 14-14
This document summarizes a meeting about community health workers (CHWs). It reviewed definitions of CHWs, current national initiatives, and opportunities from Medicaid rule changes. There are initiatives by CDC, HHS, DOL to define and support CHWs. The Medicaid rule change allows payment for preventive services by non-licensed providers like CHWs. States are pursuing CHW workforce data, standards, and sustainable roles through initiatives like in Delaware, Seattle, Texas, Oregon, and South Carolina.
Doing Public HRM in the United StatesBecause public HR managemen.docx
1) Public human resource management in the US is dominated by state and local governments due to constitutional powers and decentralized culture. Elected officials, personnel directors, and other managers share HRM responsibilities.
2) How HRM is performed depends on the dominant system - patronage prioritizes political loyalty in hiring while civil service emphasizes balanced focus on planning, acquisition, development, and sanction.
3) Collective bargaining influences compensation and grievances, and affirmative action aims for protected class equity in hiring and promotion. Increased contracting reduces public employment but increases contract management work.
Assignment 3 Policy identificationAccording to the Counsel on Soc.docx
Assignment 3: Policy identification
According to the Counsel on Social Work Education, Competency 5: Engage in Policy Practice:
Social workers understand that human rights and social justice, as well as social welfare and services, are mediated by policy and its implementation at the federal, state, and local levels. Social workers understand the history and current structures of social policies and services, the role of policy in service delivery, and the role of practice in policy development. Social workers understand their role in policy development and implementation within their practice settings at the micro, mezzo, and macro levels and they actively engage in policy practice to effect change within those settings. Social workers recognize and understand the historical, social, cultural, economic, organizational, environmental, and global influences that affect social policy. They are also knowledgeable about policy formulation, analysis, implementation, and evaluation. Social workers:
o
Identify social policy at the local, state, and federal level that impacts well-being, service delivery, and access to social services;
o
Assess how social welfare and economic policies impact the delivery of and access to social services;
o
Apply critical thinking to analyze, formulate, and advocate for policies that advance human rights and social, economic, and environmental justice.
This assignment is intended to help students demonstrate the behavioral components of this competency in their field education.
To prepare: Working with your field instructor, identify, evaluate, and discuss policies established by the local, state, and federal government (within the last five years) that affect the day to day operations of the field placement agency.
The Assignment (1-2 pages):
·
Describe the policies and their impact on the field agency (military now offers transgender member service policy).
Propose specific recommendations regarding how you, as a social work intern, and the agency (military mental health clinic) can advocate for policies pertaining to advancing social justice for the agency and the clients it serves.
Be sure to provide full APA citations for your references (2 or more).
.
Scanned with CamScannerRunning Head NEEDS ASSESSMENT AS.docx
Scanned with CamScanner
Running Head: NEEDS ASSESSMENT ASSIGNMENT
NEEDS ASSESSMENT ASSIGNMENT
Needs Assessment Assignment
Name: Gabrielle McNeely
Institutional Affiliation: Strayer University
Needs Assessment Assignment
Title: Needs Assessment
Specific Purpose:
To notify diverse organizations, regarding the aspect of needs assessment and human service leadership.
General Purpose:
The main goal of this research is looking at economic changes in human service which are the leadership crisis, which explains the decrees of experienced leaders wanting to work in a nonprofit organization setting. Research has discovered that the workers in human services do not want to transition into upper management positions (Watson &Hoefer, 2014). Other economic changes in human services depend on leaders being diverse and relatable to all races, genders, and ages in the workplace.
Thesis Statement:
According to our (Lu, 2013), research reveals political and pragmatic forces outweigh economic rationality in human service contracting decisions. Government contracted human service programs can pose a threat to government employees by causing job loss and wage reductions.
Introduction
Government contracting is heavily influenced by different groups of actors within the government such as public employees, who can influence the government contracting decisions. Nonprofit organizations can serve local communities better than government agencies. Also, at times, the demand for human services outweighs what the government contract provisions for, and the government cannot satisfy or meet the needs of everyone. Lu also revealed that states with stronger non-profit advocacy are more likely to contract out their human service production.
A more open-ended approach is to use the Internet so that people can describe what they like if they are current consumers or what services they would like if they were to use your program in the future. Provide an easily accessible part of the website for people to request more information or for making suggestions about your services. Also, make sure that someone responds on a daily basis. A word of caution: do not over-rely on the Internet to obtain feedback on your services. Not all of your consumers can access the Internet, and be mindful that overusing Internet surveys can be perceived as pestering.
Attention Getter:
Did you know that in the human services field, the person or entity paying for the service is usually not the consumer of the service (except in those few instances where clients pay full fee)?
Body
Because many organizations experience more demand for their service than what their resources will allow, because dissatisfied clients who leave the agency can be replaced by someone else on a waiting list, and because funding limitations force agencies to reduce services, agency staff may tend to treat their consumers with less care and consideration (Hasenfeld, 2015). The term customer is.
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Public Policy and AdministrationElected .docx
Public Policy and Administration
Elected and appointed officials at all levels of government are faced with the dilemma of raising demands for services and diminishing financial resources needed to meet those demands. The traditional method of using a public agency to implement policy and deliver services is no longer possible or even desirable in many cases. Governments in the United States and throughout the world have formed partnerships with nonprofit or nongovernmental organizations as a means to implement policies and deliver services. In many cases, the new partnerships have placed administrators from two very different organizational cultures in direct contact with one another on a daily basis. Public and nonprofit administrators must learn to accommodate the organizational culture of their counterparts if the new partnerships are to succeed. Scholars studying in the fields of public and nonprofit administration can provide a great service to their counterparts in practice by addressing the research problem of how to integrate the organizational cultures of their two sectors.
The assignment:
Craft a 2 page paper in which you do the following:
Provide an introduction.
Provide a purpose statement.
Provide viable research questions and hypotheses.
Generate a written research plan that addresses the above questions.
.
1. Describe more fully the project for which you are applying. Des.docx
1. Describe more fully the project for which you are applying. Describe the issue(s) your organization addresses through this project, and what specific actions you are taking to address the issues. Outline the project’s goals, activities and timelines.
Aging Latinos in Action - ALA
CCCIL is committed to developing the staff and community leadership necessary to ensure that our local aging Latino population can lead the most independent and healthy lives possible. CCCIL’s ALA initiative rests on the premise that a community rooted in a culture of independent living and health requires outreach, education, engagement, action and reflection.
ALA directly addresses CCCIL’s priority areas including 1) Developing an engaged constituency of community leaders with disabilities to act on local issues that will build and maintain a healthy, vibrant and independent community; and 2) Addressing the needs of the rapidly increasing aging population as it naturally increases in needs for disability services These two priorities are intimately interwoven as the cultural needs of specific populations including Latinos and aging adults pose unique opportunities and challenges as our nation re-invents how we look at access to care and health. Further, as disabilities are a natural part of the aging process, CCCIL is uniquely qualified to develop leadership in this area.
With investment from the UU Fund for a Just Society, CCCIL will have the opportunity to focus on the outreach, education and action that will both serve and organize a larger constituency of Monterey County’s aging Latino adults.
With the UU investment, the ALA initiative will continue its 8 month pilot project into a second year and focus on:
Outreach
July - December
Working with our community partners (including Area Agencies on Aging, service providers & churches) to invite aging Latinos to participate in ALA Health Academies
Education September - March
· How community members have made a difference in local health care policy decisions.
· On the core skills of community organizing including house meetings, power analysis, research actions, action and reflection with the support of our local IAF affiliate organization COPA – Communities Organized for Relational Public Action
· On the services provided by CCCIL – each participant will be given the information necessary to schedule an appointment with a CCCIL Advocate to develop an Independent Living plan to help them access benefits.
· In addition to the education pieces in the Health Care Academies, CCCIL may organize 1-2 workshops on specific topics identified as needs by the community that could include accessing home health care.
Engagement January - June
· Each Healthcare Academy will have an opportunity for small group meetings where participants will be asked a question such as What has been your experience accessing health care? Each group will report out to the larger group and potential areas for action will be ident ...
CHW national update Iphi meeting 1 14-14
This document summarizes a meeting about community health workers (CHWs). It reviewed definitions of CHWs, current national initiatives, and opportunities from Medicaid rule changes. There are initiatives by CDC, HHS, DOL to define and support CHWs. The Medicaid rule change allows payment for preventive services by non-licensed providers like CHWs. States are pursuing CHW workforce data, standards, and sustainable roles through initiatives like in Delaware, Seattle, Texas, Oregon, and South Carolina.
Doing Public HRM in the United StatesBecause public HR managemen.docx
1) Public human resource management in the US is dominated by state and local governments due to constitutional powers and decentralized culture. Elected officials, personnel directors, and other managers share HRM responsibilities.
2) How HRM is performed depends on the dominant system - patronage prioritizes political loyalty in hiring while civil service emphasizes balanced focus on planning, acquisition, development, and sanction.
3) Collective bargaining influences compensation and grievances, and affirmative action aims for protected class equity in hiring and promotion. Increased contracting reduces public employment but increases contract management work.
Assignment 3 Policy identificationAccording to the Counsel on Soc.docx
Assignment 3: Policy identification
According to the Counsel on Social Work Education, Competency 5: Engage in Policy Practice:
Social workers understand that human rights and social justice, as well as social welfare and services, are mediated by policy and its implementation at the federal, state, and local levels. Social workers understand the history and current structures of social policies and services, the role of policy in service delivery, and the role of practice in policy development. Social workers understand their role in policy development and implementation within their practice settings at the micro, mezzo, and macro levels and they actively engage in policy practice to effect change within those settings. Social workers recognize and understand the historical, social, cultural, economic, organizational, environmental, and global influences that affect social policy. They are also knowledgeable about policy formulation, analysis, implementation, and evaluation. Social workers:
o
Identify social policy at the local, state, and federal level that impacts well-being, service delivery, and access to social services;
o
Assess how social welfare and economic policies impact the delivery of and access to social services;
o
Apply critical thinking to analyze, formulate, and advocate for policies that advance human rights and social, economic, and environmental justice.
This assignment is intended to help students demonstrate the behavioral components of this competency in their field education.
To prepare: Working with your field instructor, identify, evaluate, and discuss policies established by the local, state, and federal government (within the last five years) that affect the day to day operations of the field placement agency.
The Assignment (1-2 pages):
·
Describe the policies and their impact on the field agency (military now offers transgender member service policy).
Propose specific recommendations regarding how you, as a social work intern, and the agency (military mental health clinic) can advocate for policies pertaining to advancing social justice for the agency and the clients it serves.
Be sure to provide full APA citations for your references (2 or more).
.
Scanned with CamScannerRunning Head NEEDS ASSESSMENT AS.docx
Scanned with CamScanner
Running Head: NEEDS ASSESSMENT ASSIGNMENT
NEEDS ASSESSMENT ASSIGNMENT
Needs Assessment Assignment
Name: Gabrielle McNeely
Institutional Affiliation: Strayer University
Needs Assessment Assignment
Title: Needs Assessment
Specific Purpose:
To notify diverse organizations, regarding the aspect of needs assessment and human service leadership.
General Purpose:
The main goal of this research is looking at economic changes in human service which are the leadership crisis, which explains the decrees of experienced leaders wanting to work in a nonprofit organization setting. Research has discovered that the workers in human services do not want to transition into upper management positions (Watson &Hoefer, 2014). Other economic changes in human services depend on leaders being diverse and relatable to all races, genders, and ages in the workplace.
Thesis Statement:
According to our (Lu, 2013), research reveals political and pragmatic forces outweigh economic rationality in human service contracting decisions. Government contracted human service programs can pose a threat to government employees by causing job loss and wage reductions.
Introduction
Government contracting is heavily influenced by different groups of actors within the government such as public employees, who can influence the government contracting decisions. Nonprofit organizations can serve local communities better than government agencies. Also, at times, the demand for human services outweighs what the government contract provisions for, and the government cannot satisfy or meet the needs of everyone. Lu also revealed that states with stronger non-profit advocacy are more likely to contract out their human service production.
A more open-ended approach is to use the Internet so that people can describe what they like if they are current consumers or what services they would like if they were to use your program in the future. Provide an easily accessible part of the website for people to request more information or for making suggestions about your services. Also, make sure that someone responds on a daily basis. A word of caution: do not over-rely on the Internet to obtain feedback on your services. Not all of your consumers can access the Internet, and be mindful that overusing Internet surveys can be perceived as pestering.
Attention Getter:
Did you know that in the human services field, the person or entity paying for the service is usually not the consumer of the service (except in those few instances where clients pay full fee)?
Body
Because many organizations experience more demand for their service than what their resources will allow, because dissatisfied clients who leave the agency can be replaced by someone else on a waiting list, and because funding limitations force agencies to reduce services, agency staff may tend to treat their consumers with less care and consideration (Hasenfeld, 2015). The term customer is.
