Formal Proposal Instructions—Part 2For Part 2 of the formal prop.docx
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Formal Proposal Instructions—Part 2 For Part 2 of the formal proposal, you must submit the corrected Part 1 along with the remainder of the required elements in a formal proposal. Follow the instructions below for the scenario you selected last week. Complete and compile approximately 10 pages as your formal proposal. University-Related Proposal You have already chosen from 3 of the following areas: 1. Operating procedures 1. Admissions 1. Academic advising 1. Curricula 1. Activities 1. Physical plant 1. Communication with online students For Part 2 of this assignment, you must include changes or corrections recommended by your instructor in Part 1 and prepare the following: · a letter of transmittal, using the example in your textbook · a table of contents and list of illustrations (if appropriate) · an executive summary · no fewer than two full references to citations that support your recommendations Part 2 of your formal proposal is due by 11:59 p.m. (ET) on Monday of Module/Week 7. In your letter of transmittal, send your complete proposal to the provost of Liberty University and write as though you were an outside consultant for University Consultants at 12099 Center Road, San Antonio, Texas 78223-9310. Be sure that you include the complete formal proposal, including both parts 1 and 2. OR Consultant training course Complete and compile a formal proposal recommending a one-week training course in an organization of your choosing. Assume you are a consultant offering to have your company present this training. You have chosen a seminar topic familiar to you or one that you’re willing to learn about quickly through some research. Your formal proposal should reflect your understanding of the topic and your grasp of proposal-writing techniques. For Part 2 of this assignment, you must include changes or corrections recommended by your instructor in Part 1 and prepare the following: · a letter of transmittal, using the example in your textbook · a table of contents and list of illustrations (if appropriate) · an executive summary · no fewer than two full references to citations that support your recommendations Part 2 of your formal proposal is due by 11:59 p.m. (ET) on Monday of Module/Week 7. In your transmittal letter, send your proposal to the Chief Operating Officer of Globtex International Inc., 800 Connecticut Avenue NW, Washington D.C. 20006-2709 as your audience for this proposal, and write as though you were an outside consultant working for Mar-Tek Consulting at 12099 Center Road, San Antonio, Texas 78223-9310. Be sure that you include the complete formal proposal, including both parts 1 and 2. ENGL 103 Formal Proposal Grading Rubric—Part 2 Student: Criteria Advanced Competent Novice Points Earned Instructor Comments Correct format for formal proposal 30-35 pts. 20-29 pts. 0-19 pts. All formatting is correct and appropriate for formal proposals. Most formatting is correct with some exceptions and generally ap ...
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Final Assignment Final Assignment .docx
Final Assignment
Final Assignment
3
Company Address?
Date?
Inside Address?
Salutation?
Phoenix Advertising is a company established in North Carolina. According to the information given, it is evident that your branch is facing a number of challenges, which need to be attended to with immediate effect. Recently, two top management employees have left the company to join a competing firm; others are also threatening to leave the company.
Background
From the reports evaluated, there are factors that are leading to reassignment of the employees to rival companies. From the case scenario presented, it is evident that the top management fails to involve the junior employees as make most of the important decisions without consulting them. When the employees feel left out, they hardly perform, as they feel ignored most of the time. Secondly, the company focuses on increasing their levels of profitability. Hence, it is taking a lot of work from all potential clients without necessarily evaluating the accounts and the workload. This causes the employees responsible for working for ling hours with minimal compensation. In my opinion, this could be the reason for low morale and decrease in production.
Firstly, there is weak leadership, which fails to involve employees at all levels in the company. This can be seen from the way the management take lots work from all different clients without necessarily evaluating the accounts and workload. Secondly, there is poor communication between all levels. The top management does communicate with junior employees, and it fails to encourage their work and efforts. This is the reason they end up editing their work without consulting them. Further, the company is contracting more clients than it can handle with the current personnel.
The top management of the company should embrace real leadership and administration. To be precise, the management should and must effectively communicate with employees on all their levels. This could be achieved best by outlining their roles and responsibilities. It should also provide better means of evaluation and reporting of every employee. The heads of various departments should also work closely with their employees at make any changes in their works with their consultations in order to value their efforts at different levels (Schein, 1985).
Further, due to the increased volumes of workload, the management should also offer enough compensation to all employees by paying them for any overtime work from them. This could be achieved by improving the terms of the contract. Additionally, the company should provide an excellent working environment where the employees are comfortable. The management should also aim at improving human capital through ore training and development. This is because in the world of advertising, technology is changing the dynamics day by day. A specific timeline should be set in order to e ...
