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Assignment Details This assignment has 4 parts: Collaboration in a business environment is a best practice that leverages the collective knowledge of the team assembled. Peer evaluation and support, provided in the spirit of continuous improvement and organizational success, result in higher quality deliverables than generally possible by the efforts of an individual. Please describe the process you plan to use to conduct research, identify findings, and develop the Comprehensive Project due in Unit 5 and present a preliminary outline indicating how you intend to organize the project deliverable. Please review the process and outlines of other students, providing an objective assessment and constructive feedback that will help strengthen the effectiveness of their efforts and the quality of the finished product. (SEE ATTACHMENT OF ONE OF MY CLASSMATES) What is the role of relationship development and management in effective leadership, and how are these concepts used in improving leadership effectiveness? When and why should participation be used to improve leadership effectiveness? .
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Assignment DetailsThis assignment has 4 partsCollabor.docx
Assignment Details
This assignment has 4 parts:
Collaboration in a business environment is a best practice that leverages the collective knowledge of the team assembled. Peer evaluation and support, provided in the spirit of continuous improvement and organizational success, result in higher quality deliverables than generally possible by the efforts of an individual. Please describe the process you plan to use to conduct research, identify findings, and develop the Comprehensive Project due in Unit 5 and present a preliminary outline indicating how you intend to organize the project deliverable.
Please review the process and outlines of other students, providing an objective assessment and constructive feedback that will help strengthen the effectiveness of their efforts and the quality of the finished product.
What is the role of relationship development and management in effective leadership, and how are these concepts used in improving leadership effectiveness?
When and why should participation be used to improve leadership effectiveness?
...
This assignment has 4 partsCollaboration in a business enviro.docx
This assignment has 4 parts:
Collaboration in a business environment is a best practice that leverages the collective knowledge of the team assembled. Peer evaluation and support, provided in the spirit of continuous improvement and organizational success, result in higher quality deliverables than generally possible by the efforts of an individual. Please describe the process you plan to use to conduct research, identify findings, and develop the Comprehensive Project due in Unit 5 and present a preliminary outline indicating how you intend to organize the project deliverable.
Please review the process and outlines of other students, providing an objective assessment and constructive feedback that will help strengthen the effectiveness of their efforts and the quality of the finished product.
What is the role of relationship development and management in effective leadership, and how are these concepts used in improving leadership effectiveness?
When and why should participation be used to improve leadership
...
This assignment has 5 parts.Collaboration in a business enviro.docx
This assignment has 5 parts.
Collaboration in a business environment is a best practice that leverages the collective knowledge of the team that is assembled. Peer evaluation and support, provided in the spirit of continuous improvement and organizational success, result in higher quality deliverables than what are generally possible by the efforts of an individual.
Describe the process that you plan to use to conduct research, identify findings, and develop the Comprehensive Project that is due in Unit 5.
Present a preliminary outline that indicates how you intend to organize the project deliverable.
Please review the process and outlines of other students, providing an objective assessment and constructive feedback that will help strengthen the effectiveness of their efforts and the quality of their finished products.
What are the essential elements of a Mission Statement?
What is the purpose of a Key Operating Principle?
What sort of additional material would best ensure success of the project? Why?
.
This assignment has 5 parts.Collaboration in a business en.docx
This assignment has 5 parts.
Collaboration in a business environment is a best practice that leverages the collective knowledge of the team that is assembled. Peer evaluation and support, provided in the spirit of continuous improvement and organizational success, result in higher quality deliverables than what are generally possible by the efforts of an individual.
Describe the process that you plan to use to conduct research, identify findings, and develop the Comprehensive Project that is due in Unit 5.
Present a preliminary outline that indicates how you intend to organize the project deliverable.
Please review the process and outlines of other students, providing an objective assessment and constructive feedback that will help strengthen the effectiveness of their efforts and the quality of their finished products.
What are the essential elements of a Mission Statement?
What is the purpose of a Key Operating Principle?
What sort of additional material would best ensure success of the project? Why?
.
Collaboration in a business environment is a best practice that leve.docx
Collaboration in a business environment is a best practice that leverages the collective knowledge of the team assembled. Peer evaluation and support, provided in the spirit of continuous improvement and organizational success, result in higher quality deliverables than generally possible by the efforts of an individual. Please describe the process you plan to use to conduct research, identify findings, and develop the Comprehensive Project due in Unit 5 and present a preliminary outline indicating how you intend to organize the project deliverable.
Objectives
Describe the role of relationship development and management in effective leadership, and use the concepts in improving leadership effectiveness.
Analyze the various leader, follower, cultural, and situational characteristics that contribute to leadership.
Apply critical thinking skills to analyze business situations.
.
1 pageCollaboration in a business environment is a best practice.docx
1 page
Collaboration in a business environment is a best practice that leverages the collective knowledge of the team assembled. Peer evaluation and support, provided in the spirit of continuous improvement and organizational success, result in higher quality deliverables than generally possible by the efforts of an individual. Please describe the process you plan to use to conduct research, identify findings, and develop the Comprehensive Project due in Unit 5 and present a preliminary outline indicating how you intend to organize the project deliverable.
Describe the role of relationship development and management in effective leadership, and use the concepts in improving leadership effectiveness.
Analyze the various leader, follower, cultural, and situational characteristics that contribute to leadership.
Apply critical thinking skills to analyze business situations.
.
Discussion BoardPerformance ManagementDeliverable Length 3-4 .docx
Discussion Board
Performance Management
Deliverable Length: 3-4 Paragraphs
Assignment Objectives
Rank different types of pay plans
Differentiate between various kinds of performance appraisal programs
Collaboration leverages the collective knowledge of a team. Peer evaluation and support, provided in the spirit of continuous improvement and organizational success, result in higher quality deliverables than generally possible by the efforts of an individual. Please describe the process you plan to use to conduct research, identify findings, and develop the Comprehensive Project due in Unit 5 and present a brief outline indicating how you intend to organize the project deliverable. Please review the process and outlines of other students, providing objective feedback that will help strengthen the effectiveness of their efforts and the quality of the finished product.
.
Project Team Delevopment
The document discusses team development and the role of a project manager in developing an effective project team. It states that developing a team is crucial for successfully completing a project, as it requires teamwork. The five stages of team development are described: forming, storming, norming, performing, and adjourning. The responsibilities of a project manager at each stage are outlined, such as providing direction in the forming stage and delegating responsibilities in the performing stage. Factors for effective team development and potential challenges are also summarized.
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Assignment DetailsThis assignment has 4 partsCollabor.docx
Assignment Details
This assignment has 4 parts:
Collaboration in a business environment is a best practice that leverages the collective knowledge of the team assembled. Peer evaluation and support, provided in the spirit of continuous improvement and organizational success, result in higher quality deliverables than generally possible by the efforts of an individual. Please describe the process you plan to use to conduct research, identify findings, and develop the Comprehensive Project due in Unit 5 and present a preliminary outline indicating how you intend to organize the project deliverable.