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The document discusses various government agencies and their roles in regulating behavior and enforcing statutes passed by Congress and the executive branch. It notes that regulatory agencies exist at the federal, state, and local levels. The Food and Drug Administration and Federal Election Commission are provided as examples of federal regulatory agencies that carry out mandates from Congress. The document also discusses the three levels of government in the US - federal, state, and local - and how each draws legitimacy from the Constitution but also has its own authority and jurisdiction.
Representative Bureaucracy Essay
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Application The Civil Service SystemHow do public adminis.docx
Application: The Civil Service System
How do public administrators become public administrators? Who recruits, selects, and hires them? How are they paid, promoted, and evaluated? The civil service system is similar to the human resources (HR) department at a private organization. That is, it is concerned with all of the issues and tasks related to employment within the organization. Since the "organization" in this case is the government, there also are many differences between the civil service system and the human resources practices at most private companies. Government organizations have very specific, rigid processes for recruitment, selection, promotion, and appraisal of employees. Many of these processes have been in place since the 19th century. For example, prospective civil servants must pass exams before even being considered for a government position. This is part of the merit system, which is one of the foundational principles of the civil service system. The merit system is based on the idea that the most qualified person should fill each position, rather than a person who simply has the "right" political connections. In addition, government positions all are given a specific classification, which determines the rate of pay. Although these rules sound logical in theory, in practice they often become extremely complicated, leading to dishonesty and inefficiency. As a result, efforts at civil service reform are common and span throughout history, from the Pendleton Act of 1881, to President George W. Bush's push for competitive sourcing in 2001. In this assignment, you examine what the civil service system comprises, as well as how it might be improved.
The assignment (2–3 pages):
Due Thursday 6/11/2015
In your own words, define the civil service system.
Explain the major components of the civil service system.
Explain one way in which you might improve the civil service system.
Explain why you would choose to implement this improvement and what its positive results might be.
Application Assignments must be in
APA style and format
.
HS 6010 Education Organization - snaptutorial.com
For more classes visit
www.snaptutorial.com
HS 6010 Module 1 Assignment 3 Compare and Contrast Human Services Organizations
It is important to understand that human services are broad in spectrum and consist of many types of service delivery, including mental health, child welfare, medical care, public assistance, and corrections.
Hbo4
1) A social system is a complex set of relationships within an organization. Employees become part of the organizational culture and social system when they join. There is a dynamic balance called social equilibrium between the interdependent parts of a system.
2) When minor changes occur, social equilibrium is maintained through adjustments. But major or rapid changes can disrupt the balance until a new equilibrium is reached. Changes are considered functional if they benefit the system, and dysfunctional if they harm it.
3) Employees psychologically contract to give work and loyalty in exchange for more than just economic rewards, like security and fulfillment. If expectations are met, employees are satisfied and high performing. But if not met, they are dissatisfied and performance
Copyright of Publi.docx
Copyright of Public Administration Review is the property of Wiley-Blackwell 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, download, or email articles for individual use.
ELA 350
ESSAY #1 RUBRIC
Criteria/Scale Exceeds Expectations
9-10 points
Meets Expectations
7-8 points
Needs Improvement
5-6 points
Inadequate
0-4 points
Content/information
• Clarity of purpose
• Critical and
original thoughts
• Use of examples
• PLSI and Temperament are
clearly stated and developed
• Results offer analysis with
specific examples about which
tests portrayed personality and
current work/future profession
preference
• Integrates PLSI and
Temperament results in detail
and uses specific examples by
discussing whether results were
surprising or in line with future
chosen profession and whether
they are in line with identified
core values
• PLSI and Temperament are
clearly stated but not fully
developed
• Results offer some analysis
about current work/future
profession preference but lacks
reflections and thoughts
• There is some integration about
PLSI and Temperament results
with some details about whether
they were surprising or in line
with chosen future profession or
in line with core values
• PLSI and Temperament are
explored and reflected but
not sufficiently
• Results are explored with
little analysis about current
work/future profession
preference
• There is little integration
about PLSI and
Temperament results with
little detail about whether
they were surprising or in
line with chosen future
profession or in line with
core values
• No paper is hand in.
• There is little or not insight
of PLSI and Temperament
• Results are not explored
about personality or
work/future profession
preference
• No integration of PLSI and
Temperament results with
details about whether they
are in line with future chosen
career or in line with core
values
Structure
• Organization
• Flow of ideas
• Transitions
• Paper is logically organized
• Easily followed
• Effective, smooth, and logical
transitions
Professional format
• Paper has clear organizational
structure with some digressions
or irrelevances
• Easily followed
• Basic transitions
• Structured format
• There is some level of
organization though
digressions and irrelevances
are too many
• Difficult to follow
• Ineffective transitions
• Rambling format
• There is no apparent
organization to the paper.
• Difficult to follow
• No or poor transitions
• No format
Grammar/mechanics
• Sentence
structures
• Spelling
• Punctuation
• Mechanics
• Manipulates complex sentences
for effect/impact
• No punctuation or mechanical
errors
• Uses 12 font, New Times
Roman and is doubled spaced
• Uses complex sentences
• Few punctuation or mech.
Assignment 1At the heart of democratic public administration and.docx
Assignment 1
At the heart of democratic public administration and leadership is the goal to serve the public interest while seeking to achieve the underlying policy goals of equity, efficiency, security, and liberty. How would you integrate an understanding of the public interest into your organization? Use at least two specific examples. Make sure you define the term “public interest” in your answer. With this in mind, consider the following questions.
Sometimes critics will assail “democratic public administration” with the following remarks:
“You just can’t let employees vote on everything!”
“If you let employees have too much say, they’ll just cut back their work hours or productivity!”
“I can’t let employees have this much say because they just don’t know enough of the rationale behind our decisions!”
What would be your response to these types of critiques? Or do you agree with them?
By the due date assigned, post your response to this Discussion Area.
Assignment 4
Locate seven grants. The seven grants are listed below by type. For each grant, include in the assignment a summary of the grant and provide a URL or link to the RFP or instructions for the grant (not just a general list of grants). The seven grants are:
· Government grants
· Two federal grant opportunities with at least one related to your statement of needs
· One state grant
· One local (city, county, or school district) grant
· Foundation sources
· Two foundation grants- at least one should be appropriate to fund your project/program
· Corporate source
· One corporate grant
Assignment 6
Most funders will request an evaluation of the grant program. The funder wants evidence that the funded program achieved its intended outcomes. Therefore, understanding types of evaluation methods and evaluation criteria is important. Using the course material and additional research:
1. Discuss formative and summative evaluations.
2. Research evaluation criteria used in three grant proposals, identify the criteria used, and discuss any commonalities between the criteria.
3. Now that you know more about program evaluations, how might you write the grant proposal differently?
Cite all sources and provide references in APA format on a separate page.
Assignment 2
Budget Allocations: A Tool for Implementing Public Policy
Before working on this discussion forum, please review the link "Doing Discussion Questions Right,” the expanded grading rubric for the forum, and any specific instructions for this week’s topic.
This week, we covered several topics pertaining to the implementation phase of the policymaking process. The budget as an implementation tool and how budget allocations reflect policy decisions were examined. Then, we discussed the critical role of monitoring and evaluation in ensuring that the public interest was being served. Finally, democratic approaches to public administration were reviewed within the context of how advances in technology, specifically in e-government, ca.
Adaptive leadership toolkit
The document introduces the concept of adaptive leadership and provides tools to help identify and develop adaptive leadership skills. It discusses key fundamentals of an adaptive leadership approach including knowledge of the organization, willingness to project into the future, breaking down barriers, being disruptive, being agile, empowering others, and responding to changes. The tools include reflective questions, examples of adaptive leadership strategies, and a self-assessment to help leaders strengthen their adaptive skills.
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This document provides information and assignments for students in the BSHS 425 course on administration and management of human service programs. It includes assignments on human service programs, applying an empowerment approach to a dream agency idea, community agency interviews, developing a learning team charter and dream agency proposal, topics of supervision, motivation, diversity, and a final dream agency presentation. The assignments require applying concepts of empowerment, management functions, leadership, and systems perspective to analyzing and developing a dream human service agency idea.
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Kim I am willing to pay $40 for this assignment the assignment is due 08/18/14. Please see the attached assignment below and please read all the instructions very carefully.
Assignment 3: Public Administrative Environments
worth 280 points
The City Manager has contacted you regarding the following issues concerning various governmental departments and external stakeholders:
In the past year, citizen, department, and outside stakeholder complaints have been filed against the Department of Health administrators. Such complaints cited unprofessional leadership, unethical practices, insufficient customer and patient care, poor fire and emergency response time, and inability to implement change and resolve conflict within and amongst subordinates and staff. The Department of Health is composed of the following agencies:
Social Services,
Fire and Emergency Management, and
Human Services.
The School Board has a collaborative relationship with various government departments. In the last two (2) months, the School Board has charged department directors with failure to work collaboratively with the School Board on its efforts to:
Meet federal mandates regarding reformation of new policy issues that will impact the leadership of the Department of Redevelopment and Housing, the State Department of Education, and the State Department of Housing and Urban Development.
Support the academic leadership of secondary school principals by providing specific student data from the Department of Juvenile Relations, in an attempt to improve student retention and performance toward increase graduation rates.
You may use the Internet and / or Strayer databases to complete any additional research.
Note:
You may create and / or make all necessary assumptions needed for the completion of this assignment.
Use the basic outline below to draft your paper. Organize your responses to each question (except Question 5) under the following section headings:
Public Leadership in a Health Environment (for Question 1)
Public Leadership in an Educational Environment (for Question 2)
Public Leadership in Government Operations (for Question 3)
Improving Public Leadership Styles (for Question 4)
Write a seven to eight (7-8) page paper in which you:
Determine one (1) specific leadership theory and two to three (2-3) public leader styles that would be most beneficial for the Director of Public Health and related agencies in addressing the issues. Provide a rationale to support your response.
Recommend one (1) specific leadership theory and two (2) public leader styles that would be most beneficial for the School Board in addressing the issues presented. Provide a rationale for your response.
Determine the essential manner in which the leadership from the Department of Public Health, the School Board, and the various other government departments impacts the leadership of the City Manager’s and his or her ability to carry out government operations.
Recommend two (2) strategies that a pu.
Additional tips The purpose of the final assignment is for yo.docx
Additional tips:
The purpose of the final assignment is for you to analyze an existing policy (at the federal, state, or local level) and discuss its impact on a social problem. You aren’t proposing a policy, but analyzing an existing policy of interest to you.
Be sure to take enough time reading about the policy you selected to thoroughly understand it in an in-depth way and be able to confidently answer the questions in the assignment.
Please take time to carefully read each question in the assignment and be sure to answer it. As you proof-read your paper, take the opportunity to again review the assignment and double check that you have thoroughly but succinctly provided the information for each applicable question.
Please make sure you are using APA style in your final paper, including the title page with name and dates.
The assignment is 8 – 10 pages long because that’s roughly the length of a comprehensive social policy analysis. Please try to refrain from adding more words than necessary to stretch the length.
Proof-reading more than once is a great idea to try to catch sentences that aren’t sentences and words that are inadvertently misused. Read it out loud. I understand that the U of MD’s writing lab is available to help those interested in strengthening their writing skills – don’t hesitate to take advantage of it!
My expectation is that direct quotes be kept to a minimum in that graduate-level writing involves synthesizing ideas and then presenting them in your OWN words. For those quotes you do use, please be sure to use the correct citation and quotation marks. Not doing so may be considered plagiarism and will be responded to accordingly.
Assignment 2: Policy Analysis. DUE: 11/28
For this assignment, you will examine a social policy at the local, state or federal level by the legislative, executive, or judicial branch of government. The policy may be addressing a social issue that directly or indirectly affects the clients served by your field placement, agency of employment, your community, or who you plan to work with after graduation. Drawing from class materials and external sources, write an 8-10 page policy analysis (double-spaced, 12 point font, with 1” margins). Your paper should address the following:
Describe the social issue and identify the population-at-risk. Summarize existing research on this social issue.
What is the historical context of the policy? How did the social issue come to the attention of policymakers? Who were/are the key actors who made the issue “legitimate” and mobilized support for or against the policy? Were there previous policy attempts to address this issue?
Describe the social policy, answering the following questions:
What kinds of benefits are offered?
What are the bases of social allocation? (who is eligible)
How are the benefits to be delivered?
How are the benefits financed?
What is the purpose/goal of the social policy? What assumptions about problem ...
Write a 4 page executive summary that examines an organizations
Write a 4 page executive summary that examines an organization's diversity policies and practices.
Becoming a nursing leader requires a good deal of thought, consideration, and evaluation of the qualities you believe are essential for a nurse to effectively lead in the delivery of health care.
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
Competency 2: Apply systems theory and systems thinking to facilitate health care delivery and patient outcomes.
Analyze the impact of a diverse nursing workforce on patient outcomes.
Competency 3: Analyze the role of multiculturalism and diversity in organizational and systems structure and leadership.
Analyze how a health care organization integrates diversity and multiculturalism into its practices.
Analyze current recruitment and retention policies to identify gaps between best practices and current policies.
Competency 4: Evaluate how power relates to health care organizational structure, behavior, and leadership.