MBA Capstone Project GuidelinesThroughout your MBA program.docx
MBA Capstone Project Guidelines
Throughout your MBA program, you have worked to develop as a practitioner-scholar to meet the needs and future challenges as a business leader. Your program culminates in the capstone project, which forms the primary focus of MBA6900, the final course you will take in the program. The capstone project is intended to provide you the opportunity to demonstrate your MBA program outcomes by:
· Planning and executing the strategic and tactical elements of a comprehensive project.
· Integrating and demonstrating skills and techniques you have learned throughout the MBA program.
· Communicating project outcomes both in written form and in a formal presentation.
· Completing your MBA program with an experience that reinforces and integrates the components that have preceded it.
The following information outlines the requirements and work associated with the capstone project for MBA6028 and MBA6900.
Capstone Project Examples
Examples of project types that might be proposed to meet these requirements include but are not limited to:
· Preparation of a strategic plan for an organization.
· A strategic analysis of all or a selected part of an organization.
· Development of a case study of all or a selected part of an organization.
· Development of an intervention, such as a workshop or training activity, that is broad- based enough to demonstrate the program-level outcomes.
· Development of a consulting report on a problematic issue within an organization, provided that the issue is broad-based enough to demonstrate program-level outcomes.
You may propose other structures for the capstone project so long as you are able to identify how the proposed project satisfies the requirement of demonstrating the program-level outcomes. When choosing your topic, keep in mind that your capstone project must result in recommendations, next steps, or some other type of actionable, evidence-based take-aways for the reader or subject of the project.
Capstone Project Requirements
The capstone course project must demonstrate your achievement of the MBA program outcomes. The following table is taken from the proficient column of the final capstone grading rubric. It outlines the expectations for demonstrating each program outcome.
Program Outcome:
Proficient Column:
1. Apply foundational knowledge and an understanding of business systems,
processes, and technology within and across core disciplines.
Applies foundational knowledge (theories, models, and practices) and an understanding of core business systems, processes, and technology within and across core disciplines.
2. Integrate information across disciplines and from differing
perspectives.
Integrates most relevant supportive and conflicting information (data, insights, best
practices) across disciplines from differing primary functional perspectives individually
and holistically.
3. Think critically and analytically to
provide evidence-based solutions to business challen ...
Performance Management - Herman Augnis
The document provides a job description for a graduate associate position in sourcing and procurement at Disney Consumer Products Studio. It then provides examples of how to develop accountabilities, objectives, and standards for evaluating performance in this role based on the information given. Specifically, it:
1. Identifies three key accountabilities for the role related to analytical support, benchmarking pricing models, and assisting with procurement strategies.
2. Sets specific, measurable objectives for each accountability with target completion dates.
3. Establishes performance standards related to each objective to quantitatively measure results.
PSYC 3012Week 3 Assignment PowerPoint PresentationP.docx
PSYC 3012
Week 3: Assignment
PowerPoint Presentation
PowerPoints can be a fun way to present information. You want to keep a few things in mind when creating a PowerPoint presentation:
1. Remember that you have an audience for this PowerPoint, so create a professional and easy-to-read presentation. This means keeping your font and font sizes consistent (and not too small), as well as not presenting too much information on one slide. Review the information provided by the Walden Writing Center at http://writingcenter.waldenu.edu/1331.htm
2. PowerPoint has some great presentation templates that you might use to help create your presentation. The Walden Writing Center has a suggested list of templates at http://writingcenter.waldenu.edu/57.htm
3. Additionally, Microsoft has put together some information to help students:
a. Tips for creating an effective presentation found at: http://office.microsoft.com/en-us/powerpoint-help/tips-for-creating-and-delivering-an-effective-presentation-HA010338298.aspx?CTT=1
b. How to use templates found at: http://office.microsoft.com/en-us/powerpoint-help/what-is-a-powerpoint-template-HA010360893.aspx?CTT=1
4. You also need to cite all the sources you use in your PowerPoint, similar to the way you would cite sources in a paper. The Walden Writing Center has assistance offered at: http://writingcenter.waldenu.edu/11.htm. For this presentation you will:
a. Cite resources at the end of the presentation. You will treat your entire presentation as a paper, including citations throughout your slides and then adding a reference list slide at the end of the presentation.
Note that although the Writing Center will also review PowerPoints for appointments, following these suggestions will really help create the most effective presentation possible!
© 2012 Laureate Education, Inc.