Please review the process and outlines of other students, providing an objective assessment and constructive feedback that will help strengthen the effectiveness of their efforts and the quality of the finished product.
What is the role of relationship development and management in effective leadership, and how are these concepts used in improving leadership effectiveness?
When and why should participation be used to improve leadership effectiveness?
...
This assignment has 4 partsCollaboration in a business enviro.docx
This assignment has 4 parts:
Collaboration in a business environment is a best practice that leverages the collective knowledge of the team assembled. Peer evaluation and support, provided in the spirit of continuous improvement and organizational success, result in higher quality deliverables than generally possible by the efforts of an individual. Please describe the process you plan to use to conduct research, identify findings, and develop the Comprehensive Project due in Unit 5 and present a preliminary outline indicating how you intend to organize the project deliverable.
Please review the process and outlines of other students, providing an objective assessment and constructive feedback that will help strengthen the effectiveness of their efforts and the quality of the finished product.
What is the role of relationship development and management in effective leadership, and how are these concepts used in improving leadership effectiveness?
When and why should participation be used to improve leadership
...
This assignment has 5 parts.Collaboration in a business enviro.docx
This assignment has 5 parts.
Collaboration in a business environment is a best practice that leverages the collective knowledge of the team that is assembled. Peer evaluation and support, provided in the spirit of continuous improvement and organizational success, result in higher quality deliverables than what are generally possible by the efforts of an individual.
Describe the process that you plan to use to conduct research, identify findings, and develop the Comprehensive Project that is due in Unit 5.
Present a preliminary outline that indicates how you intend to organize the project deliverable.
Please review the process and outlines of other students, providing an objective assessment and constructive feedback that will help strengthen the effectiveness of their efforts and the quality of their finished products.
What are the essential elements of a Mission Statement?
What is the purpose of a Key Operating Principle?
What sort of additional material would best ensure success of the project? Why?
.
This assignment has 5 parts.Collaboration in a business en.docx
This assignment has 5 parts.
Collaboration in a business environment is a best practice that leverages the collective knowledge of the team that is assembled. Peer evaluation and support, provided in the spirit of continuous improvement and organizational success, result in higher quality deliverables than what are generally possible by the efforts of an individual.
Describe the process that you plan to use to conduct research, identify findings, and develop the Comprehensive Project that is due in Unit 5.
Present a preliminary outline that indicates how you intend to organize the project deliverable.
Please review the process and outlines of other students, providing an objective assessment and constructive feedback that will help strengthen the effectiveness of their efforts and the quality of their finished products.
What are the essential elements of a Mission Statement?
What is the purpose of a Key Operating Principle?
What sort of additional material would best ensure success of the project? Why?
.
Collaboration in a business environment is a best practice that leve.docx
Collaboration in a business environment is a best practice that leverages the collective knowledge of the team assembled. Peer evaluation and support, provided in the spirit of continuous improvement and organizational success, result in higher quality deliverables than generally possible by the efforts of an individual. Please describe the process you plan to use to conduct research, identify findings, and develop the Comprehensive Project due in Unit 5 and present a preliminary outline indicating how you intend to organize the project deliverable.
Objectives
Describe the role of relationship development and management in effective leadership, and use the concepts in improving leadership effectiveness.
Analyze the various leader, follower, cultural, and situational characteristics that contribute to leadership.
Apply critical thinking skills to analyze business situations.
.
1 pageCollaboration in a business environment is a best practice.docx
1 page
Collaboration in a business environment is a best practice that leverages the collective knowledge of the team assembled. Peer evaluation and support, provided in the spirit of continuous improvement and organizational success, result in higher quality deliverables than generally possible by the efforts of an individual. Please describe the process you plan to use to conduct research, identify findings, and develop the Comprehensive Project due in Unit 5 and present a preliminary outline indicating how you intend to organize the project deliverable.
Describe the role of relationship development and management in effective leadership, and use the concepts in improving leadership effectiveness.
Analyze the various leader, follower, cultural, and situational characteristics that contribute to leadership.
Apply critical thinking skills to analyze business situations.
.
Discussion BoardPerformance ManagementDeliverable Length 3-4 .docx
Discussion Board
Performance Management
Deliverable Length: 3-4 Paragraphs
Assignment Objectives
Rank different types of pay plans
Differentiate between various kinds of performance appraisal programs
Collaboration leverages the collective knowledge of a team. Peer evaluation and support, provided in the spirit of continuous improvement and organizational success, result in higher quality deliverables than generally possible by the efforts of an individual. Please describe the process you plan to use to conduct research, identify findings, and develop the Comprehensive Project due in Unit 5 and present a brief outline indicating how you intend to organize the project deliverable. Please review the process and outlines of other students, providing objective feedback that will help strengthen the effectiveness of their efforts and the quality of the finished product.
.
Project Team Delevopment
The document discusses team development and the role of a project manager in developing an effective project team. It states that developing a team is crucial for successfully completing a project, as it requires teamwork. The five stages of team development are described: forming, storming, norming, performing, and adjourning. The responsibilities of a project manager at each stage are outlined, such as providing direction in the forming stage and delegating responsibilities in the performing stage. Factors for effective team development and potential challenges are also summarized.
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Tapping into this collective wisdom remains a challenge for many organizations. Alignment is not automatic and needs to be cultivated. Instilling collaboration within the executive team by driving deep understanding of each individual team member fosters reassurance that executives can rely upon each to engage mutual accountability.
Chapter 6Our Coherence Framework is simplexity.” Simplexity is .docx
Chapter 6
Our Coherence Framework is “simplexity.” Simplexity is not a real word, but it is a valuable concept. Simplexity means that you take a difficult problem and identify a small number of key factors (about four to six)—this is the simple part. And then you make these factors gel under the reality of action with its pressures, politics, and personalities in the situation—this is the complex part. In the case of our framework, there are only four big chunks and their interrelationships. Not only are these components dynamic but they also get refined over time in the setting in which you work. You have to focus on the right things, but you also must learn as you go. One of our favorite insights came from a retired CEO from a very successful company who, when asked about the most important thing he has learned about leadership, responded by say- ing, “It is more important to be right at the end of the meeting than the most important thing he has learned about leadership, responded by saying- ing, “It is more important to be right at the end of the meeting than the beginning” (David Cote, Honeywell, nyti.ms/1chUHqp). He was using this as a metaphor for a good change process: leaders influence the group, but they also learn from it. In fact, joint learning is what happens in effective change processes. If you are right at the beginning of the meeting, you are right only in your mind. If you are right at the notional end of the meeting, it means that you have processed the ideas with the group. McKinsey & Company conducted a study of leaders in the social sector (education et al.) and opened their report with these words: “chronic underinvestment [in leadership development] is placing increasing demands on social sector leaders” (Callanan, Gardner, Mendonca, & Scott, 2014). Their conclusions are right in our wheelhouse. In the survey of 200 social sector leaders, participants rated four critical attributes: balancing innovation with implementation, building executive teams, collaborating, and manag- ing outcomes. Survey respondents found themselves and their peers to be deficient in all four domains. In one table, they show the priorities—ability to innovate and implement, ability to surround selves with talented teams, collaboration, and ability to manage to outcomes—in terms of how respon- dents rated themselves and rated their peers as strong in the given domain. Both sets of scores were low—all below 40 percent. Collaboration, for example, was rated as 24 percent (self-rating) and 24 percent (rating of their peers). So the top capabilities are in short supply. Leaders build coherence when they combine the four components of our Coherence Framework with meeting the varied needs of the complex organizations they lead. Coherence making is a forever job because people come and go, and the situational dynamics are always in flux. They actively develop lateral and vertical connections so that the collaborative culture is deepened and drives dee ...