Recommend evidence-based changes to the organizational structure and systems leadership that empower a diverse workforce.
Competency 5: Communicate in a manner that is consistent with the expectations of a nursing professional.
Write content clearly and logically, with correct use of grammar, punctuation, mechanics, and current APA style.
Preparation
To prepare for this assessment, use the Internet to study the impact of health system's power structure on nursing, leadership, diversity related to empowerment in nursing and patient outcomes, and recruitment of a diverse workforce. You may also wish to look for examples of an executive summary on the Internet.
Identify a type of health care facility and examine the Web site and available public information to review the organization of the nursing department, nursing recruitment, and any information about the diversity of the system's workforce and leadership.
You may use the health care setting in which you currently work or have worked in the past.
Describe the type of organization and region. Example: a major Midwestern teaching hospital or a rehabilitation hospital on the East Coast.
Do not report the name of the facility.
Deliverable: Executive Summary of Organizational Diversity
Read the following scenario:
Scenario:
The city in which you work has undergone a significant population shift within the last 10 years, due to increased employment, education opportunities, and an influx of immigrants and refugees. To put the population shift in perspective, the local school district enrollment report states that nearly 100 languages are spoken in the schools, up from 32 languages in the last census. Senior leadership has asked you to examine all types of multiculturalism and diversity within your health care organization.
To do this, you will need to use a systems perspective to examine the relationship between a diverse workfor ...
Politics & Governance for Practice in a Post-Carbon World
This document discusses how practice theory can inform governance and policymaking for a post-carbon world. It argues that policies across government shape energy demand through their influence on practices like working, digitalization, housing, and more. Interview data highlights challenges to coordinating policies between departments and overcoming legacy policies. The authors argue for reflexive governance where all policies address energy use and a post-carbon transition, rather than isolated efficiency efforts. Coordinating policies to transform conventions of need could better achieve emissions reductions. However, interviews revealed barriers like departments prioritizing their own objectives and resistance to change from policies perceived to benefit citizens.
NHS-FPX6008 - Economics and Decision Making in Health CareAssess (2).docx
NHS-FPX6008 - Economics and Decision Making in Health Care
Assessment 4 Instructions: Lobbying for Change
Top of Form
Bottom of Form
Write a letter to an official in your state or local government. (Choose the individual in the level of government that will best address your issue). The purpose of this letter is to advocate for action with regards to your chosen health care environment issue.
Introduction
Note: Each assessment in this course builds upon the work you have completed in previous assessments. Therefore, you must complete the assessments in the order in which they are presented.
As health care leaders, it is important to understand strategies for advocating and lobbying elected officials. This can lead to the development of policies or laws that can help drive improved equity and outcomes for all participants in the health care environment as well as a more sustainable financial future.
Background and Context
As a master's-level health care practitioner, you may be expected to implement plans to ensure that initiatives designed to take advantage of economic opportunities for the organization are rolled out successfully and can be sustained over multiple years. Additionally, it is important to be able to envision how an initiative could be implemented in different contexts and for different purposes to ensure the investment remains a viable and positive asset to your organization or care setting.
As a master's-level practitioner, you will often be challenged to influence the health care environment in a variety of ways. This influence can occur on a micro-level (implementing change on your unit, institution, community, or local organizations) or at a macro level (implementing change via state or federal regulations and policy). One way you can influence the health care environment is by lobbying an elected official at the local, state, or national level to adopt policies or legislation that would support positive economic and health outcomes for patients, practitioners, and organizations within the health care environment.
Instructions
For this assessment, you will develop a letter to an official in your state or local government (choose the individual in the level of government that will best address your issue). The purpose of this letter is to advocate for action with regards to your chosen health care environment issue. Remember, when writing the letter, you must use your personal address and telephone number unless you are exclusively representing a group or your organization.
Be sure to address each main point. Review the assessment instructions and scoring guide, including performance-level descriptions for each criterion, to ensure you understand the work you will be asked to complete and how it will be assessed. In addition, note the requirements for document format and length and for supporting evidence.
Overall, your assessment submission will be assessed on the following criteria:
· Summarize the health care economic i.
need anAdministration-Politics Dichotomy written using these Ann.docx
need an
Administration-Politics Dichotomy written using these
Annotated bibliography
Getha-taylor, H. (2008). Review of Public Personnel Administration.
Review of Public Personnel Administration,, 28
(2), 103-119.
The author demonstrates where personnel administration lies. The authors
explain
that the personnel administration lies at the very core of administrative management. The thrust should substantive and positive, and not protective and negative. The article further states that public personnel administration should not be specialized and procedural as it was emphasized in the earlier times. The issues involved in the administration system is that, it is centralized and not effectively delegated which makes it
lose
the immediate relationship with the middle and lower managers whom they serve. Besides, the model involves traditional ways of management which
focus
on a central personnel organization that dictates the rules and procedures, mainly to achieve fairness and equity in public sector organizations. Little concern is given to line functions of the organization, whether they are paving roads, providing recreational services to the citizens, fostering diplomatic services, or delivering social services to clients with a foreign country. However, this was not the original intent, as the author points out in his study of the U.S civil services (1958), central personnel functions were aimed at professionalizing the
workforce
and providing equity and fairness in distributing a public good: government jobs. Beginning in the late 1800s, the federal government and major U.S. cities.
Jurkiewicz, C. L. (2000). Public Personnel Management.
Public Personnel Management,, 29
(1), 55-74.
Public personnel administration is depicted as to contribute to the creation of an environment that values and manages diversity, managers must decide who are diversity leaders and find support for those individuals. Managing and valuing diversity in administration-public dichotomy require a team approach: therefore, managers identified for the process must recognize that leadership and management skills are seldom concentrated on individuals. The big issues in the
public
personnel administration
are
managing diversity. Organizations must assist
managers
and personnel who manage the
human
resource to learn what the objectives of the organization are with respect to diversity, then receive pertinent training that will help personnel serving the public to accomplish the government’s roles. Therefore, public personnel administration commitment should start at the top of the organization pyramid with the recognition that the bottom-up organizational effort from diverse citizens can enhance the quality of decisions. Thus, leading to more substantive and innovative policies.
Kellough, J. E., & Selden, S. C. (2003). The Reinvention of Public Personnel Administration.
Public Administration Review,, 63
(2), 165-176.
The article portrays how.
Assignment - Human Resources and ChangeAssignmentThe ma.docx
Assignment - Human Resources and Change
Assignment:
The major responsibilities of human resources management are attracting, developing, and maintaining a quality workforce.
Review the RSPS (Rancho Solano) case from Topics 1 and 2. Recall that the board of directors at RSPS has hired you as part of a consulting team to review the situation and present your findings and recommendations. Refresh your memory on the issues in the K-12 sector in general, as well as in the case of RSPS in particular, by reading the case study again. Your next task is to identify three subsystems that are in need of change in RSPS, as well as the people (human resources) you would "attract, develop, and maintain" in order to effectively implement change.
Based on the RSPS case, you will choose one subsystem to change and write a 1,250-1,500 word paper in which you address the following questions that pertain to the major human resource management responsibilities and to change management. Strengthen your recommendations by showing how your proposed changes are working in another successful organization. In your comparison, consider referring to successful private, charter, or public schools in Arizona. A list of recommended websites and articles is provided at the end of this document for use in conjunction with this assignment.
Address then following in your paper:
1. What one major organizational subsystem needs to be changed in RSPS? Justify your choice. How does it compare to any of the successful private, charter, or public schools in Arizona?
2. How will the subsystem change affect the two other subsystems within RSPS that you have identified and how will you realign the total system?
3. Identify and explain how you would ensure that the proposed change will satisfy any three stakeholders of RSPS?
4. How should RSPS attract, develop, and maintain the workforce required to bring about your proposed change?
a. Choose at least one of the following in your discussion about attracting a quality workforce to support the change: human resource planning, recruitment, or selection.
b. Choose at least one of the following in your discussion about developing a quality workforce to support the change: employee orientation, training and development, or performance appraisal.
c. Choose at least one of the following in your discussion about maintaining a quality workforce to support the change: career development, work-life balance, compensation and benefits, employee retention and turnover, or labor-management relations.
Integrate a faith-based or worldview-based component in the paper and make a clear connection on how it informs the groups' management practices. (NOTE: Individuals all have a worldview, and that worldview influences their decisions, values, and perceptions. It also affects how they manage people, or think they should be managed. For this assignment, this requirement relates to your worldview, not of RSPS.
Include at least four academic references to sup.
Module 2 Framework for Viewing HRM
This document discusses the framework for viewing human resource management (HRM) in government agencies. It outlines several key internal and external variables that affect HRM processes, including managerial philosophy, employee needs, technology, governmental pressures, and market conditions. The document examines different approaches to managerial philosophy (traditional, human relations, human resources) and how they view employee motivation. It also presents frameworks for analyzing HRM strategies and the internal and external forces that shape them.
need an Administration-Politics Dichotomy written using these Anno.docx
need an Administration-Politics Dichotomy written using these
Annotated bibliography
Getha-taylor, H. (2008). Review of Public Personnel Administration.
Review of Public Personnel Administration,, 28
(2), 103-119.
The author demonstrates where personnel administration lies. The authors
explain
that the personnel administration lies at the very core of administrative management. The thrust should substantive and positive, and not protective and negative. The article further states that public personnel administration should not be specialized and procedural as it was emphasized in the earlier times. The issues involved in the administration system is that, it is centralized and not effectively delegated which makes it
lose
the immediate relationship with the middle and lower managers whom they serve. Besides, the model involves traditional ways of management which
focus
on a central personnel organization that dictates the rules and procedures, mainly to achieve fairness and equity in public sector organizations. Little concern is given to line functions of the organization, whether they are paving roads, providing recreational services to the citizens, fostering diplomatic services, or delivering social services to clients with a foreign country. However, this was not the original intent, as the author points out in his study of the U.S civil services (1958), central personnel functions were aimed at professionalizing the
workforce
and providing equity and fairness in distributing a public good: government jobs. Beginning in the late 1800s, the federal government and major U.S. cities.
Jurkiewicz, C. L. (2000). Public Personnel Management.
Public Personnel Management,, 29
(1), 55-74.
Public personnel administration is depicted as to contribute to the creation of an environment that values and manages diversity, managers must decide who are diversity leaders and find support for those individuals. Managing and valuing diversity in administration-public dichotomy require a team approach: therefore, managers identified for the process must recognize that leadership and management skills are seldom concentrated on individuals. The big issues in the
public
personnel administration
are
managing diversity. Organizations must assist
managers
and personnel who manage the
human
resource to learn what the objectives of the organization are with respect to diversity, then receive pertinent training that will help personnel serving the public to accomplish the government’s roles. Therefore, public personnel administration commitment should start at the top of the organization pyramid with the recognition that the bottom-up organizational effort from diverse citizens can enhance the quality of decisions. Thus, leading to more substantive and innovative policies.
Kellough, J. E., & Selden, S. C. (2003). The Reinvention of Public Personnel Administration.
Public Administration Review,, 63
(2), 165-176.
The ar.
Running head Annotated bibliography1Annotated bibli.docx
Running head: Annotated bibliography
1
Annotated bibliography
2
Annotated bibliography
Vibert Jacob
South University
Administration-Politics Dichotomy
Getha-taylor, H. (2008). Review of Public Personnel Administration. Review of Public Personnel Administration,, 28(2), 103-119.
The author demonstrates where personnel administration lies. The authors explain that the personnel administration lies at the very core of administrative management. The thrust should substantive and positive, and not protective and negative. The article further states that public personnel administration should not be specialized and procedural as it was emphasized in the earlier times. The issues involved in the administration system is that, it is centralized and not effectively delegated which makes it lose the immediate relationship with the middle and lower managers whom they serve. Besides, the model involves traditional ways of management which focus on a central personnel organization that dictates the rules and procedures, mainly to achieve fairness and equity in public sector organizations. Little concern is given to line functions of the organization, whether they are paving roads, providing recreational services to the citizens, fostering diplomatic services, or delivering social services to clients with a foreign country. However, this was not the original intent, as the author points out in his study of the U.S civil services (1958), central personnel functions were aimed at professionalizing the workforce and providing equity and fairness in distributing a public good: government jobs. Beginning in the late 1800s, the federal government and major U.S. cities.
Jurkiewicz, C. L. (2000). Public Personnel Management. Public Personnel Management,, 29(1), 55-74.
Public personnel administration is depicted as to contribute to the creation of an environment that values and manages diversity, managers must decide who are diversity leaders and find support for those individuals. Managing and valuing diversity in administration-public dichotomy require a team approach: therefore, managers identified for the process must recognize that leadership and management skills are seldom concentrated on individuals. The big issues in the public personnel administration are managing diversity. Organizations must assist managers and personnel who manage the human resource to learn what the objectives of the organization are with respect to diversity, then receive pertinent training that will help personnel serving the public to accomplish the government’s roles. Therefore, public personnel administration commitment should start at the top of the organization pyramid with the recognition that the bottom-up organizational effort from diverse citizens can enhance the quality of decisions. Thus, leading to more substantive and innovative policies.