Leadership Development Plan MBA 610
This Leadership Development Plan serves as your road map for short-term training and development activities that will enhance your leadership competencies. You will review, revise, and update your plan several times during the course of your MBA degree program at UMUC.
Your name: Danielle Balson
Your current job title: Center Leader
Long-Term Career Goal Make sure your goal is SMART: Specific, Measurable, Achievable, Realistic, and Time-bound.
In the next five years, my career objective is becoming a project manager trainer in a global company. I look forward to being able to train all new and subordinate officers within the shortest time frame possible to enable my employer to attain the set goals of the company. My goal is that in the next 3-5 years, I would be able to identify training needs that fit my employing firm and be sure that the needs are significant.
Short-Term Skills Development NeedsWhat skills will you need to acquire to achieve your long-term career goal?
My leadership skills training and development goals for the next 1 to 2 years are to
1. Ability to learn about ne ...
Final Project Submission.docx
The document provides instructions for students to submit their final 20-25 page capstone project synthesizing all previous assessments in their MSN program. Students are instructed to include an abstract, introduction, and revisions of previous sections incorporating feedback. The submission will be evaluated on program outcomes including leading organizational change, evaluating evidence, applying quality improvement, designing patient-centered care, integrating interprofessional collaboration, evaluating technologies, and defending health policy.
Copyright © 2013 by The McGraw-Hill Companies, Inc. All rights r.docx
The document discusses the gaps model of service quality. It introduces the conceptual framework of the gaps model, which identifies four key gaps in how companies deliver service quality to customers. The first is the customer gap, which is the difference between customer expectations and perceptions. The other three are provider gaps that occur within companies and contribute to the customer gap. These include the listening gap of not knowing customer expectations, the service design gap of not having the right standards, the service performance gap of not meeting standards, and the communication gap of not matching promises to performance. The document provides details on each gap and how analyzing these gaps can help companies improve service quality.
Strengthening Your Resume Jan 2010
The document provides guidance on strengthening a resume by tailoring it to the specific job description and hiring manager's perspective. It emphasizes that a resume should be a sales tool that highlights the applicant's accomplishments and value within 15-30 seconds to grab the reviewer's interest. It also includes an example job description for a project manager role and candidate resumes for critique.
Week 2 Assignment Business Case, Project Charter, and Stakeho.docx
Week 2 Assignment: Business Case, Project Charter, and Stakeholder Analysis
Grading Rubric
Failing Below
Average
Average Above Average Superior
0 - 60 (F
range)
70 - 79 (C
range)
80 - 89 (B
range)
90 - 93 (A-
range)
94 - 100 (A range)
Topical
Content &
Focus (60%)
Templates
submitted are
either
incomplete or
do not address
the required
material in
each
respective
section. Only
a few
stakeholders
and/or
stakeholder
groups
mentioned or
referred to in
case study are
accurately
identified.
Templates
submitted are
mostly
complete, but
possibly lack
a few key
details or
information
required for a
couple of
sections. Most
stakeholders
and/or
stakeholder
groups
mentioned or
referred to in
case study are
accurately
identified.
Templates
submitted
are complete
and each
section,
including an
accurately
performed
financial
analysis, is
covered in a
thorough and
well
considered
manner,
paying
particular
attention to
the
instructional
prompts and
questions in
each section.
Additionally,
all
stakeholders
and/or
stakeholder
groups
mentioned or
referred to in
Templates
submitted are
not only
completed in an
excellent
manner but also
show a deeper
analysis and
understanding of
the nuances of
the case through
the use of
evidence and
support from the
case study
Templates submitted
are completed in an
excellent and thorough
manner, show a deep
analysis of the case
study through support
from the case study,
and evidence strong
business acumen and
judgment evidenced
through the analysis
and recommendations
being contextually
relevant and linked to
the details of the case
study in a clear
manner.
case study
are
accurately
identified.
Personal
Competencies
(15%)
Critical
thinking
Professiona
l Writing
Problem
Solving
Quantitativ
e Analysis
Submission
reflects little
to no
applicable
personal
competencies
Submission
reflects a
minimal
applicable
personal
competencies
Submission
reflects both
applicable
personal
competencie
s in an
acceptable
manner
Submission
strongly reflects
applicable
personal
competencies
integrated
throughout the
assignment
Submission reflects an
excellent use of
applicable personal
competencies
integrated throughout
the paper in a way that
synthesizes the
personal competencies
Grammar
(10%)
Writing
contains
numerous
errors in
spelling,
grammar,
sentence
structure, etc.
that interfere
with
comprehensio
n. The reader
is unable to
understand
some of the
intended
meaning.