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MPA 212 Lec Training and Development.pdf
Training and development refers to educating employees within a company to increase productivity, improve quality, lessen employee turnover, and decrease costs and errors. There are several types of training including supervisor training, organizational development training, and interpersonal skills development training. The training and development process consists of five overlapping processes: needs assessment, motivation, design, delivery, and evaluation. Effective training design involves defining objectives, outlining content, developing activities, preparing materials, and determining evaluation and follow-up. Models like ADDIE provide a framework for the design and implementation of training programs.
Evaluation And Evaluation Of Evaluation
This document discusses various techniques for evaluating training programs, including risk analysis, failure mode analysis, and property exploration. It provides an example of how HSBC Bank evaluates the effectiveness of training events based on objectives such as measuring budget impacts and reviewing feedback from learners. Evaluating training allows organizations to assess return on investment and how well staff are applying the skills learned.
Reflect on and explore the reasons why evaluation is critical to tra.docx
Reflect on and explore the reasons why evaluation is critical to training success. Discuss the reasons evaluation is critical to effectiveness of training. Explain the connection between organizational improvement and training effectiveness.
Your initial post should be 250 to 300 words. Use this week’s lecture as a foundation for your initial post. In addition to the Blanchard and Thacker (2013) text, use at least one additional scholarly source to support your discussion.
Week Six Lecture
Training Evaluation
Evaluation should not be underestimated as part of the training process. However, as Blanchard and Thacker (2013) point out, “many rationalizations for not evaluating training continue to exist, and evaluation of training is often not done” (p. 315). This is often because training managers are resistant to the process of evaluation for reasons that Blanchard and Thacker (2013) have delineated in the course text, as well as for myriad other fears related to their own sense of self-efficacy and/or job security. However, it is important to note, that the evaluation process should be considered from the very beginning of the training process.
Figure 1: Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall
When a training needs analysis is conducted, it is wise to begin considering all of the aspects of the training process as well as the intended outcomes of the training process. As an example, consider the layout of Chapter Nine of the Blanchard and Thacker (2013) text. It begins with a graphic that depicts the evaluation phase of training. Then the learning objectives are stated, clearly, succinctly, and achievably (SMART). They are:
Describe the pros and cons of evaluation and indicate which way to go on the issue.
Explain what process evaluation is, and why it is important?
Describe the interrelationships among the various levels of outcome evaluation.
Describe the costs and benefits of evaluating training.
Differentiate between the two types of cost-effectiveness evaluation (cost savings and utility analysis).
Describe the various designs that are possible for evaluation and their advantages and disadvantages.
Define and explain the importance of internal and external validity (Appendix 9-1).
As you review the learning objectives and then do the same with the chapter, it becomes increasingly evident that Blanchard and Thacker (2013) have laid out precisely what they intend to do. They have followed through, with as many examples and means of addressing diverse learning styles as they perceive necessary toward design and delivery of the material for purposes of learning effectiveness and efficiency. It is obvious that their goal – as well as your instructor’s goal (which is in alignment) – is to ensure you learn about ways you can successfully impart transferrable skills to others. The goal is for you to learn valuable information that teaches how to evaluate the effectiveness of future training sessions that you design a.
Team building
This document discusses team building in organizations. It outlines goals of team building like understanding team dynamics and group accountability. Signs that team building may be needed include decreased productivity, conflicts, and communication problems. Five dynamics of effective teams are identified: team members, relationships, problem solving, leadership, and communication. Steps are provided for building effective teams through activities that improve trust, planning, and communication. Advantages include increased productivity, development, task accomplishment, and creative thinking. Types of team building focus on individuals, team-organization relationships, and group behavior. The manager's role includes assessment and feedback. Risks include cynicism and no improvement. Team building can catalyze organizations to realize their potential through efficient human resource deployment.
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This document discusses key concepts in educational management including leadership, planning, administration, organization, and direction. It provides definitions and explanations of these concepts. For example, it defines leadership as influencing others' behavior to achieve group goals, and planning as selecting alternatives and identifying outcomes before commitment. It also outlines components of educational management systems like the leadership framework and its principles of leading people, oneself, and the organization.
Team Leadership Toolkit_Final v1.0
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I need someone to complete this for me by tonight at 8pm EST. Please.docx
I need someone to complete this for me by tonight at 8pm EST. Please do not respond if you cannot finish by the deadline.
2 replies of 250–300 words each. Must:
- Include an analysis, synthesis, and evaluation of the topic.
- Include the textbook for the course.
- Include at least 1 additional scholarly resource.
- Include Bible references.
- Include an assessment/analysis of your Christian worldview as it relates to the topic.
- Include both in-text citations and references in APA format.
- Utilize correct English, grammar, spelling, and punctuation.
- Include clear topic sentences for each paragraph, supporting sentences, and a conclusion sentence/paragraph.
Textbook:
Werner, J., & DeSimone, R. (2012). Human resource development (6th ed.). Mason, OH: Thomson-Southwestern. ISBN: 9780538480994.
Alison M. Digges
Kirkpatrick’s Evaluation Framework
According to Werner and DeSimone (2012), “If the HRD department cannot demonstrate effectiveness, it may not be taken seriously within an organization” (p. 203). HRD evaluations are therefore necessary to ensure organizational effectiveness is maintained. Asadullah, Peretti, Ghulam Ali, and Bourgain (2015) found that, “the firms which are larger and provide training of longer duration to their employees, use more sophisticated training evaluation practices” (p. 445) and thus are able to increase the effectiveness of their training more actively. One of the most influential evaluation models is Kirkpatrick’s evaluation framework. This evaluation framework incorporates four distinct levels of criteria used to evaluate HRD programs, including: 1) reaction, 2) learning, 3) behavior, and 4) results (p. 206).
Reaction
The first level of Kirkpatrick’s evaluation framework is reaction. This level analyzes the general reaction of the trainees towards the training program. Negative reactions allow organizations to reevaluate how training is conducted. Positive reactions on the other hand allow organizations to promote their training programs to other possible trainees within the organization. Reactions help organizations ensure overall effectiveness in terms of trainee satisfaction and perceived learning. These positive reactions are an area of data specifically that I have experienced on my own that has increased effectiveness in a training program that I designed. After being promoted into a new role within my organization I reformatted the orientation class. It was so successful that employees who were hired previous to the reformatting began asking if they could re-take the class!