Kellough, J. E., & Selden, S. C. (2003). The Reinvention of Public Personnel Administration. Public Administration Review,, ...
5 to 8 sentence each 1. Declining marriage rates have led many .docx
5 to 8 sentence each
1. Declining marriage rates have led many to conclude that Americans no longer place a high value on marriage. Use data and arguments to advocate for and against this conclusion.
2. Discuss the varied causes and ramifications of cohabitation among couples who choose it as a living arrangement before marriage, instead of marriage, or after divorce.
.
5-7 PagesYou will craft individual essays in response to the pro.docx
5-7 Pages
You will craft individual essays in response to the provided prompts. You must use the current Turabian style with default margins and 12-pt Times New Roman font. For each essay, include a title page and reference page, also in current Turabian format. You must include citations to a sufficient number of appropriate scholarly sources to fully support your assertions and conclusions (which will likely require more than the minimum number of citations). Each paper must contain at least 5 7 scholarly sources
original to this paper
,
The UN— “A More Perfect Union?”
Considering the readings, video presentations, and your own research, draft a quality 6–7-page research paper on the role, legitimacy, and authority of the UN according to the following prompts, answering in a separate or integrated manner as you wish.
Identify at least 3reasons that states might defend the intrinsic legitimacy of the UN as a governing authority. In reverse, identify at least 3reasons that states might criticize its legitimacy and authority.
In short, make an argument for the limits and possibilities of the UN as a legitimate governing authority in a world of sovereign states.
What is the relationship of the UN to the current international system of states?
Considering the reasons for the creation of the UN after WWII, does it seem driven by political necessity or the political utility? In plainer English, do states need the UN more than the UN needs the states? Or do states both large and small find the UN a useful tool for improving their relative power and legitimacy vis-à-vis other states and global institutions? Is there some position in-between?
Using other sources and extra-Scholar sources (The commentaries, teachings, other writings, etc.) to inform your own reasoning, comment on the compatibility with the idea of
World Government
. [
Attention
: The Instructor does not view the question as rhetorical, nor the answer self-evident. So, reason carefully.] For example, if the logic of collective action under the
Articles of Confederation
—the logic of state sovereignty—failed to secure American liberties as well as the ‘more perfect union’, the new Constitution established by the Framers in 1787 to replace it, effectively requiring states to cede sovereignty to a larger collective authority, why would the same logic of collective action not justify the UN as a ‘more perfect union’ to replace an anarchic system of sovereign states putting the world at risk in a nuclear age?
.
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Commission Member Questionnaire Reponses_final.pdf
The document discusses responses from commission members on questions regarding diversity and governance of public universities in North Carolina. Regarding diversity, respondents generally supported exploring ways to strengthen diversity in boards of governors and trustees. Suggested approaches included appointment requirements or goals based on aspects of diversity like geography, gender, race/ethnicity, and experience. Other suggestions involved changing nomination and vetting processes. Respondents agreed the commission should consider recommendations on topics like qualifications, term lengths, board size, and additional ex-officio members to connect with other sectors.
Factors affecting employee performance in the civil service a case study of...
This document summarizes a study that examined factors affecting employee performance in the civil service of Rivers State, Nigeria. A questionnaire was administered to 125 employees across various ministries over 4 months in 2015. 102 questionnaires were found to be useful, representing an 81.6% response rate. The study aimed to determine how monetary/non-monetary incentives, involvement in decision-making, respect, and linking rewards to performance influence employee motivation. The literature review discussed concepts of motivation, incentives, equity theory, and reward systems. The study revealed individual needs and contributions vary, and recognizing these through performance appraisal can help improve performance.
Bureaucracy Summary
The document discusses James Q. Wilson's book "Bureaucracy: What Government Agencies do and why they do it." Wilson seeks to better define the behavior of government bureaucracy, believing traditional theories do not adequately explain their actions. He argues bureaucracies are perceived as inefficient but are actually constrained by rules, procedures, and other contextual factors. Wilson analyzes bureaucracy through the lens of organization, operations, management, executives, context, and the potential for change. The document provides an overview of Wilson's framework for understanding bureaucracy.
Application The Civil Service SystemHow do public adminis.docx
Application: The Civil Service System
How do public administrators become public administrators? Who recruits, selects, and hires them? How are they paid, promoted, and evaluated? The civil service system is similar to the human resources (HR) department at a private organization. That is, it is concerned with all of the issues and tasks related to employment within the organization. Since the "organization" in this case is the government, there also are many differences between the civil service system and the human resources practices at most private companies. Government organizations have very specific, rigid processes for recruitment, selection, promotion, and appraisal of employees. Many of these processes have been in place since the 19th century. For example, prospective civil servants must pass exams before even being considered for a government position. This is part of the merit system, which is one of the foundational principles of the civil service system. The merit system is based on the idea that the most qualified person should fill each position, rather than a person who simply has the "right" political connections. In addition, government positions all are given a specific classification, which determines the rate of pay. Although these rules sound logical in theory, in practice they often become extremely complicated, leading to dishonesty and inefficiency. As a result, efforts at civil service reform are common and span throughout history, from the Pendleton Act of 1881, to President George W. Bush's push for competitive sourcing in 2001. In this assignment, you examine what the civil service system comprises, as well as how it might be improved.
The assignment (2–3 pages):
Due Thursday 6/11/2015
In your own words, define the civil service system.
Explain the major components of the civil service system.
Explain one way in which you might improve the civil service system.
Explain why you would choose to implement this improvement and what its positive results might be.
Application Assignments must be in
APA style and format
.
HS 6010 Education Organization - snaptutorial.com
For more classes visit
www.snaptutorial.com
HS 6010 Module 1 Assignment 3 Compare and Contrast Human Services Organizations
It is important to understand that human services are broad in spectrum and consist of many types of service delivery, including mental health, child welfare, medical care, public assistance, and corrections.
Hbo4
1) A social system is a complex set of relationships within an organization. Employees become part of the organizational culture and social system when they join. There is a dynamic balance called social equilibrium between the interdependent parts of a system.
2) When minor changes occur, social equilibrium is maintained through adjustments. But major or rapid changes can disrupt the balance until a new equilibrium is reached. Changes are considered functional if they benefit the system, and dysfunctional if they harm it.
3) Employees psychologically contract to give work and loyalty in exchange for more than just economic rewards, like security and fulfillment. If expectations are met, employees are satisfied and high performing. But if not met, they are dissatisfied and performance
Copyright of Publi.docx
Copyright of Public Administration Review is the property of Wiley-Blackwell 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, download, or email articles for individual use.
ELA 350
ESSAY #1 RUBRIC
Criteria/Scale Exceeds Expectations
9-10 points
Meets Expectations
7-8 points
Needs Improvement
5-6 points
Inadequate
0-4 points
Content/information
• Clarity of purpose
• Critical and
original thoughts
• Use of examples
• PLSI and Temperament are
clearly stated and developed
• Results offer analysis with
specific examples about which
tests portrayed personality and
current work/future profession
preference
• Integrates PLSI and
Temperament results in detail
and uses specific examples by
discussing whether results were
surprising or in line with future
chosen profession and whether
they are in line with identified
core values
• PLSI and Temperament are
clearly stated but not fully
developed
• Results offer some analysis
about current work/future
profession preference but lacks
reflections and thoughts
• There is some integration about
PLSI and Temperament results
with some details about whether
they were surprising or in line
with chosen future profession or
in line with core values
• PLSI and Temperament are
explored and reflected but
not sufficiently
• Results are explored with
little analysis about current
work/future profession
preference
• There is little integration
about PLSI and
Temperament results with
little detail about whether
they were surprising or in
line with chosen future
profession or in line with
core values
• No paper is hand in.
• There is little or not insight
of PLSI and Temperament
• Results are not explored
about personality or
work/future profession
preference
• No integration of PLSI and
Temperament results with
details about whether they
are in line with future chosen
career or in line with core
values
Structure
• Organization
• Flow of ideas
• Transitions
• Paper is logically organized
• Easily followed
• Effective, smooth, and logical
transitions
Professional format
• Paper has clear organizational
structure with some digressions
or irrelevances
• Easily followed
• Basic transitions
• Structured format
• There is some level of
organization though
digressions and irrelevances
are too many
• Difficult to follow
• Ineffective transitions
• Rambling format
• There is no apparent
organization to the paper.
• Difficult to follow
• No or poor transitions
• No format
Grammar/mechanics
• Sentence
structures
• Spelling
• Punctuation
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Assignment 1At the heart of democratic public administration and.docx
Assignment 1
At the heart of democratic public administration and leadership is the goal to serve the public interest while seeking to achieve the underlying policy goals of equity, efficiency, security, and liberty. How would you integrate an understanding of the public interest into your organization? Use at least two specific examples. Make sure you define the term “public interest” in your answer. With this in mind, consider the following questions.
Sometimes critics will assail “democratic public administration” with the following remarks:
“You just can’t let employees vote on everything!”
“If you let employees have too much say, they’ll just cut back their work hours or productivity!”
“I can’t let employees have this much say because they just don’t know enough of the rationale behind our decisions!”
What would be your response to these types of critiques? Or do you agree with them?
By the due date assigned, post your response to this Discussion Area.
Assignment 4
Locate seven grants. The seven grants are listed below by type. For each grant, include in the assignment a summary of the grant and provide a URL or link to the RFP or instructions for the grant (not just a general list of grants). The seven grants are:
· Government grants
· Two federal grant opportunities with at least one related to your statement of needs
· One state grant
· One local (city, county, or school district) grant
· Foundation sources
· Two foundation grants- at least one should be appropriate to fund your project/program
· Corporate source
· One corporate grant
Assignment 6
Most funders will request an evaluation of the grant program. The funder wants evidence that the funded program achieved its intended outcomes. Therefore, understanding types of evaluation methods and evaluation criteria is important. Using the course material and additional research:
1. Discuss formative and summative evaluations.
2. Research evaluation criteria used in three grant proposals, identify the criteria used, and discuss any commonalities between the criteria.
3. Now that you know more about program evaluations, how might you write the grant proposal differently?
Cite all sources and provide references in APA format on a separate page.
Assignment 2
Budget Allocations: A Tool for Implementing Public Policy
Before working on this discussion forum, please review the link "Doing Discussion Questions Right,” the expanded grading rubric for the forum, and any specific instructions for this week’s topic.
This week, we covered several topics pertaining to the implementation phase of the policymaking process. The budget as an implementation tool and how budget allocations reflect policy decisions were examined. Then, we discussed the critical role of monitoring and evaluation in ensuring that the public interest was being served. Finally, democratic approaches to public administration were reviewed within the context of how advances in technology, specifically in e-government, ca.
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Kim I am willing to pay $40 for this assignment the assignment is du.docx
Kim I am willing to pay $40 for this assignment the assignment is due 08/18/14. Please see the attached assignment below and please read all the instructions very carefully.
Assignment 3: Public Administrative Environments
worth 280 points
The City Manager has contacted you regarding the following issues concerning various governmental departments and external stakeholders:
In the past year, citizen, department, and outside stakeholder complaints have been filed against the Department of Health administrators. Such complaints cited unprofessional leadership, unethical practices, insufficient customer and patient care, poor fire and emergency response time, and inability to implement change and resolve conflict within and amongst subordinates and staff. The Department of Health is composed of the following agencies:
Social Services,
Fire and Emergency Management, and
Human Services.
The School Board has a collaborative relationship with various government departments. In the last two (2) months, the School Board has charged department directors with failure to work collaboratively with the School Board on its efforts to:
Meet federal mandates regarding reformation of new policy issues that will impact the leadership of the Department of Redevelopment and Housing, the State Department of Education, and the State Department of Housing and Urban Development.
Support the academic leadership of secondary school principals by providing specific student data from the Department of Juvenile Relations, in an attempt to improve student retention and performance toward increase graduation rates.
You may use the Internet and / or Strayer databases to complete any additional research.
Note:
You may create and / or make all necessary assumptions needed for the completion of this assignment.
Use the basic outline below to draft your paper. Organize your responses to each question (except Question 5) under the following section headings:
Public Leadership in a Health Environment (for Question 1)
Public Leadership in an Educational Environment (for Question 2)
Public Leadership in Government Operations (for Question 3)
Improving Public Leadership Styles (for Question 4)
Write a seven to eight (7-8) page paper in which you:
Determine one (1) specific leadership theory and two to three (2-3) public leader styles that would be most beneficial for the Director of Public Health and related agencies in addressing the issues. Provide a rationale to support your response.
Recommend one (1) specific leadership theory and two (2) public leader styles that would be most beneficial for the School Board in addressing the issues presented. Provide a rationale for your response.
Determine the essential manner in which the leadership from the Department of Public Health, the School Board, and the various other government departments impacts the leadership of the City Manager’s and his or her ability to carry out government operations.
Recommend two (2) strategies that a pu.
Additional tips The purpose of the final assignment is for yo.docx
Additional tips:
The purpose of the final assignment is for you to analyze an existing policy (at the federal, state, or local level) and discuss its impact on a social problem. You aren’t proposing a policy, but analyzing an existing policy of interest to you.