Frequent
errors in
spelling,
grammar,
sentence
structure,
and/or other
writing
conventions
that distract
the reader.
Minimal
errors in
spelling,
grammar,
sent ...
Recommended
Final Assignment Final Assignment .docx
Final Assignment
Final Assignment
3
Company Address?
Date?
Inside Address?
Salutation?
Phoenix Advertising is a company established in North Carolina. According to the information given, it is evident that your branch is facing a number of challenges, which need to be attended to with immediate effect. Recently, two top management employees have left the company to join a competing firm; others are also threatening to leave the company.
Background
From the reports evaluated, there are factors that are leading to reassignment of the employees to rival companies. From the case scenario presented, it is evident that the top management fails to involve the junior employees as make most of the important decisions without consulting them. When the employees feel left out, they hardly perform, as they feel ignored most of the time. Secondly, the company focuses on increasing their levels of profitability. Hence, it is taking a lot of work from all potential clients without necessarily evaluating the accounts and the workload. This causes the employees responsible for working for ling hours with minimal compensation. In my opinion, this could be the reason for low morale and decrease in production.
Firstly, there is weak leadership, which fails to involve employees at all levels in the company. This can be seen from the way the management take lots work from all different clients without necessarily evaluating the accounts and workload. Secondly, there is poor communication between all levels. The top management does communicate with junior employees, and it fails to encourage their work and efforts. This is the reason they end up editing their work without consulting them. Further, the company is contracting more clients than it can handle with the current personnel.
The top management of the company should embrace real leadership and administration. To be precise, the management should and must effectively communicate with employees on all their levels. This could be achieved best by outlining their roles and responsibilities. It should also provide better means of evaluation and reporting of every employee. The heads of various departments should also work closely with their employees at make any changes in their works with their consultations in order to value their efforts at different levels (Schein, 1985).
Further, due to the increased volumes of workload, the management should also offer enough compensation to all employees by paying them for any overtime work from them. This could be achieved by improving the terms of the contract. Additionally, the company should provide an excellent working environment where the employees are comfortable. The management should also aim at improving human capital through ore training and development. This is because in the world of advertising, technology is changing the dynamics day by day. A specific timeline should be set in order to e ...
MBA Capstone Project GuidelinesThroughout your MBA program.docx
MBA Capstone Project Guidelines
Throughout your MBA program, you have worked to develop as a practitioner-scholar to meet the needs and future challenges as a business leader. Your program culminates in the capstone project, which forms the primary focus of MBA6900, the final course you will take in the program. The capstone project is intended to provide you the opportunity to demonstrate your MBA program outcomes by:
· Planning and executing the strategic and tactical elements of a comprehensive project.
· Integrating and demonstrating skills and techniques you have learned throughout the MBA program.
· Communicating project outcomes both in written form and in a formal presentation.
· Completing your MBA program with an experience that reinforces and integrates the components that have preceded it.
The following information outlines the requirements and work associated with the capstone project for MBA6028 and MBA6900.
Capstone Project Examples
Examples of project types that might be proposed to meet these requirements include but are not limited to:
· Preparation of a strategic plan for an organization.
· A strategic analysis of all or a selected part of an organization.
· Development of a case study of all or a selected part of an organization.
· Development of an intervention, such as a workshop or training activity, that is broad- based enough to demonstrate the program-level outcomes.
· Development of a consulting report on a problematic issue within an organization, provided that the issue is broad-based enough to demonstrate program-level outcomes.
You may propose other structures for the capstone project so long as you are able to identify how the proposed project satisfies the requirement of demonstrating the program-level outcomes. When choosing your topic, keep in mind that your capstone project must result in recommendations, next steps, or some other type of actionable, evidence-based take-aways for the reader or subject of the project.
Capstone Project Requirements
The capstone course project must demonstrate your achievement of the MBA program outcomes. The following table is taken from the proficient column of the final capstone grading rubric. It outlines the expectations for demonstrating each program outcome.
Program Outcome:
Proficient Column:
1. Apply foundational knowledge and an understanding of business systems,
processes, and technology within and across core disciplines.
Applies foundational knowledge (theories, models, and practices) and an understanding of core business systems, processes, and technology within and across core disciplines.
2. Integrate information across disciplines and from differing
perspectives.
Integrates most relevant supportive and conflicting information (data, insights, best
practices) across disciplines from differing primary functional perspectives individually
and holistically.
3. Think critically and analytically to
provide evidence-based solutions to business challen ...