Learning
The second level of Kirkpatrick’s evaluation framework is learning. This level analyzes the transfer of learning experienced by the trainees involved in the training program. More specifically, it evaluates how learning objectives were met or unmet during the training based on the learning experience by the trainees. This level incorporates the use of tests or quizzes to evaluate trainee knowledge prior.
A TYPICAL DESIGNTo illustrate a program focused on individual de.docx
A TYPICAL DESIGN
To illustrate a program focused on individual development, we use the example of a leadership course designed for a manufacturing company. The company had a long history of promoting leadership development and had recently become concerned about building a cadre of “change-agent” leaders capable of coping with the accelerating pace of innovation in the industry. Two professors from a leading business school, experts in leadership, were called in to design a program around the leadership competencies required to effect organizational change. Together the professors and company sponsors produced and delivered a four-day learning experience structured around three distinct modules: the leader’s role in change, skills for implementing change, and motivational and empowerment practices.
At the start of day one, participants received survey feedback from a dozen of their workplace colleagues (superiors, peers, and subordinates). This feedback was structured so that the competency categories that were reported corresponded with each of the course’s three themes. This ensured that participants could personally gauge their strengths and weaknesses against the competencies described in the modules about to be taught. It was assumed that feedback early in the course would stimulate the participants’ desire to learn.
Following this feedback and a personal review session with an onsite coach, the program began with a module on leadership vision and change. Using a series of case studies from companies such as General Electric, Microsoft, and the Virgin Group, participants learned lessons about core leadership concepts such as strategic vision, unconventional market perspectives, and environmental scanning for opportunities. During course discussions, the professors encouraged participants to share their own experiences. This created dialogue that allowed the core concepts to be applied to the individuals’ own leadership challenges and personal work situations.
A second module was presented in days two and three that emphasized skills required for implementing change. Another series of case studies illustrated how effective leaders at several companies had successfully orchestrated large-scale organizational change. For example, participants explored the successful turnaround of the international advertising agency Ogilvy & Mather by its senior leader Charlotte Beers. This case study taught lessons about the process of developing a strategic vision and ways to implement the vision once it was defined. Experiential exercises were used to teach communications and influence skills. A portion of day three and all of day four explored the remaining themes of motivation and empowerment—again using experiential exercises and case discussions as the principal vehicles for conveying lessons and insight. Participants learned about the personal philosophies that leaders often draw on in their efforts to empower others, and about the importance of lea.
Organisational behaviour
The document discusses several topics related to organizational behaviour and performance, including:
1. A study found that incorporating gamification into Agile Scrum processes motivated employees with higher attendance, more completed tasks, and increased collaboration.
2. Research on innovative coaching found that experimenting with different tools and techniques promotes creativity in clients and their organizations.
3. The top reasons people engage in continuing professional development are to increase competence, comply with requirements, deepen knowledge, and enhance careers. Workplace learning is often informal.
4. Key factors for high-performing work teams include effective leadership, positive emotions, dynamic capabilities, self-efficacy, and learning orientation.
A project report on training and development in sahara india
The document discusses training and development in organizations. It covers key topics like the importance of training, models of training, the training process, and training evaluation. Specifically, it outlines the systems model, instructional systems development model, and transitional model of training. It also describes the typical phases of training including needs analysis, design, implementation, and evaluation. Overall, the document provides an overview of training concepts and frameworks.
Debbie Cooper Steps for Training Leaders to Exceed at Performance Appraisals
This document provides steps for training leaders to improve performance appraisals. It outlines setting personal goals and defining business objectives to drive better performance. This includes striving for excellence, innovation, and building talent. It also discusses improving relationships through fostering teamwork. Leadership skills like leading employees and demonstrating competencies are covered. Finally, it emphasizes that effective performance evaluations are a strategic tool when they make expectations and accountability for performance and values clear.
Debbie cooper steps for training leaders to give effective performance apprai...
This document provides steps for training leaders to improve performance appraisals. It outlines setting personal goals and defining business objectives to drive better performance. This includes striving for excellence, innovation, and building talent. It also discusses improving relationships through fostering teamwork. Leadership skills like leading employees and demonstrating competencies are covered. Finally, it emphasizes that effective performance evaluations are a strategic tool when they make expectations and accountability for performance and values clear.
Be prepared to answer the following questionsWhat are the thr.docx
Be prepared to answer the following questions:
What are the three components of the DRI?
Describe how RDA, AI, and UL influence health?
After reviewing your results on the Interactive DRI, how well are you meeting the RDAs suggested?
What two changes can you make to improve?
.
Based upon our readings concerning the work of Pierre Bourdieu, ple.docx
Based upon our readings concerning the work of Pierre Bourdieu, please address the following: a) define his concept of "habitus," specifically citing your reading material, and give at least ONE example of this important concept; b) explain the role that habitus plays in creating inequality (economic, political, social, etc.) between people in society; c) give one example recently covered in the news media (within the last year or so), that demonstrates how the accumulation of "cultural capital" can be used to benefit a person, OR, how a lack of cultural capital can harm a person.
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Chapter 6Our Coherence Framework is simplexity.” Simplexity is .docx
Chapter 6
Our Coherence Framework is “simplexity.” Simplexity is not a real word, but it is a valuable concept. Simplexity means that you take a difficult problem and identify a small number of key factors (about four to six)—this is the simple part. And then you make these factors gel under the reality of action with its pressures, politics, and personalities in the situation—this is the complex part. In the case of our framework, there are only four big chunks and their interrelationships. Not only are these components dynamic but they also get refined over time in the setting in which you work. You have to focus on the right things, but you also must learn as you go. One of our favorite insights came from a retired CEO from a very successful company who, when asked about the most important thing he has learned about leadership, responded by say- ing, “It is more important to be right at the end of the meeting than the most important thing he has learned about leadership, responded by saying- ing, “It is more important to be right at the end of the meeting than the beginning” (David Cote, Honeywell, nyti.ms/1chUHqp). He was using this as a metaphor for a good change process: leaders influence the group, but they also learn from it. In fact, joint learning is what happens in effective change processes. If you are right at the beginning of the meeting, you are right only in your mind. If you are right at the notional end of the meeting, it means that you have processed the ideas with the group. McKinsey & Company conducted a study of leaders in the social sector (education et al.) and opened their report with these words: “chronic underinvestment [in leadership development] is placing increasing demands on social sector leaders” (Callanan, Gardner, Mendonca, & Scott, 2014). Their conclusions are right in our wheelhouse. In the survey of 200 social sector leaders, participants rated four critical attributes: balancing innovation with implementation, building executive teams, collaborating, and manag- ing outcomes. Survey respondents found themselves and their peers to be deficient in all four domains. In one table, they show the priorities—ability to innovate and implement, ability to surround selves with talented teams, collaboration, and ability to manage to outcomes—in terms of how respon- dents rated themselves and rated their peers as strong in the given domain. Both sets of scores were low—all below 40 percent. Collaboration, for example, was rated as 24 percent (self-rating) and 24 percent (rating of their peers). So the top capabilities are in short supply. Leaders build coherence when they combine the four components of our Coherence Framework with meeting the varied needs of the complex organizations they lead. Coherence making is a forever job because people come and go, and the situational dynamics are always in flux. They actively develop lateral and vertical connections so that the collaborative culture is deepened and drives dee ...