Be sure to take enough time reading about the policy you selected to thoroughly understand it in an in-depth way and be able to confidently answer the questions in the assignment.
Please take time to carefully read each question in the assignment and be sure to answer it. As you proof-read your paper, take the opportunity to again review the assignment and double check that you have thoroughly but succinctly provided the information for each applicable question.
Please make sure you are using APA style in your final paper, including the title page with name and dates.
The assignment is 8 – 10 pages long because that’s roughly the length of a comprehensive social policy analysis. Please try to refrain from adding more words than necessary to stretch the length.
Proof-reading more than once is a great idea to try to catch sentences that aren’t sentences and words that are inadvertently misused. Read it out loud. I understand that the U of MD’s writing lab is available to help those interested in strengthening their writing skills – don’t hesitate to take advantage of it!
My expectation is that direct quotes be kept to a minimum in that graduate-level writing involves synthesizing ideas and then presenting them in your OWN words. For those quotes you do use, please be sure to use the correct citation and quotation marks. Not doing so may be considered plagiarism and will be responded to accordingly.
Assignment 2: Policy Analysis. DUE: 11/28
For this assignment, you will examine a social policy at the local, state or federal level by the legislative, executive, or judicial branch of government. The policy may be addressing a social issue that directly or indirectly affects the clients served by your field placement, agency of employment, your community, or who you plan to work with after graduation. Drawing from class materials and external sources, write an 8-10 page policy analysis (double-spaced, 12 point font, with 1” margins). Your paper should address the following:
Describe the social issue and identify the population-at-risk. Summarize existing research on this social issue.
What is the historical context of the policy? How did the social issue come to the attention of policymakers? Who were/are the key actors who made the issue “legitimate” and mobilized support for or against the policy? Were there previous policy attempts to address this issue?
Describe the social policy, answering the following questions:
What kinds of benefits are offered?
What are the bases of social allocation? (who is eligible)
How are the benefits to be delivered?
How are the benefits financed?
What is the purpose/goal of the social policy? What assumptions about problem ...
Write a 4 page executive summary that examines an organizations
Write a 4 page executive summary that examines an organization's diversity policies and practices.
Becoming a nursing leader requires a good deal of thought, consideration, and evaluation of the qualities you believe are essential for a nurse to effectively lead in the delivery of health care.
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
Competency 2: Apply systems theory and systems thinking to facilitate health care delivery and patient outcomes.
Analyze the impact of a diverse nursing workforce on patient outcomes.
Competency 3: Analyze the role of multiculturalism and diversity in organizational and systems structure and leadership.
Analyze how a health care organization integrates diversity and multiculturalism into its practices.
Analyze current recruitment and retention policies to identify gaps between best practices and current policies.
Competency 4: Evaluate how power relates to health care organizational structure, behavior, and leadership.
Recommend evidence-based changes to the organizational structure and systems leadership that empower a diverse workforce.
Competency 5: Communicate in a manner that is consistent with the expectations of a nursing professional.
Write content clearly and logically, with correct use of grammar, punctuation, mechanics, and current APA style.
Preparation
To prepare for this assessment, use the Internet to study the impact of health system's power structure on nursing, leadership, diversity related to empowerment in nursing and patient outcomes, and recruitment of a diverse workforce. You may also wish to look for examples of an executive summary on the Internet.
Identify a type of health care facility and examine the Web site and available public information to review the organization of the nursing department, nursing recruitment, and any information about the diversity of the system's workforce and leadership.
You may use the health care setting in which you currently work or have worked in the past.
Describe the type of organization and region. Example: a major Midwestern teaching hospital or a rehabilitation hospital on the East Coast.
Do not report the name of the facility.
Deliverable: Executive Summary of Organizational Diversity
Read the following scenario:
Scenario:
The city in which you work has undergone a significant population shift within the last 10 years, due to increased employment, education opportunities, and an influx of immigrants and refugees. To put the population shift in perspective, the local school district enrollment report states that nearly 100 languages are spoken in the schools, up from 32 languages in the last census. Senior leadership has asked you to examine all types of multiculturalism and diversity within your health care organization.
To do this, you will need to use a systems perspective to examine the relationship between a diverse workfor ...
Politics & Governance for Practice in a Post-Carbon World
This document discusses how practice theory can inform governance and policymaking for a post-carbon world. It argues that policies across government shape energy demand through their influence on practices like working, digitalization, housing, and more. Interview data highlights challenges to coordinating policies between departments and overcoming legacy policies. The authors argue for reflexive governance where all policies address energy use and a post-carbon transition, rather than isolated efficiency efforts. Coordinating policies to transform conventions of need could better achieve emissions reductions. However, interviews revealed barriers like departments prioritizing their own objectives and resistance to change from policies perceived to benefit citizens.
NHS-FPX6008 - Economics and Decision Making in Health CareAssess (2).docx
NHS-FPX6008 - Economics and Decision Making in Health Care
Assessment 4 Instructions: Lobbying for Change
Top of Form
Bottom of Form
Write a letter to an official in your state or local government. (Choose the individual in the level of government that will best address your issue). The purpose of this letter is to advocate for action with regards to your chosen health care environment issue.
Introduction
Note: Each assessment in this course builds upon the work you have completed in previous assessments. Therefore, you must complete the assessments in the order in which they are presented.
As health care leaders, it is important to understand strategies for advocating and lobbying elected officials. This can lead to the development of policies or laws that can help drive improved equity and outcomes for all participants in the health care environment as well as a more sustainable financial future.
Background and Context
As a master's-level health care practitioner, you may be expected to implement plans to ensure that initiatives designed to take advantage of economic opportunities for the organization are rolled out successfully and can be sustained over multiple years. Additionally, it is important to be able to envision how an initiative could be implemented in different contexts and for different purposes to ensure the investment remains a viable and positive asset to your organization or care setting.
As a master's-level practitioner, you will often be challenged to influence the health care environment in a variety of ways. This influence can occur on a micro-level (implementing change on your unit, institution, community, or local organizations) or at a macro level (implementing change via state or federal regulations and policy). One way you can influence the health care environment is by lobbying an elected official at the local, state, or national level to adopt policies or legislation that would support positive economic and health outcomes for patients, practitioners, and organizations within the health care environment.
Instructions
For this assessment, you will develop a letter to an official in your state or local government (choose the individual in the level of government that will best address your issue). The purpose of this letter is to advocate for action with regards to your chosen health care environment issue. Remember, when writing the letter, you must use your personal address and telephone number unless you are exclusively representing a group or your organization.
Be sure to address each main point. Review the assessment instructions and scoring guide, including performance-level descriptions for each criterion, to ensure you understand the work you will be asked to complete and how it will be assessed. In addition, note the requirements for document format and length and for supporting evidence.
Overall, your assessment submission will be assessed on the following criteria:
· Summarize the health care economic i.
need anAdministration-Politics Dichotomy written using these Ann.docx
need an
Administration-Politics Dichotomy written using these
Annotated bibliography
Getha-taylor, H. (2008). Review of Public Personnel Administration.
Review of Public Personnel Administration,, 28
(2), 103-119.
The author demonstrates where personnel administration lies. The authors
explain
that the personnel administration lies at the very core of administrative management. The thrust should substantive and positive, and not protective and negative. The article further states that public personnel administration should not be specialized and procedural as it was emphasized in the earlier times. The issues involved in the administration system is that, it is centralized and not effectively delegated which makes it
lose
the immediate relationship with the middle and lower managers whom they serve. Besides, the model involves traditional ways of management which
focus
on a central personnel organization that dictates the rules and procedures, mainly to achieve fairness and equity in public sector organizations. Little concern is given to line functions of the organization, whether they are paving roads, providing recreational services to the citizens, fostering diplomatic services, or delivering social services to clients with a foreign country. However, this was not the original intent, as the author points out in his study of the U.S civil services (1958), central personnel functions were aimed at professionalizing the
workforce
and providing equity and fairness in distributing a public good: government jobs. Beginning in the late 1800s, the federal government and major U.S. cities.
Jurkiewicz, C. L. (2000). Public Personnel Management.
Public Personnel Management,, 29
(1), 55-74.
Public personnel administration is depicted as to contribute to the creation of an environment that values and manages diversity, managers must decide who are diversity leaders and find support for those individuals. Managing and valuing diversity in administration-public dichotomy require a team approach: therefore, managers identified for the process must recognize that leadership and management skills are seldom concentrated on individuals. The big issues in the
public
personnel administration
are
managing diversity. Organizations must assist
managers
and personnel who manage the
human
resource to learn what the objectives of the organization are with respect to diversity, then receive pertinent training that will help personnel serving the public to accomplish the government’s roles. Therefore, public personnel administration commitment should start at the top of the organization pyramid with the recognition that the bottom-up organizational effort from diverse citizens can enhance the quality of decisions. Thus, leading to more substantive and innovative policies.
Kellough, J. E., & Selden, S. C. (2003). The Reinvention of Public Personnel Administration.
Public Administration Review,, 63
(2), 165-176.
The article portrays how.
Assignment - Human Resources and ChangeAssignmentThe ma.docx
Assignment - Human Resources and Change
Assignment:
The major responsibilities of human resources management are attracting, developing, and maintaining a quality workforce.
Review the RSPS (Rancho Solano) case from Topics 1 and 2. Recall that the board of directors at RSPS has hired you as part of a consulting team to review the situation and present your findings and recommendations. Refresh your memory on the issues in the K-12 sector in general, as well as in the case of RSPS in particular, by reading the case study again. Your next task is to identify three subsystems that are in need of change in RSPS, as well as the people (human resources) you would "attract, develop, and maintain" in order to effectively implement change.
Based on the RSPS case, you will choose one subsystem to change and write a 1,250-1,500 word paper in which you address the following questions that pertain to the major human resource management responsibilities and to change management. Strengthen your recommendations by showing how your proposed changes are working in another successful organization. In your comparison, consider referring to successful private, charter, or public schools in Arizona. A list of recommended websites and articles is provided at the end of this document for use in conjunction with this assignment.
Address then following in your paper:
1. What one major organizational subsystem needs to be changed in RSPS? Justify your choice. How does it compare to any of the successful private, charter, or public schools in Arizona?
2. How will the subsystem change affect the two other subsystems within RSPS that you have identified and how will you realign the total system?
3. Identify and explain how you would ensure that the proposed change will satisfy any three stakeholders of RSPS?
4. How should RSPS attract, develop, and maintain the workforce required to bring about your proposed change?
a. Choose at least one of the following in your discussion about attracting a quality workforce to support the change: human resource planning, recruitment, or selection.
b. Choose at least one of the following in your discussion about developing a quality workforce to support the change: employee orientation, training and development, or performance appraisal.
c. Choose at least one of the following in your discussion about maintaining a quality workforce to support the change: career development, work-life balance, compensation and benefits, employee retention and turnover, or labor-management relations.
Integrate a faith-based or worldview-based component in the paper and make a clear connection on how it informs the groups' management practices. (NOTE: Individuals all have a worldview, and that worldview influences their decisions, values, and perceptions. It also affects how they manage people, or think they should be managed. For this assignment, this requirement relates to your worldview, not of RSPS.
Include at least four academic references to sup.
Module 2 Framework for Viewing HRM
This document discusses the framework for viewing human resource management (HRM) in government agencies. It outlines several key internal and external variables that affect HRM processes, including managerial philosophy, employee needs, technology, governmental pressures, and market conditions. The document examines different approaches to managerial philosophy (traditional, human relations, human resources) and how they view employee motivation. It also presents frameworks for analyzing HRM strategies and the internal and external forces that shape them.
need an Administration-Politics Dichotomy written using these Anno.docx
need an Administration-Politics Dichotomy written using these
Annotated bibliography
Getha-taylor, H. (2008). Review of Public Personnel Administration.
Review of Public Personnel Administration,, 28
(2), 103-119.
The author demonstrates where personnel administration lies. The authors
explain
that the personnel administration lies at the very core of administrative management. The thrust should substantive and positive, and not protective and negative. The article further states that public personnel administration should not be specialized and procedural as it was emphasized in the earlier times. The issues involved in the administration system is that, it is centralized and not effectively delegated which makes it
lose
the immediate relationship with the middle and lower managers whom they serve. Besides, the model involves traditional ways of management which
focus
on a central personnel organization that dictates the rules and procedures, mainly to achieve fairness and equity in public sector organizations. Little concern is given to line functions of the organization, whether they are paving roads, providing recreational services to the citizens, fostering diplomatic services, or delivering social services to clients with a foreign country. However, this was not the original intent, as the author points out in his study of the U.S civil services (1958), central personnel functions were aimed at professionalizing the
workforce
and providing equity and fairness in distributing a public good: government jobs. Beginning in the late 1800s, the federal government and major U.S. cities.
Jurkiewicz, C. L. (2000). Public Personnel Management.
Public Personnel Management,, 29
(1), 55-74.