Performance Management - Herman Augnis
The document provides a job description for a graduate associate position in sourcing and procurement at Disney Consumer Products Studio. It then provides examples of how to develop accountabilities, objectives, and standards for evaluating performance in this role based on the information given. Specifically, it:
1. Identifies three key accountabilities for the role related to analytical support, benchmarking pricing models, and assisting with procurement strategies.
2. Sets specific, measurable objectives for each accountability with target completion dates.
3. Establishes performance standards related to each objective to quantitatively measure results.
PSYC 3012Week 3 Assignment PowerPoint PresentationP.docx
PSYC 3012
Week 3: Assignment
PowerPoint Presentation
PowerPoints can be a fun way to present information. You want to keep a few things in mind when creating a PowerPoint presentation:
1. Remember that you have an audience for this PowerPoint, so create a professional and easy-to-read presentation. This means keeping your font and font sizes consistent (and not too small), as well as not presenting too much information on one slide. Review the information provided by the Walden Writing Center at http://writingcenter.waldenu.edu/1331.htm
2. PowerPoint has some great presentation templates that you might use to help create your presentation. The Walden Writing Center has a suggested list of templates at http://writingcenter.waldenu.edu/57.htm
3. Additionally, Microsoft has put together some information to help students:
a. Tips for creating an effective presentation found at: http://office.microsoft.com/en-us/powerpoint-help/tips-for-creating-and-delivering-an-effective-presentation-HA010338298.aspx?CTT=1
b. How to use templates found at: http://office.microsoft.com/en-us/powerpoint-help/what-is-a-powerpoint-template-HA010360893.aspx?CTT=1
4. You also need to cite all the sources you use in your PowerPoint, similar to the way you would cite sources in a paper. The Walden Writing Center has assistance offered at: http://writingcenter.waldenu.edu/11.htm. For this presentation you will:
a. Cite resources at the end of the presentation. You will treat your entire presentation as a paper, including citations throughout your slides and then adding a reference list slide at the end of the presentation.
Note that although the Writing Center will also review PowerPoints for appointments, following these suggestions will really help create the most effective presentation possible!
© 2012 Laureate Education, Inc.
Leadership Development Plan MBA 610
This Leadership Development Plan serves as your road map for short-term training and development activities that will enhance your leadership competencies. You will review, revise, and update your plan several times during the course of your MBA degree program at UMUC.
Your name: Danielle Balson
Your current job title: Center Leader
Long-Term Career Goal Make sure your goal is SMART: Specific, Measurable, Achievable, Realistic, and Time-bound.
In the next five years, my career objective is becoming a project manager trainer in a global company. I look forward to being able to train all new and subordinate officers within the shortest time frame possible to enable my employer to attain the set goals of the company. My goal is that in the next 3-5 years, I would be able to identify training needs that fit my employing firm and be sure that the needs are significant.
Short-Term Skills Development NeedsWhat skills will you need to acquire to achieve your long-term career goal?
My leadership skills training and development goals for the next 1 to 2 years are to
1. Ability to learn about ne ...
Final Project Submission.docx
The document provides instructions for students to submit their final 20-25 page capstone project synthesizing all previous assessments in their MSN program. Students are instructed to include an abstract, introduction, and revisions of previous sections incorporating feedback. The submission will be evaluated on program outcomes including leading organizational change, evaluating evidence, applying quality improvement, designing patient-centered care, integrating interprofessional collaboration, evaluating technologies, and defending health policy.
Copyright © 2013 by The McGraw-Hill Companies, Inc. All rights r.docx
The document discusses the gaps model of service quality. It introduces the conceptual framework of the gaps model, which identifies four key gaps in how companies deliver service quality to customers. The first is the customer gap, which is the difference between customer expectations and perceptions. The other three are provider gaps that occur within companies and contribute to the customer gap. These include the listening gap of not knowing customer expectations, the service design gap of not having the right standards, the service performance gap of not meeting standards, and the communication gap of not matching promises to performance. The document provides details on each gap and how analyzing these gaps can help companies improve service quality.
Strengthening Your Resume Jan 2010
The document provides guidance on strengthening a resume by tailoring it to the specific job description and hiring manager's perspective. It emphasizes that a resume should be a sales tool that highlights the applicant's accomplishments and value within 15-30 seconds to grab the reviewer's interest. It also includes an example job description for a project manager role and candidate resumes for critique.