Prism Group Leadership Workshops
This document provides summaries of leadership training modules available from Vital Learning Corporation. The modules cover a range of management skills topics like establishing respectful relationships, communicating effectively, developing performance goals, coaching job skills, improving work habits, providing feedback, resolving conflicts, motivating team members, delegating, and supporting change. The modules are available in classroom, online, or blended formats and aim to help managers develop skills to lead teams and individuals successfully. PRISM GROUP distributes Vital Learning's resources in Canada and can provide preview access to the modules.
Brochure Team Coaching and development (3)
This document provides information about Intact International's Team Coaching and Development program. The program consists of 6 workshops over 50 hours that teach skills in team coaching, consulting, and development based on theories like transactional analysis and group relations. It is accredited by the ICF and provides 50.75 continuing education units. The program aims to help experienced professionals like coaches and consultants improve their skills in areas like structuring teams, facilitating stages of team development, and providing coaching to teams. It involves workshops, intervision groups, a learning logbook, presentation, and a team coaching case study. The case study demonstrates how to apply team coaching concepts in practice to improve business performance.
MPA 212 Lec Training and Development.pdf
Training and development refers to educating employees within a company to increase productivity, improve quality, lessen employee turnover, and decrease costs and errors. There are several types of training including supervisor training, organizational development training, and interpersonal skills development training. The training and development process consists of five overlapping processes: needs assessment, motivation, design, delivery, and evaluation. Effective training design involves defining objectives, outlining content, developing activities, preparing materials, and determining evaluation and follow-up. Models like ADDIE provide a framework for the design and implementation of training programs.
Evaluation And Evaluation Of Evaluation
This document discusses various techniques for evaluating training programs, including risk analysis, failure mode analysis, and property exploration. It provides an example of how HSBC Bank evaluates the effectiveness of training events based on objectives such as measuring budget impacts and reviewing feedback from learners. Evaluating training allows organizations to assess return on investment and how well staff are applying the skills learned.
Reflect on and explore the reasons why evaluation is critical to tra.docx
Reflect on and explore the reasons why evaluation is critical to training success. Discuss the reasons evaluation is critical to effectiveness of training. Explain the connection between organizational improvement and training effectiveness.
Your initial post should be 250 to 300 words. Use this week’s lecture as a foundation for your initial post. In addition to the Blanchard and Thacker (2013) text, use at least one additional scholarly source to support your discussion.
Week Six Lecture
Training Evaluation
Evaluation should not be underestimated as part of the training process. However, as Blanchard and Thacker (2013) point out, “many rationalizations for not evaluating training continue to exist, and evaluation of training is often not done” (p. 315). This is often because training managers are resistant to the process of evaluation for reasons that Blanchard and Thacker (2013) have delineated in the course text, as well as for myriad other fears related to their own sense of self-efficacy and/or job security. However, it is important to note, that the evaluation process should be considered from the very beginning of the training process.
Figure 1: Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall
When a training needs analysis is conducted, it is wise to begin considering all of the aspects of the training process as well as the intended outcomes of the training process. As an example, consider the layout of Chapter Nine of the Blanchard and Thacker (2013) text. It begins with a graphic that depicts the evaluation phase of training. Then the learning objectives are stated, clearly, succinctly, and achievably (SMART). They are:
Describe the pros and cons of evaluation and indicate which way to go on the issue.
Explain what process evaluation is, and why it is important?
Describe the interrelationships among the various levels of outcome evaluation.
Describe the costs and benefits of evaluating training.
Differentiate between the two types of cost-effectiveness evaluation (cost savings and utility analysis).
Describe the various designs that are possible for evaluation and their advantages and disadvantages.
Define and explain the importance of internal and external validity (Appendix 9-1).
As you review the learning objectives and then do the same with the chapter, it becomes increasingly evident that Blanchard and Thacker (2013) have laid out precisely what they intend to do. They have followed through, with as many examples and means of addressing diverse learning styles as they perceive necessary toward design and delivery of the material for purposes of learning effectiveness and efficiency. It is obvious that their goal – as well as your instructor’s goal (which is in alignment) – is to ensure you learn about ways you can successfully impart transferrable skills to others. The goal is for you to learn valuable information that teaches how to evaluate the effectiveness of future training sessions that you design a.
Team building
This document discusses team building in organizations. It outlines goals of team building like understanding team dynamics and group accountability. Signs that team building may be needed include decreased productivity, conflicts, and communication problems. Five dynamics of effective teams are identified: team members, relationships, problem solving, leadership, and communication. Steps are provided for building effective teams through activities that improve trust, planning, and communication. Advantages include increased productivity, development, task accomplishment, and creative thinking. Types of team building focus on individuals, team-organization relationships, and group behavior. The manager's role includes assessment and feedback. Risks include cynicism and no improvement. Team building can catalyze organizations to realize their potential through efficient human resource deployment.
Educ239-Leadership.pptx
This document discusses key concepts in educational management including leadership, planning, administration, organization, and direction. It provides definitions and explanations of these concepts. For example, it defines leadership as influencing others' behavior to achieve group goals, and planning as selecting alternatives and identifying outcomes before commitment. It also outlines components of educational management systems like the leadership framework and its principles of leading people, oneself, and the organization.
Team Leadership Toolkit_Final v1.0
The document provides an overview of tools and processes for managing project teams effectively. It discusses (1) the key phases in project team management - planning team needs, acquiring the team, developing the team, and managing the team; (2) stages of team development from forming to performing; and (3) core team leadership skills and tools including creating a project charter, facilitating meetings, resolving conflicts, motivating teams, providing feedback, and documenting lessons learned. The goal is to guide teams to peak performance by understanding these processes and using the appropriate tools.
I need someone to complete this for me by tonight at 8pm EST. Please.docx
I need someone to complete this for me by tonight at 8pm EST. Please do not respond if you cannot finish by the deadline.
2 replies of 250–300 words each. Must:
- Include an analysis, synthesis, and evaluation of the topic.
- Include the textbook for the course.
- Include at least 1 additional scholarly resource.
- Include Bible references.
- Include an assessment/analysis of your Christian worldview as it relates to the topic.
- Include both in-text citations and references in APA format.
- Utilize correct English, grammar, spelling, and punctuation.
- Include clear topic sentences for each paragraph, supporting sentences, and a conclusion sentence/paragraph.
Textbook:
Werner, J., & DeSimone, R. (2012). Human resource development (6th ed.). Mason, OH: Thomson-Southwestern. ISBN: 9780538480994.