Public personnel administration is depicted as to contribute to the creation of an environment that values and manages diversity, managers must decide who are diversity leaders and find support for those individuals. Managing and valuing diversity in administration-public dichotomy require a team approach: therefore, managers identified for the process must recognize that leadership and management skills are seldom concentrated on individuals. The big issues in the
public
personnel administration
are
managing diversity. Organizations must assist
managers
and personnel who manage the
human
resource to learn what the objectives of the organization are with respect to diversity, then receive pertinent training that will help personnel serving the public to accomplish the government’s roles. Therefore, public personnel administration commitment should start at the top of the organization pyramid with the recognition that the bottom-up organizational effort from diverse citizens can enhance the quality of decisions. Thus, leading to more substantive and innovative policies.
Kellough, J. E., & Selden, S. C. (2003). The Reinvention of Public Personnel Administration.
Public Administration Review,, 63
(2), 165-176.
The ar.
Running head Annotated bibliography1Annotated bibli.docx
Running head: Annotated bibliography
1
Annotated bibliography
2
Annotated bibliography
Vibert Jacob
South University
Administration-Politics Dichotomy
Getha-taylor, H. (2008). Review of Public Personnel Administration. Review of Public Personnel Administration,, 28(2), 103-119.
The author demonstrates where personnel administration lies. The authors explain that the personnel administration lies at the very core of administrative management. The thrust should substantive and positive, and not protective and negative. The article further states that public personnel administration should not be specialized and procedural as it was emphasized in the earlier times. The issues involved in the administration system is that, it is centralized and not effectively delegated which makes it lose the immediate relationship with the middle and lower managers whom they serve. Besides, the model involves traditional ways of management which focus on a central personnel organization that dictates the rules and procedures, mainly to achieve fairness and equity in public sector organizations. Little concern is given to line functions of the organization, whether they are paving roads, providing recreational services to the citizens, fostering diplomatic services, or delivering social services to clients with a foreign country. However, this was not the original intent, as the author points out in his study of the U.S civil services (1958), central personnel functions were aimed at professionalizing the workforce and providing equity and fairness in distributing a public good: government jobs. Beginning in the late 1800s, the federal government and major U.S. cities.
Jurkiewicz, C. L. (2000). Public Personnel Management. Public Personnel Management,, 29(1), 55-74.
Public personnel administration is depicted as to contribute to the creation of an environment that values and manages diversity, managers must decide who are diversity leaders and find support for those individuals. Managing and valuing diversity in administration-public dichotomy require a team approach: therefore, managers identified for the process must recognize that leadership and management skills are seldom concentrated on individuals. The big issues in the public personnel administration are managing diversity. Organizations must assist managers and personnel who manage the human resource to learn what the objectives of the organization are with respect to diversity, then receive pertinent training that will help personnel serving the public to accomplish the government’s roles. Therefore, public personnel administration commitment should start at the top of the organization pyramid with the recognition that the bottom-up organizational effort from diverse citizens can enhance the quality of decisions. Thus, leading to more substantive and innovative policies.
Kellough, J. E., & Selden, S. C. (2003). The Reinvention of Public Personnel Administration. Public Administration Review,, ...
Similar to 200 Words per question, give 1 reference for each question1. W.docx (20)
Commission Member Questionnaire Reponses_final.pdf
Commission Member Questionnaire Reponses_final.pdf
Factors affecting employee performance in the civil service a case study of...
Factors affecting employee performance in the civil service a case study of...
Application The Civil Service SystemHow do public adminis.docx
Application The Civil Service SystemHow do public adminis.docx
Assignment 1At the heart of democratic public administration and.docx
Assignment 1At the heart of democratic public administration and.docx
Kim I am willing to pay $40 for this assignment the assignment is du.docx
Kim I am willing to pay $40 for this assignment the assignment is du.docx
Additional tips The purpose of the final assignment is for yo.docx
Additional tips The purpose of the final assignment is for yo.docx
Write a 4 page executive summary that examines an organizations
Write a 4 page executive summary that examines an organizations
Politics & Governance for Practice in a Post-Carbon World
Politics & Governance for Practice in a Post-Carbon World
NHS-FPX6008 - Economics and Decision Making in Health CareAssess (2).docx
NHS-FPX6008 - Economics and Decision Making in Health CareAssess (2).docx
need anAdministration-Politics Dichotomy written using these Ann.docx
need anAdministration-Politics Dichotomy written using these Ann.docx
Assignment - Human Resources and ChangeAssignmentThe ma.docx
Assignment - Human Resources and ChangeAssignmentThe ma.docx
need an Administration-Politics Dichotomy written using these Anno.docx
need an Administration-Politics Dichotomy written using these Anno.docx
Running head Annotated bibliography1Annotated bibli.docx
Running head Annotated bibliography1Annotated bibli.docx
More from domenicacullison
5 to 8 sentence each 1. Declining marriage rates have led many .docx
5 to 8 sentence each
1. Declining marriage rates have led many to conclude that Americans no longer place a high value on marriage. Use data and arguments to advocate for and against this conclusion.
2. Discuss the varied causes and ramifications of cohabitation among couples who choose it as a living arrangement before marriage, instead of marriage, or after divorce.
.
5-7 PagesYou will craft individual essays in response to the pro.docx
5-7 Pages
You will craft individual essays in response to the provided prompts. You must use the current Turabian style with default margins and 12-pt Times New Roman font. For each essay, include a title page and reference page, also in current Turabian format. You must include citations to a sufficient number of appropriate scholarly sources to fully support your assertions and conclusions (which will likely require more than the minimum number of citations). Each paper must contain at least 5 7 scholarly sources
original to this paper
,
The UN— “A More Perfect Union?”
Considering the readings, video presentations, and your own research, draft a quality 6–7-page research paper on the role, legitimacy, and authority of the UN according to the following prompts, answering in a separate or integrated manner as you wish.
Identify at least 3reasons that states might defend the intrinsic legitimacy of the UN as a governing authority. In reverse, identify at least 3reasons that states might criticize its legitimacy and authority.
In short, make an argument for the limits and possibilities of the UN as a legitimate governing authority in a world of sovereign states.
What is the relationship of the UN to the current international system of states?
Considering the reasons for the creation of the UN after WWII, does it seem driven by political necessity or the political utility? In plainer English, do states need the UN more than the UN needs the states? Or do states both large and small find the UN a useful tool for improving their relative power and legitimacy vis-à-vis other states and global institutions? Is there some position in-between?
Using other sources and extra-Scholar sources (The commentaries, teachings, other writings, etc.) to inform your own reasoning, comment on the compatibility with the idea of
World Government
. [
Attention
: The Instructor does not view the question as rhetorical, nor the answer self-evident. So, reason carefully.] For example, if the logic of collective action under the
Articles of Confederation
—the logic of state sovereignty—failed to secure American liberties as well as the ‘more perfect union’, the new Constitution established by the Framers in 1787 to replace it, effectively requiring states to cede sovereignty to a larger collective authority, why would the same logic of collective action not justify the UN as a ‘more perfect union’ to replace an anarchic system of sovereign states putting the world at risk in a nuclear age?
.
5.1 Assignment Reading and RemediationGetting Start.docx
5.1 Assignment: Reading and Remediation
Getting Started
Viewing the videos and practicing using the practice Excel file with its video can prepare you for the work needed on the research report.
In order to successfully complete this exercise, you should be able to:
Review videos about statistics fundamentals.
Practice with the Excel file provided.
Resources
File: WS5Practice
File: WS5Homework
Video: Chi-Square
Video: Chi-Square Testing
Textbook:
OpenIntro Statistics
File: Chi-Square_10by10.xlsx
Background Information
Providing background and descriptive statistics is like a literature review section of a dissertation. You review and communicate the analysis on the raw data. You present visual representations of the data to give meaning to the raw data.
Instructions
Watch the following video on chi-square:
Watch the Excel remediation videos on chi-square testing:
Chi-Square Testing
using the
Chi-Square_10by10.xlsx
file.
An optional supplementary textbook is
OpenIntro Statistics
, and you can read the concepts there.
Use the lab file
WS5Practice
to practice the Excel skills (includes an Excel hands-on video inside the spreadsheet as a link).
Use the file
WS5Homework
to demonstrate the Excel skills. Each of the three problems is worth 20 points, for a total of 60 points possible for this assignment.
When you have completed your assignment, save a copy for yourself and submit a copy to your instructor by the end of the workshop.
=================================================
5.2 Assignment: Summarizing Raw Data
Getting Started
Being able to summarize data using pivot tables is a crucial skill to develop in business and research. Excel provides a powerful pivot table tool that is heavily used in finance, accounting, information technology, and other business areas. In this course, the skill is used to support a chi-square analysis.
In order to successfully complete this assignment, you should be able to:
Summarize data into a contingency table from raw data using pivot tables.
Resources
File: WS5-2_PivotTables
File: WS5-2_PivotAssignment
Instructions
Review the rubric to make sure you understand the criteria for earning your grade.
Read the file
WS5-2_PivotTables
.
After reading the Word document, open the file
WS5-2_PivotAssignment
.
Create the appropriate summary tables called contingency tables.
Turn in an Excel file showing the pivot table you have created.
When you have completed your assignment, save a copy for yourself and submit a copy to your instructor by the end of the workshop.
===============================================
5.4 Assignment: Create Categorical Hypothesis
Getting Started
After the prior activities, the analysis section can be written for the research report. Since there are three analyses to perform, this is a partial assignment for the analysis section.
In order to successfully complete this assignment, you should be able to:
Wri.
4TH EDITIONManaging and UsingInformation Systems.docx
4TH EDITION
Managing and Using
Information Systems
A Strategic Approach
KERI E. PEARLSON
KP Partners
CAROL S. SAUNDERS
University of Central Florida
JOHN WILEY & SONS, INC.
To Yale & Hana
To Rusty, Russell &Kristin
VICE PRESIDENT & EXECUTIVE PUBLISHER Don Fowley
EXECUTIVE EDITOR Beth Lang Golub
EDITORIAL ASSISTANT Lyle Curry
MARKETING MANAGER Carly DeCandia
DESIGN DIRECTOR Harry Nolan
SENIOR DESIGNER Kevin Murphy
SENIOR PRODUCTION EDITOR Patricia McFadden
SENIOR MEDIA EDITOR Lauren Sapira
PRODUCTION MANAGEMENT SERVICES Pine Tree Composition
This book is printed on acid-free paper.
Copyright ! 2010 John Wiley & Sons, Inc. All rights reserved. No part of this publication
may be reproduced, stored in a retrieval system or transmitted in any form or by any
means, electronic, mechanical, photocopying, recording, scanning or otherwise, except as
permitted under Sections 107 or 108 of the 1976 United States Copyright Act, without
either the prior written permission of the Publisher, or authorization through payment of
the appropriate per-copy fee to the Copyright Clearance Center, Inc. 222 Rosewood
Drive, Danvers, MA 01923, website www.copyright.com. Requests to the Publisher for
permission should be addressed to the Permissions Department, John Wiley & Sons, Inc.,
111 River Street, Hoboken, NJ 07030-5774, (201) 748-6011, fax (201) 748-6008, website
www.wiley.com/go/permissions.
To order books or for customer service please, call 1-800-CALL WILEY (225-5945).
ISBN 978-0-470-34381-4
Printed in the United States of America
10 9 8 7 6 5 4 3 2 1
http://www.copyright.com
http://www.wiley.com/go/permissions
!Preface
Information technology and business are becoming inextricably interwoven. I
don’t think anybody can talk meaningfully about one without the talking about the
other.1
Bill Gates
Microsoft
I’m not hiring MBA students for the technology you learn while in school, but for
your ability to learn about, use and subsequently manage new technologies when
you get out.
IT Executive
Federal Express
Give me a fish and I eat for a day; teach me to fish and I eat for a lifetime.
Proverb
Managers do not have the luxury of abdicating participation in information
systems decisions. Managers who choose to do so risk limiting their future business
options. Information systems are at the heart of virtually every business interaction,
process, and decision, especially when one considers the vast penetration of the
Web in the last few years. Managers who let someone else make decisions about
their information systems are letting someone else make decisions about the
very foundation of their business. This is a textbook about managing and using
information, written for current and future managers as a way of introducing the
broader implications of the impact of information systems.
The goal of this book is to assist managers in becoming knowledgeable par-
ticipants in information systems decisions. Becoming a knowledgeable participant
means lear.
5. The Holy Trinity is central to Catholic beliefs about God. We acc.docx
5. The Holy Trinity is central to Catholic beliefs about God. We accept it as both a reality and a great mystery. Throughout history there have been many artists who have tried to represent this belief in their artworks. Choose one of the images from the following pages and explain, in the space that follows, why it best symbolises our central Catholic belief about the relationship between God, Jesus and the Holy Spirit.