Alison M. Digges
Kirkpatrick’s Evaluation Framework
According to Werner and DeSimone (2012), “If the HRD department cannot demonstrate effectiveness, it may not be taken seriously within an organization” (p. 203). HRD evaluations are therefore necessary to ensure organizational effectiveness is maintained. Asadullah, Peretti, Ghulam Ali, and Bourgain (2015) found that, “the firms which are larger and provide training of longer duration to their employees, use more sophisticated training evaluation practices” (p. 445) and thus are able to increase the effectiveness of their training more actively. One of the most influential evaluation models is Kirkpatrick’s evaluation framework. This evaluation framework incorporates four distinct levels of criteria used to evaluate HRD programs, including: 1) reaction, 2) learning, 3) behavior, and 4) results (p. 206).
Reaction
The first level of Kirkpatrick’s evaluation framework is reaction. This level analyzes the general reaction of the trainees towards the training program. Negative reactions allow organizations to reevaluate how training is conducted. Positive reactions on the other hand allow organizations to promote their training programs to other possible trainees within the organization. Reactions help organizations ensure overall effectiveness in terms of trainee satisfaction and perceived learning. These positive reactions are an area of data specifically that I have experienced on my own that has increased effectiveness in a training program that I designed. After being promoted into a new role within my organization I reformatted the orientation class. It was so successful that employees who were hired previous to the reformatting began asking if they could re-take the class!
Learning
The second level of Kirkpatrick’s evaluation framework is learning. This level analyzes the transfer of learning experienced by the trainees involved in the training program. More specifically, it evaluates how learning objectives were met or unmet during the training based on the learning experience by the trainees. This level incorporates the use of tests or quizzes to evaluate trainee knowledge prior.
A TYPICAL DESIGNTo illustrate a program focused on individual de.docx
A TYPICAL DESIGN
To illustrate a program focused on individual development, we use the example of a leadership course designed for a manufacturing company. The company had a long history of promoting leadership development and had recently become concerned about building a cadre of “change-agent” leaders capable of coping with the accelerating pace of innovation in the industry. Two professors from a leading business school, experts in leadership, were called in to design a program around the leadership competencies required to effect organizational change. Together the professors and company sponsors produced and delivered a four-day learning experience structured around three distinct modules: the leader’s role in change, skills for implementing change, and motivational and empowerment practices.
At the start of day one, participants received survey feedback from a dozen of their workplace colleagues (superiors, peers, and subordinates). This feedback was structured so that the competency categories that were reported corresponded with each of the course’s three themes. This ensured that participants could personally gauge their strengths and weaknesses against the competencies described in the modules about to be taught. It was assumed that feedback early in the course would stimulate the participants’ desire to learn.
Following this feedback and a personal review session with an onsite coach, the program began with a module on leadership vision and change. Using a series of case studies from companies such as General Electric, Microsoft, and the Virgin Group, participants learned lessons about core leadership concepts such as strategic vision, unconventional market perspectives, and environmental scanning for opportunities. During course discussions, the professors encouraged participants to share their own experiences. This created dialogue that allowed the core concepts to be applied to the individuals’ own leadership challenges and personal work situations.
A second module was presented in days two and three that emphasized skills required for implementing change. Another series of case studies illustrated how effective leaders at several companies had successfully orchestrated large-scale organizational change. For example, participants explored the successful turnaround of the international advertising agency Ogilvy & Mather by its senior leader Charlotte Beers. This case study taught lessons about the process of developing a strategic vision and ways to implement the vision once it was defined. Experiential exercises were used to teach communications and influence skills. A portion of day three and all of day four explored the remaining themes of motivation and empowerment—again using experiential exercises and case discussions as the principal vehicles for conveying lessons and insight. Participants learned about the personal philosophies that leaders often draw on in their efforts to empower others, and about the importance of lea.
Organisational behaviour
The document discusses several topics related to organizational behaviour and performance, including:
1. A study found that incorporating gamification into Agile Scrum processes motivated employees with higher attendance, more completed tasks, and increased collaboration.
2. Research on innovative coaching found that experimenting with different tools and techniques promotes creativity in clients and their organizations.
3. The top reasons people engage in continuing professional development are to increase competence, comply with requirements, deepen knowledge, and enhance careers. Workplace learning is often informal.
4. Key factors for high-performing work teams include effective leadership, positive emotions, dynamic capabilities, self-efficacy, and learning orientation.
A project report on training and development in sahara india
The document discusses training and development in organizations. It covers key topics like the importance of training, models of training, the training process, and training evaluation. Specifically, it outlines the systems model, instructional systems development model, and transitional model of training. It also describes the typical phases of training including needs analysis, design, implementation, and evaluation. Overall, the document provides an overview of training concepts and frameworks.
Debbie Cooper Steps for Training Leaders to Exceed at Performance Appraisals
This document provides steps for training leaders to improve performance appraisals. It outlines setting personal goals and defining business objectives to drive better performance. This includes striving for excellence, innovation, and building talent. It also discusses improving relationships through fostering teamwork. Leadership skills like leading employees and demonstrating competencies are covered. Finally, it emphasizes that effective performance evaluations are a strategic tool when they make expectations and accountability for performance and values clear.
Debbie cooper steps for training leaders to give effective performance apprai...
This document provides steps for training leaders to improve performance appraisals. It outlines setting personal goals and defining business objectives to drive better performance. This includes striving for excellence, innovation, and building talent. It also discusses improving relationships through fostering teamwork. Leadership skills like leading employees and demonstrating competencies are covered. Finally, it emphasizes that effective performance evaluations are a strategic tool when they make expectations and accountability for performance and values clear.
Similar to Assignment DetailsThis assignment has 4 partsCollabor.docx (20)
A Coaching Culture Blueprint to Restore Organizational Health and Performance...
A Coaching Culture Blueprint to Restore Organizational Health and Performance...
Chapter 6Our Coherence Framework is simplexity.” Simplexity is .docx
Chapter 6Our Coherence Framework is simplexity.” Simplexity is .docx
Reflect on and explore the reasons why evaluation is critical to tra.docx
Reflect on and explore the reasons why evaluation is critical to tra.docx
I need someone to complete this for me by tonight at 8pm EST. Please.docx
I need someone to complete this for me by tonight at 8pm EST. Please.docx
A TYPICAL DESIGNTo illustrate a program focused on individual de.docx
A TYPICAL DESIGNTo illustrate a program focused on individual de.docx
A project report on training and development in sahara india
A project report on training and development in sahara india
Debbie Cooper Steps for Training Leaders to Exceed at Performance Appraisals
Debbie Cooper Steps for Training Leaders to Exceed at Performance Appraisals
Debbie cooper steps for training leaders to give effective performance apprai...
Debbie cooper steps for training leaders to give effective performance apprai...
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Bad time to be humble! When and
why leaders should not be humble
Jiang Xu
Guanghua School of Management, Peking University, Beijing, China
Jih-Yu Mao
School of Business Administration, Faculty of Business Administration,
Southwestern University of Finance and Economics, Chengdu, China, and
Ye Zhang
Guanghua School of Management, Peking University, Beijing, China
Abstract
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Cloud
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Eras in IT infrastructure evolution
Chapter 5. IT Infrastructure and EmergingTechnologies
Management Information Systems (Kenneth P. Laudon, Jane C. Laudon)
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Hassan, Qusay (2011).
"Demystifying Cloud Computing"(PDF).
The Journal of Defense Software Engineering.
Cloud computing
Cloud computing
Cloud computing
Cloud computing
www.euruni.edu
Cloud computing examples
Software as a Service
Platform as a Service
Insfrastructure as a Service
Cloud computing examples
Cloud computing examples
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Cloud computing examples
Cloud computing examples
Cloud computing examples
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https://software.intel.com/en-us/articles/total-cost-of-ownership-factors-to-consider
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Lab Test # 2
Lab Test # 3
Lab Test # 4
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Hgb/Hct #2
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Include an introduction. What is your topic and what are you going to address in the presentation.
The system life cycle process and the role of employees in each stage of the process.
Identify the process- use a visual or table (if you get it already made then make sure there is appropriate credit on the slide). In the speaker’s notes explain the process steps and how employees are engaged in each step. Key is what is the employee role in each step. The role will change by each step. Be specific.
There is an announcement with directions
How to use Kaltura
How to prepare the transcript from Kaltura
Note: The transcript must be a readable, Word file that matches the narrative or your speaker notes .
The presentation continued
The identification and roles of at least five internal stakeholders employed by the practice.
Identify the stakeholders by role and define how that role contributes to the life cycle process- why are they important to the process. A table is good for this. Note: Patients are not employed by the practice.
Identify the major stakeholders and why their role is important to the project
Once you identified the stakeholders there will be some that have more sway in the project than others- they are the major or power stakeholders. Identify which stakeholders are your major stakeholders and in the speaker note/narration, define why. Do not include the government nor insurance companies.
Project Management Tools
Explain the purpose of a minimum of four key project management tools planned for the project. (See the hints for project tools link.) Word, Excel, Power Point, Teams are not examples of Project management tools.
Consider the following tools (not exclusive):
Scope
Metrics to determine project success
Gantt charts
Budget
Critical pathway
Risks
Develop a Communication Plan for the Project.
Provide a specific, detailed plan with identified tasks and answer the “who, what, when, where, why, and how”. (A table is good for this. Review the information above on the how and what to include.) Do not define what a communication plan is but develop the actual communication plan. You want a specific, detailed plan, not definitions and vague concepts. You need to include in your communication plan:
Identified tasks
Think Who, what, when, why and how.
Communication Plan continued
Think of it as a table with specific details.
Who is doing what, when
Ex. Once a month the man.
ASSIGNMENT Planning an Effective Press ReleaseSelect a topic an.docx
ASSIGNMENT: Planning an Effective Press Release
Select a topic and company for a mock press release and press conference. Choose one of the following:
1. Tesla
2. Uber
3. Pepsi
4. Instagram
5. Twitter
6. Netflix
7. A current US Senator announcing their bid for the US Presidency
Choose a newsworthy topic for your selected company.
What is new? Newsworthy?
(You can make something up or use real news.)
Prepare a press release to make the announcement and issue to the press.
Audience:
Who will you issue the press release to?
Who is your target audience?
.
Assignment Marketing Plan – Part 2 of 2Positioning and Adverti.docx
Assignment: Marketing Plan – Part 2 of 2:
Positioning and Advertising Instructions: Complete your Marketing Plan for the New Product/Service, continued from week 2. Write a paper to submit and prepare a 10-12-slide summary of the plan in PowerPoint to present to the class.
You know your product/service, target audience, and your competition. Build on that with the following:
• Describe the target market (audience) profiles, key buying behaviors, and decision motivators for the consumer target market.
• Create a new positioning statement and strategy for the product/service.
• Justify the position strategy. What will make it a winning strategy?
• Create an ad for the product to use in print or social media. The ad should take direction from your target audience and communicate your positioning. Get creative! (You will be judged on concept more than artwork, so don’t worry if your ad uses simple graphics.)
• How will you measure the effectiveness of your ad?
How will you know it is getting good results?
Cite a minimum of two scholarly sources.
Format your paper consistent with APA guidelines.
Case Study
Sexually Transmitted Infections
Difficulty: Intermediate
Setting: Outpatient clinic
Index Words: sexually transmitted infection (STI), pelvic inflammatory disease (PID), human immunodeficiency virus (HIV), assessment, pain management, patient education
Giddens Concepts: Health Care Law, Infection, Patient Education, Reproduction, Sexuality
HESI Concepts: assessment, Health Care Law, Infection, Patient Education, Sexuality/Reproductive
You are the nurse in a walk-in clinic. A.P. is being seen this morning for a 2-day history of diffuse, severe abdominal pain. She has complaints of nausea without vomiting; she denies vaginal bleeding or dis- charge. A.P. reports having unprotected sex with several partners recently, two of whom had penile dis- charge. Her last menstrual period ended 3 days ago. She has no known drug allergies and denies previous medical or psychiatric problems. Vital signs are 108/60, 110, 20, 100.6 ° F (38.1 ° C). Physical examination reveals that her abdomen is very tender. The slightest touch of her abdomen causes her to wince with pain. Bowel sounds are normal. Pelvic examination reveals purulent material pooled in the vaginal vault, which appears to be coming from the cervix. a sample of the vaginal drainage is obtained and sent for culture. The result of a pregnancy test is negative; a rapid diagnostic test for chlamydial infection has a positive result.
·
Scenario
1. Which of these assessment findings are significant and why?
2. What medical interventions can you anticipate?
3. What should you teach A.P. about chlamydial infection?
4. How would you provide emotional support to A.P. at this time?
Part 2 Pediatric, Maternity, and WoMen’s HealtH cases
668
Copyright © 2016 by Mosby, In.
Assume an African American character and write from the perspective .docx
Assume an African American character and write from the perspective of the character. What would be the obstacles faced by people of color during the Great Depression or the war years? Explain the issues in your letter and ask for specific help on those matters. Also in a separate paragraph below your letter, explain why you chose to write what you did. What inspired you to write on the topics, situations or events that were discussed in your letter?
.
Assignment WK 8 Advocating for the Nursing Role in Program Design .docx
Assignment WK 8 Advocating for the Nursing Role in Program Design and Implementation
As their names imply, the honeyguide bird and the honey badger both share an affinity for honey. Honeyguide birds specialize in finding beehives but struggle to access the honey within. Honey badgers are well-equipped to raid beehives but cannot always find them. However, these two honey-loving species have learned to collaborate on an effective means to meet their objectives. The honeyguide bird guides honey badgers to newly discovered hives. Once the honey badger has ransacked the hive, the honey guide bird safely enters to enjoy the leftover honey.
Much like honeyguide birds and honey badgers, nurses and health professionals from other specialty areas can—and should—collaborate to design effective programs. Nurses bring specialties to the table that make them natural partners to professionals with different specialties. When nurses take the requisite leadership in becoming involved throughout the healthcare system, these partnerships can better design and deliver highly effective programs that meet objectives.