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5.1 Provide a brief definition of network access control.5.2 W.docx
5.1 Provide a brief definition of network access control.
5.2 What is an EAP?
5.3 List and briefly define four EAP authentication methods.
5.4 What is EAPOL?
5.5 What is the function of IEEE 802.1X?
5.6 Define cloud computing.
5.7 List and briefly define three cloud service models.
5.8 What is the cloud computing reference architecture?
5.9 Describe some of the main cloud-specific security threats.
Complete your answers on a WORD Document,
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4Discussion 6 Review of Four Indiana State Policies.docx
4
Discussion 6: Review of Four Indiana State Policies
Author’s Name
Institutional Affiliation
Course Name
Instructor
Due Date
Discussion 6: Review of Four Indiana State Policies
In Chapter 9, St. John, Daun-Barnett, and Moronski-Chapman (2013) discuss four state policies in Indiana, which ensure low-income students have better chances of getting higher education opportunities. These state policies are the 21st Century Scholars (TFCS) program, Core 40, Indiana Project on Academic Success (IPAS), and the DREAM Act Bill. The State of Indiana and tuition facilitates the financing of these policies. Specifically, funding is attained through need-based student aid and public tuition charges. This coordination ensures that neither the parents nor the state is overwhelmed with funding the learners. Higher education institutions play a limited role in supporting these four state policies. These policies rely on financial incentives for students, colleges, and schools. Higher education systems play a tiny part in offering support services to students in this regard. Nevertheless, they have tried to implement retention projects through policies such as IPAS.
Regarding the outcome of these policies, for starters, they have improved academic preparation among students in high school. These students are better prepared to succeed in higher learning institutions. However, despite the academic preparation facilitated by the policies, there have been no notable improvements in high school graduation rates among the different racial/ethnic groups. Nevertheless, the SAT scores in Indiana have been considerably better compared to other states in the country (St. John, Daun-Barnett, & Moronski-Chapman, 2013). Also, degree completion, college access, and diversity have been remarkably good in Indiana due to these policies. Out of the four policies, the one that I feel has had the greatest success in eradicating inequalities, supporting students’ progress, and enhancing learners’ access to higher education is the TFCS program. This program not only funds needy students but also prepares them from an early age to be model citizens who do not engage in vices such as drug abuse. It guides both parents and students to take practices that will facilitate good learning outcomes.
Reference
St. John, E. P. S., Daun-Barnett, N., & Moronski-Chapman, K. M. (2013). Public policy and higher education: Reframing strategies for preparation, access, and college success. Routledge.
Vera Discussion:
Hello all,
In higher education financing a student’s tuition is a critical part of enrollment and admissions. The principal component of the funding for state colleges and universities comes from the state government, and ultimately tax dollars. Federal money is available through loans and grants to students, but the schools are primarily depending on state support. Our textbook presented four different higher education plans from California, Indiana, M.
492020 Print Previewhttpsng.cengage.comstaticnbui.docx
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https://ng.cengage.com/static/nb/ui/evo/index.html?deploymentId=58359619423830582821152086&dockAppUid=101&eISBN=9781337619738&id=678082867&… 1/18
Chapter 11: Financial Statement Fraud: Appendix A Laws and Corporate Governance Changes Following the Sarbanes-Oxley Act
Book Title: Fraud Examination
Printed By: Weicheng Han ([email protected])
© 2019 Cengage Learning, Inc.
Chapter Review
Appendix A Laws and Corporate Governance Changes Following the Sarbanes-
Oxley Act
As described in the chapter, the period 2001–2003 marked the discovery of some of the
largest financial statement frauds in U.S. history and some of the most significant legislation
regarding the auditing profession and corporate governance since the 1933–1934 SEC
acts. These events followed a very prosperous decade that saw the NASDAQ grow 10
percent per year from 1987 to 1995 and then from an index of 1,291 on January 1, 1997 to
5,049 on March 10, 2000 for a 391 percent increase in three years. The Dow Jones
Industrial Average, while not quite so dramatic, rose from 6,448 on January 1, 1997 to a
high of 11,723 on January 14, 2000 for an increase of 81 percent in three years. Much of
this growth came from individual investors who found they could invest on the Internet by
paying only small fees ($8 to $10 per trade).
When the first financial statement frauds, including Enron and WorldCom, were revealed,
there was near panic in the market. The NASDAQ fell from its high of 5,049 on March 10 to
1,114 on October 9, 2002, leaving it at only 22 percent of its peak value. Similarly, the Dow
Jones Industrial Average (NYSE) fell from its high of 11,723 on January 15, 2000 to a low of
7,286 on October 9, 2002, leaving it at only 62 percent of its previous value. The total
decline in worldwide stock markets was $15 trillion. These sharp declines meant that nearly
everyone’s 401(k) and other retirement plans and personal wealth suffered tremendous
losses. Worse yet, several well-known companies that were involved in financial statement
fraud declared bankruptcy. At the time when the Sarbanes-Oxley Act was passed in July
2002, many of the companies that were found to have committed fraud around this time
period were among the largest bankruptcies in U.S. history, including WorldCom (largest),
Enron (second largest), Global Crossing (fifth largest), and Adelphia (seventh largest).
The Sarbanes-Oxley Act
Because of the pressure brought by constituents, Congress was quick to act. On July 30,
2002, President Bush signed into law the Sarbanes-Oxley Act, which had been quickly
passed by both the House and the Senate. The law was intended to bolster public
confidence in U.S. capital markets and impose new duties and significant penalties for
noncompliance on public companies and their executives, directors, auditors, attorneys, and
securities analysts.
The Sarbanes-Oxley Act is comprised of 11 separate sections or titles. You can read the full
text of the act on sev.
4pagesone is assginmentthe other 3 essays are related wo.docx
4pages
one is assginment
the other 3 essays are related work for this English class.
The main themes of the course are the ethics of land (proposed by Leopold), the climate crisis, the ecological crisis, the carbon footprint, and the path of sustainable development.
.
47PATIENT FILEThe Case The sleepy woman with anxiety.docx
47
PATIENT FILE
The Case: The sleepy woman with anxiety
The Question: How can you be anxious and narcoleptic at the same time?
The Dilemma: Finding an effective regimen for recurrent, treatment
resistant anxious depression while juggling complex treatments for sleep
disorders
Pretest Self Assessment Question (answer at the end of the case)
Which of the following are approved treatments for treatment resistant
depression?
A. Deep brain stimulation
B. Transcranial magnetic stimulation
C. Vagal nerve stimulation
D. Aripiprazole (Abilify)
E. Quetiapine (Seroquel)
F. MAO inhibitors
Patient Intake
• 44-year-old woman with a chief complaint of anxiety
Psychiatric History
• The patient had onset of anxiety and depression at about age 15, which
she began self-medicating with alcohol
• After graduating from high school, she began college and was about to
leave for study abroad when she experienced a panic attack for which
she was treated in the emergency room
• She was then hospitalized and treated for alcohol abuse at age 18,
and has remained sober ever since, although she does admit to some
possible alprazolam (Xanax) abuse in 1999 as well as one overdose
with alprazolam
• Her history also includes multiple hospitalizations for major depression
– Age 19 (approximately one year after her release from the hospital
for alcohol abuse) because she became suicidal
– Age 24 due to recurrence of depression
– Age 26 with an overdose following a divorce and recurrence of
depression
– Age 27 due to recurrence of depression
– Age 29 after two miscarriages, with a possible postpartum element
and some discontinuation of her medications at that time to try to
get pregnant
– Age 30 when she received electroconvulsive therapy (ECT): 7
sessions as an inpatient and 23 as an outpatient
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by IP 100.101.44.120 on Wed Apr 08 00:14:46 UTC 2020
Stahl Online © 2020 Cambridge University Press.
All rights reserved. Not for commercial use or unauthorized distribution.
48
PATIENT FILE
• Details of medication history unclear from available information and
from patient’s memory, but has received numerous psychotropic drugs
including antidepressants, antipsychotics, and mood stabilizers, all
with poor results
• She was much better for several years following her ECT treatment, but
had severe memory impairment
• She had a recurrence of her depression one year ago severe enough
to become totally disabled, necessitating resignation from a job as an
offi ce worker that she had enjoyed
• She continues to be disabled from depression and has a great deal
of anxiety, subjectively more disturbed by her anxiety than by her
depression
Social and Personal History
• Married since 1996 (second marriage); no children from either
marriage
• Non smoker
• Husband an architect, supportive
• Little contact with her family of origin
• Few friends or outside interests
Medical History
• Narcolepsy.
4To Replace with name Comment by Sharon Rose Use down ar.docx
4
To: Replace with name Comment by Sharon Rose: Use down arrow to expand all comments below.
Remove all comments in paper before submitting to earn a better grade. One way to do this, right click on each comment, select ‘Delete Comment’.
All Papers will be checked using SafeAssign. Please focus on keeping the SafeAssign percentage to approximately 20%. Comment by James Manning: From: Replace with nameDate: Replace with dateSubject: Replace with subject of memo Introduction Comment by Sharon Rose: The CEO challenge is for an internal employee provide recommendation of new IT system to remove or bring the Shadow IT projects under the IT department.
Include how this assignment will communicate how your project proposal satisfied the CEO's concern.
Remember Shadow IT from the Week 1 Discussion. The Shadow IT has to either be adopted by the organization, or it has to be removed by the organization. Comment by James Manning:
Lorem ipsum dolor sit amet, consectetur adipiscing elit. Vestibulum et nisl ante. Etiam pulvinar fringilla ipsum facilisis efficitur. Maecenas volutpat risus dignissim dui euismod auctor. Nulla facilisi. Mauris euismod tellus malesuada dolor egestas, ac vulputate odio suscipit. Comment by Sharon Rose: Replace Latin text with your writing for this assignment. Enter your content where the Latin text appears.
The Introduction is a short overview of your memo.
Comment by James Manning:
Sed pellentesque sagittis diam, sit amet faucibus diam lobortis quis. Sed mattis turpis ligula, in accumsan ante pellentesque eu. Quisque ut nisl leo. Nullam ipsum odio, eleifend non orcinon, volutpat sollicitudin lacus. (Beetle Baily Cartoon) Proposed Information System Comment by Sharon Rose: Identify the main functions of your proposed information system and why they are important to the business.
To earn an ‘A’ in this section you must (From Grading Rubric):
Proposed an original information system. Identified the main functions of the system. Explained the importance of each function to the business.
Explained the stylistic choices for architecture of information system. Connected main functions of system to business needs and shadow IT.
Donec tincidunt ligula eget sollicitudin vehicula. Proin pharetra tellus id lectus mollis sollicitudin. Etiam auctor ligula a nulla posuere, consequat feugiat ex lobortis. Duis eu cursus arcu, congue luctus turpis. Sed dapibus turpis ac diam viverra consectetur. Aliquam placerat molestie eros vel posuere.
Comment by Sharon Rose: Add diagrams when applicable.
If a diagram is added, it should show the proposed information system. Comment by James Manning:
This Photo by Unknown Author is licensed under CC BY-SA
Figure 1. Title (Source: www.source-of-graphic.edu ) Comment by Sharon Rose: Include source if applicable, remove when diagram is original) Comment by James Manning: Functions Important to Business Comment by James Manning:
To earn an “A” in this section (From Grading Rubric):
Exp.
5 pages in length (not including title page or references)This.docx
5 pages in length (not including title page or references)
This week’s journal article focuses on attribution theory and how it influences the implementation of innovation technologies. Two types of employee attributions are noted in the article (intentionality and deceptive intentionality), please review these concepts and answer the following questions:
1. Provide a high-level overview/ summary of the case study
2. Note how constructive intentionality impacts innovation implementations
3. Find another article that adds to the overall findings of the case and note how attribution-based perspective enhances successful innovation implementations. Please be explicit and detailed in answering this question.
4. Discuss what ethical leadership is and how it impacts the organizational culture.
5. What are the various dimensions of ethical leadership?
6. Note some failures in ethical leadership, please find an example, explain the failure and note possible solutions to fix the issue with leadership.
(Question 1, 2 and 3 below Journals):
Journal Article 3.1: Lucas, J.W. and Baxter, A.R. (2012) ‘Power, influence, and diversity in organizations’, The ANNALS of the American Academy of Political and Social Science, 639(1): 49–70.
Journal Article 3.2: Martinez, A.D., Kane, R.E., Ferris, G.R. and Brooks, C.D. (2012) ‘Power in leader–follower work relationships’, Journal of Leadership & Organizational Studies, 19(2): 142–151.
Journal Article 4.1: Petty, M.M., Beadles, N.A., Chapman, D.F., Lowery, C.M. and Connell, D.W. (1995) ‘Relationships between organizational culture and organizational performance,’ Psychological Reports, 76(2): 483–492.
Journal Article 4.2: Bonavia, T. (2006) ‘Preliminary organizational culture scale focused on artifacts’, Psychological Reports, 99(3): 671–674.
Journal Article 4.3: Walker, R.C. and Aritz, J. (2015) ‘Women doing leadership: leadership styles and organizational culture,’ International Journal of Business Communication, 52(4): 452–478.
(Question 4, 5 and 6 below Journals):
Journal Article 5.1:Bormann, K.C. and Rowold, J. (2016) ‘Ethical leadership’s potential and boundaries in organizational change: a moderated mediation model of employee silence,’ German Journal of Human Resource Management, 30(3–4): 225–245.