In this Assignment, you will practice this type of leadership by advocating for a healthcare program. Equally as important, you will advocate for a collaborative role of the nurse in the design and implementation of this program. To do this, assume you are preparing to be interviewed by a professional organization/publication regarding your thoughts on the role of the nurse in the design and implementation of new healthcare programs.
To Prepare:
· Review the Resources and reflect on your thinking regarding the role of the nurse in the design and implementation of new healthcare programs.
· Select a healthcare program within your practice and consider the design and implementation of this program.
· Reflect on advocacy efforts and the role of the nurse in relation to healthcare program design and implementation.
The Assignment: (2–4 pages)
In a 2- to 4-page paper, create an interview transcript of your responses to the following interview questions:
·
Tell us about a healthcare program, within your practice. What are the costs and projected outcomes of this program?
·
Who is your target population?
·
What is the role of the nurse in providing input for the design of this healthcare program? Can you provide examples?
·
What is your role as an advocate for your target population for this healthcare program? Do you have input into design decisions? How else do you impact design?
·
What is the role of the nurse in healthcare program implementation? How does this role vary between design and implementation of healthcare programs? Can you provide examples?
·
Who are the members of a healthcare team that you believe are most needed to implement a program? Can you explain why?
Milstead, J. A., & Short, N. M. (2019).
Health policy and politics: A nurse's guide (6th ed..
Assignment TitleStudents NameCourse TitleProfessor.docx
Assignment Title
Students Name
Course Title
Professors Name
Date of Submission
Introduction
Add Presentation Notes and Sources
2
Problem Statement
Analyze and define the problem to include possible political conflicts.
Add Presentation Notes and Sources
3
Risks and Challenges
Identify risks and challenges.
Add Presentation Notes and Sources
4
Alternatives and
Solution
s
Identify and construct policy alternatives and solutions.
Add Presentation Notes and Sources
5
Stakeholders and Key Roles
Identify stakeholders and key roles.
Add Presentation Notes and Sources
6
Identify funding opportunities, challenges, and budget cost factors, to include saving measures.
Funding and Budget
Add Presentation Notes and Sources
7
Criteria
Choose supportive and evaluative criteria.
Add Presentation Notes and Sources
8
Policy Benefits
Identify incentives, subsidies, and potential benefits.
Add Presentation Notes and Sources
9
Conclusion
Draw conclusions in a thorough summary, with lessons learned.
Add Presentation Notes and Sources
10
Sources
Follow the Credit to Authors and Sources Guidelines found in the Strayer Writing Standards (SWS).
.
Assignment WK 9Assessing a Healthcare ProgramPolicy Evaluation.docx
Assignment: WK 9Assessing a Healthcare Program/Policy Evaluation
Program/policy evaluation is a valuable tool that can help strengthen the quality of programs/policies and improve outcomes for the populations they serve. Program/policy evaluation answers basic questions about program/policy effectiveness. It involves collecting and analyzing information about program/policy activities, characteristics, and outcomes. This information can be used to ultimately improve program services or policy initiatives.
Nurses can play a very important role assessing program/policy evaluation for the same reasons that they can be so important to program/policy design. Nurses bring expertise and patient advocacy that can add significant insight and impact. In this Assignment, you will practice applying this expertise and insight by selecting an existing healthcare program or policy evaluation and reflecting on the criteria used to measure the effectiveness of the program/policy.
To Prepare:
· Review the Healthcare Program/Policy Evaluation Analysis Template provided in the Resources.
· Select an existing healthcare program or policy evaluation or choose one of interest to you.
· Review community, state, or federal policy evaluation and reflect on the criteria used to measure the effectiveness of the program or policy described.
The Assignment: (2–3 pages)
Based on the program or policy evaluation you selected, complete the Healthcare Program/Policy Evaluation Analysis Template. Be sure to address the following:
· Describe the healthcare program or policy outcomes.
· How was the success of the program or policy measured?
· How many people were reached by the program or policy selected?
· How much of an impact was realized with the program or policy selected?
· At what point in program implementation was the program or policy evaluation conducted?
· What data was used to conduct the program or policy evaluation?
· What specific information on unintended consequences was identified?
· What stakeholders were identified in the evaluation of the program or policy? Who would benefit most from the results and reporting of the program or policy evaluation? Be specific and provide examples.
· Did the program or policy meet the original intent and objectives? Why or why not?
· Would you recommend implementing this program or policy in your place of work? Why or why not?
· Identify at least two ways that you, as a nurse advocate, could become involved in evaluating a program or policy after 1 year of implementation.
By Day 7 of Week 10
Submit your completed healthcare program/policy evaluation analysis.
Milstead, J. A., & Short, N. M. (2019).
Health policy and politics: A nurse's guide (6th ed.). Jones & Bartlett Learning.
· Chapter 7, “Health Policy and Social Program Evaluation” (pp. 116–124 only)
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5409875/
https://www.sciencedirect.com/science/article/pii/S0029655418300617
i J LUUU^S
.
Assignment OverviewYou and a few of your fellow learners have be.docx
Assignment Overview
You and a few of your fellow learners have been assigned to construct a presentation on one of the following groups:
Working with ableism or disability and lookism.
Each person working on the presentation is researching and contributing specific slides that analyze issues of power, privilege, and oppression as they pertain to the chosen group, as well as strategies and approaches for practice when working with these issues. This assignment will ask you to submit the presentation slides that you contributed to the presentation for an individual grade.
By successfully completing this assignment, you will demonstrate your proficiency in the following EPAs and specialized practice behaviors:
EPA Competency 1: Demonstrate Ethical and Professional Behavior.
C1.SP.B: Articulate and provide leadership in the application of the core values and ethical standards of the social work profession through an ethical problem solving model to aid in critical thinking and ethical decision making related to individuals, families, organizations, and communities to guide and inform ethical advanced generalist social work practice.
Related Assignment Criteria:
3. Discuss challenges that may arise from clients' cultures and from differences among people and cultural groups.
EPA Competency 1: Demonstrate Ethical and Professional Behavior.
C1.SP.C: Integrate the ethical and effective use of technology at all levels of advanced generalist social work practice with individuals, families, groups, organizations, and communities.
Related Assignment Criteria:
1. Create slides that address chosen theme(s) related to culturally relevant practice.
EPA Competency 2: Engage Diversity and Difference in Practice.
C2.SP.A: Analyze dimensions and differentiation in diversity and apply the influence of relationships, intervention techniques, and technologies with diverse clients, families, groups, organizations, and communities.
Related Assignment Criteria:
2. Discuss theory applicable to the selected group.
4. Discuss techniques and best practices applicable to the selected group.
Assignment Description
Each learner creates 2–4 slides that discusses the selected group around one or more of the following themes:
Religion and spirituality.
Assignment Instructions
Complete the following:
Create 2–4 slides that address chosen theme (or themes) related to culturally relevant practice.
Discuss theory applicable to the selected group.
Discuss challenges to practice with the selected group.
Discuss techniques and best practices applicable to the selected group.
.
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