Journal Article 5.2:Haney, A.B., Pope, J. and Arden, Z. (2018) ‘Making it personal: developing sustainability leaders in business,’ Organization & Environment. DOI: 10.1177/1086026618806201
Please be sure that journal articles are peer-reviewed and are published within the last five years.
The paper should meet the following requirements:
• 5 pages in length (not including title page or references)
• APA guidelines must be followed. The paper must include a cover page, an introduction, a body with fully developed content, and a conclusion.
.
5 to 7 DAY EXERCISE LOG Exercise Log Name___Hejin Lin__.docx
5 to 7 DAY EXERCISE LOG
Exercise Log
Name___Hejin Lin__________________________ Section # __2____ Start Date _4/7_________ End Date _4/12_______
I. Cardio Respiratory Endurance
Day
Type of Exercise
Duration
(Time)
Intensity (Peak Target Heart rate or Rate of Perceived Exertion)
Cardio Comments for the week- a short descriptive comment for each workout or one long comment summarizing the week on how you felt after each workout
1
Running
25 mins
175
I felt tired, and end up fast walking
2
Running
25 mins
170
kind of tired
3
Running
30 mins
168
Feeling better, also gain more times
4
Running
30 mins
172
much better
5
Swimming
25 mins
176
I felt tired at first, and then gets better
II. Muscular Strength/Endurance
Number of Sets ___2__
Rest Period __3 mins___
Exercise
Sunday Wt/Reps
Monday Wt/Reps
Tuesday Wt/Reps
Wednesday Wt/Reps
Thursday Wt/Reps
Friday Wt/Reps
Saturday Wt/Reps
Push up
/20
/
/
/25
/25
/
/30
Arm curl
25/10
/
/
25/12
30/8
/
30/10
Crunches
/25
/
/
/30
/30
/
/30
Heel raise
/
/
95/12
/
/
100/15
/
/
/
/
/
/
/
/
/
/
/
/
/
/
/
/
/
/
/
/
/
/
/
/
/
/
/
/
/
/
/
/
/
/
/
/
/
/
/
/
/
/
/
/
/
/
/
/
/
/
Descriptive Strength Comments for the week (Mandatory) on how you felt after each workout
I felt my stomach muscles working when I am doing the exercise, and my muscles were sore, I think I am going get used to it.
III. Flexibility
Number of Sets ___1_____
Reps ____10____
Duration ___35 sec_____
Check each exercise performed
Exercise
Monday
Tuesday
Wednesday
Thursday
Friday
Saturday
Sunday
Shoulder rolls
10
10
10
10
Lateral abdominal
10
10
10
10
Hamstring stretch
10
10
Descriptive Flexibility Comments for the week: (Mandatory) on how you felt after each workout
Feels great that after stretching, my muscles still felt a little bit sore, but much better.
5 to 7 DAY EXERCISE LOG
Exercise Log
Name________Hejin Lin__________________Section # __3____ Start Date ____4/15_______ End Date ____4/20____
I. Cardio Respiratory Endurance
Day
Type of Exercise
Duration
(Time)
Intensity (Peak Target Heart rate or Rate of Perceived Exertion)
Cardio Comments for the week- a short descriptive comment for each workout or one long comment summarizing the week on how you felt after each workout
1
Running
30 mins
Not very tired, almost get used to it
2
Running
35 mins
Gains 5 more mins, feels good
3
Running
35 mins
Woke up in the morning, had more energy
4
Running
40 mins
Gains 5 more mins to 40 mins, felt a little bit tired
5
Running
40 mins
Much better
II. Muscular Strength/Endurance
Number of Sets ___2 to 3_
Rest Period __2 mins___
Exercise
Sunday Wt/Reps
Monday Wt/Reps
Tuesday Wt/Reps
Wednesday Wt/Reps
Thursday Wt/Reps
Friday Wt/Reps
Saturday Wt/Reps
Crunches
/35
/35
/
/35
/
/35
/
Push up
/25
/25
/
/25
/
/25
/
Triceps
30/10
30/10
/
30/10
/
30/10
/
/
/
/
/
/
/
/
/
/
/
/
/
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.
5 Pages 1. Should nonprofit organizations be viewed principally .docx
5 Pages
1. Should nonprofit organizations be viewed principally as businesses with a social purpose or are they inherently different from for-profit companies? Compare and contrast in your explanation.
2. What are the five general and complementary approaches to judging the effectiveness of nonprofit organizations?
Identify which of these you might find more challenging as a nonprofit leader and explain why.
3. Provide a brief summary of the legal accountability, roles, and responsibilities of nonprofit leadership.
.
5 pagesResearch either a wildfire and mass movement (one tha.docx
5 pages
Research either a wildfire and mass movement (one that has actually occurred and been reported on).
Instructions:
essay between 1,250 and 1,750 words (5 pages in length) identifying:
· the type and origin of the natural disaster,
· the magnitude of the damage, including structural damage and harm to humans and the environment,
· agency response (governmental or private agencies) and ethical dimension,
· lessons learned and any resulting changes in regulations related to building code modifications, siting requirements, procedural changes, etc.,
· your opinion as to the effectiveness of any corrective actions taken to minimize the chance of recurrence.
· APA Format, place citations for work in the body and provide reference page
.
5 Establishing Organizational ObjectivesiStockThinkstock.docx
5 Establishing Organizational Objectives
iStock/Thinkstock
Ah, but a man’s reach should exceed his grasp,
Or what’s a heaven for?
—Robert Browning
Learning Objectives
After reading this chapter, you should be able to do the following:
• Describe the nature of objectives and the important role of—and management by—objectives in an HCO.
• Discuss the characteristics of good objectives.
• Delineate the types of objectives that are included in a strategic plan, and include examples of objectives for
key result areas.
• Provide an example of how to use data from an internal and external environmental analysis to set good
objectives.
• Explain how to perform a periodic review of objectives for measuring progress and making updates
as needed.
Section 5.1The Nature and Role of Objectives
Introduction
An HCO cannot achieve goals if none exist for the organization. Although this idea is quite
simple, many people overlook it. To accomplish anything, an organization must have a clear
understanding of what is to be accomplished. Strategic objectives are the tool by which
organizations define their goals and sketch out a specific road map for achieving them. If we
fail to set specific objectives, we simply waste our time and energy by going in circles. Later,
we look back at what we accomplished and wonder where the time went. Just being busy and
involved in activities does not mean that we are accomplishing what we need to accomplish.
This chapter focuses on the need to establish objectives, the characteristics of good objec-
tives, and the process of writing objectives. After the vision and mission of the HCO have been
defined, and the internal and external analyses completed, relevant objectives are developed
for the strategic plan.
5.1 The Nature and Role of Objectives
Objectives can be defined as clear, concise written statements outlining what is to be accom-
plished in key result areas in a certain time period, in measurable terms. Peter Drucker argues
that “objectives are not fate; they are direction. They are not commands, but they are com-
mitments. They do not determine the future, but they are the means by which the resources
and energies of the operation can be mobilized for the making of the future” (Drucker, 1954,
p. 102).
As noted in Chapter 2, the words key results, goals, and targets often are used synonymously
when talking about short- and long-term objectives. Whatever the label used, the idea is to
focus on a specific set of target activities and outcomes to be accomplished. Think of the anal-
ogy of the archer used in Chapter 2. An HCO administrator wants the whole organization
aimed at a single target, just as an archer wants every arrow aimed at the bull’s-eye. People
get confused and disorganized if they do not know where they are going. In large measure,
the success or failure of an HCO is based on its ability to set goals, as well as on tools with
which to measure progress toward those.
465 Current Procedural Terminology © 2015 American Medical A.docx
465
Current Procedural Terminology © 2015 American Medical Association. All Rights Reserved.
Objectives
Upon successful completion of this chapter, you should be able to:
1. Define key terms.
2. Explain the history of BlueCross and BlueShield.
3. Differentiate among BlueCross BlueShield plans.
4. Apply BlueCross BlueShield billing notes when completing CMS-1500 claims.
5. Complete BlueCross BlueShield primary and secondary claims.
Key terms
Away From Home Care® Program
BCBS basic coverage
BCBS major medical (MM)
coverage
BlueCard®
BlueCard Worldwide®
BlueCross
BlueCross BlueShield (BCBS)
BlueGeo®
BlueShield
coordinated home health
and hospice care
Federal Employee Health Benefits
Program (FEHBP)
Federal Employee Program (FEP)
for-profit corporation
Government-Wide Service Benefit
Plan
Healthcare Anywhere
indemnity coverage
medical emergency care rider
Medicare supplemental plans
member
member hospital
nonprofit corporation
outpatient pretreatment authoriza-
tion plan (OPAP)
PPN provider
precertification
preferred provider network (PPN)
prepaid health plan
prospective authorization
rider
second surgical opinion (SSO)
service location
special accidental injury rider
usual, customary, and reasonable
(UCR)
chapter Outline
History of BlueCross and BlueShield
BlueCross BlueShield Plans
Billing Notes
Claims Instructions
BlueCross BlueShield Secondary Coverage
BlueCross BlueShield
chapter 13
47428_ch13_ptg01.indd 465 23/11/15 5:38 PM
Copyright 2017 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s).
Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it.
Chapter 13466
Current Procedural Terminology © 2015 American Medical Association. All Rights Reserved.
intrOductiOn
BlueCross and BlueShield plans are perhaps the best known medical insurance pro-
grams in the United States. They began as two separate prepaid health plans selling
contracts to individuals or groups for coverage of specified medical expenses as
long as the premiums were paid. BCBS offer a number of products to subscribers.
History of Bluecross and BluesHield
Origin of BlueCross
The forerunner of what is known today as the BlueCross plan began in 1929
when Baylor University Hospital in Dallas, Texas, approached teachers in the
Dallas school district with a plan that would guarantee up to 21 days of hospi-
talization per year for subscribers and each of their dependents, in exchange
for a $6 annual premium. This prepaid health plan was accepted by the teachers
and worked so well that the concept soon spread across the country. Early
plans specified which hospital subscribers and their dependents could use f.
450+ WordsDiscussion Questions What are the main tenants of.docx
U.S. cyber policy aims to secure both civilian and military networks from cyber threats. The policy has strengths in establishing guidelines for protecting critical infrastructure and coordinating defensive efforts across government agencies. However, the policy could be improved by more clearly defining international norms of behavior in cyberspace and implementing a long-term strategy for deterring sophisticated state actors.
459- Provide a substantive response to at least two of your pe.docx
459-
Provide a substantive response to at least two of your peers who presented an example that was not in your response. What did you learn from the examples they presented? Are you now more aware of the challenge of change in health care?
Peer 1.Keneisha
- In health care, the consistency of handling change is constant. Change is an effect of snowball within a healthcare facility. Improvement in one area may or may not impact another establishment area irrespective of the correlations. Eventually, change affects the whole organization.
Electronic health records (EHR) and the Health Insurance Probability and Accountability Act (HIPPA) are two indicators of the healthcare industry. Although many resisted the change within the medical records and implemented EHR, the change made life much easier to navigate through with medical records. The move saved money and didn't have to use as many paper products. EHR made chart access and legibility much faster and easier to navigate through.
Within the change, HIPAA was a little more complex. HIPPA has been introduced to allow an individual to change jobs and not to complicate the coverage of the modified work transaction. HIPAA is meant to protect the protection of patient information and not to be widely distributed. This also included training in patient privacy and security issues for each health care staff members.
Reflecting on these two improvements show that once change is introduced, it can result in substantial change for the better and development of both staff and patients. Both need an open attitude and training, but implement a productive workflow.
Peer 2. Qiana
- Change is not always easy for anyone, and those in the healthcare field. Though change can be good because it can change or make the healthcare delivery systems better and meet those needs of their area. The healthcare environment continues to change and can be a challenge. With changing trends and concerns within healthcare settings, they can show the stages of life cycles within the organization and survival strategies. When rends change, there are changes that occur in case of patients and administrative support. (Liebler & McConnell, 2017). To ensure the survival of any organization change is essential to have a competitive edge in the healthcare environment. Often, for staff managers must be leaders during this process and try to make these changes go smoothly, because it can be difficult for employees.
Healthcare managers must be able to manage change, even though it may be complicated. Being able to manage change can be difficult but all involved must be able to adapt, and it is the job of the manager to inform employees as well as constituents and help them to understand why the change is a necessity and their roles even though it may be difficult.
The two examples of successful change I have chosen are Change as Opportunity: Y2K and A Study in Proactive Change: Electronic Health Records. The trn of the year 2.
4th Grade Science-A Discussion of how Students Learn to Self Assess.docx
4th Grade Science-A Discussion of how Students' Learn to Self Assess Science
For this assignment, candidate will work alone to research and observe selected videos in their discipline (area of study). Candidate will observe a total of 5 hours of videos.
Candidates will provide a written analysis and/or reflection that responds to the video and selected writing prompt.
.
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47PATIENT FILEThe Case The sleepy woman with anxiety.docx
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5 Pages 1. Should nonprofit organizations be viewed principally .docx
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5 pagesResearch either a wildfire and mass movement (one tha.docx
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