Week 2 Assignment Business Case, Project Charter, and Stakeho.docx
Week 2 Assignment: Business Case, Project Charter, and Stakeholder Analysis
Grading Rubric
Failing Below
Average
Average Above Average Superior
0 - 60 (F
range)
70 - 79 (C
range)
80 - 89 (B
range)
90 - 93 (A-
range)
94 - 100 (A range)
Topical
Content &
Focus (60%)
Templates
submitted are
either
incomplete or
do not address
the required
material in
each
respective
section. Only
a few
stakeholders
and/or
stakeholder
groups
mentioned or
referred to in
case study are
accurately
identified.
Templates
submitted are
mostly
complete, but
possibly lack
a few key
details or
information
required for a
couple of
sections. Most
stakeholders
and/or
stakeholder
groups
mentioned or
referred to in
case study are
accurately
identified.
Templates
submitted
are complete
and each
section,
including an
accurately
performed
financial
analysis, is
covered in a
thorough and
well
considered
manner,
paying
particular
attention to
the
instructional
prompts and
questions in
each section.
Additionally,
all
stakeholders
and/or
stakeholder
groups
mentioned or
referred to in
Templates
submitted are
not only
completed in an
excellent
manner but also
show a deeper
analysis and
understanding of
the nuances of
the case through
the use of
evidence and
support from the
case study
Templates submitted
are completed in an
excellent and thorough
manner, show a deep
analysis of the case
study through support
from the case study,
and evidence strong
business acumen and
judgment evidenced
through the analysis
and recommendations
being contextually
relevant and linked to
the details of the case
study in a clear
manner.
case study
are
accurately
identified.
Personal
Competencies
(15%)
Critical
thinking
Professiona
l Writing
Problem
Solving
Quantitativ
e Analysis
Submission
reflects little
to no
applicable
personal
competencies
Submission
reflects a
minimal
applicable
personal
competencies
Submission
reflects both
applicable
personal
competencie
s in an
acceptable
manner
Submission
strongly reflects
applicable
personal
competencies
integrated
throughout the
assignment
Submission reflects an
excellent use of
applicable personal
competencies
integrated throughout
the paper in a way that
synthesizes the
personal competencies
Grammar
(10%)
Writing
contains
numerous
errors in
spelling,
grammar,
sentence
structure, etc.
that interfere
with
comprehensio
n. The reader
is unable to
understand
some of the
intended
meaning.
Frequent
errors in
spelling,
grammar,
sentence
structure,
and/or other
writing
conventions
that distract
the reader.
Minimal
errors in
spelling,
grammar,
sent ...
Return On Investment Training And Development
The document discusses return on investment (ROI) in training and development. It covers determining ROI by identifying stakeholders' needs, setting goals and objectives, assessing learning outcomes, and calculating expenses. ROI is important to quantify training effectiveness, manage budgets, and gain management support. The document also outlines models for calculating ROI, factors to consider in reporting findings to stakeholders, and the importance of using data to improve future training.
APPENDIX 1 Project Brief Approval FormHousingProperty M.docx
APPENDIX 1
Project Brief Approval FormHousing/Property Management Level 3 “Officer” Apprenticeship Standard
Copyright notice
This document and its content is copyright of © CIH 2017. All rights reserved.
Any redistribution or reproduction of part or all of the contents in any form is prohibited other than the following:
· you may print or download to a local hard disk extracts for your personal, educational and non-commercial use only
You may not, except with our express written permission, distribute or commercially exploit the content. Nor may you transmit it or store it in any other site or other form of electronic retrieval system.
Apprenticeship Standard: Housing and Property Management
(Housing / Property Management Officer – Level 3)
Project Brief Proposal
Guidance on completing this form
It is recommended that you take time to read the document, ‘Assessment Guidance – Levels 3 and 4’ prior to completing this form.
When developing ideas for the project, it is essential to have a copy of the Level 3 (Officer Role) apprenticeship standard available so you can ensure coverage of the knowledge, skills and behaviours areas within the standard, and consider their applicability to the apprentice and their employer.
It is expected that projects will differ according to the particular circumstances of the individual apprentice and employer – this means that you will normally need to submit separate project proposals for every apprentice. However, there may be cases where an approved project brief can be re-used providing there have been no changes to the employer requirements / job role, purpose and objectives of the project, and the areas covered remain the same. If you want to make any changes to an approved project, you must complete a change form and send it to CIH for approval. It is also expected that you will keep the brief under regular review in line with any changes relating to the apprentice’s job role / employer.
Make sure you allow enough time for the project brief to be approved prior to starting on the project. Our advice is that you apply for approval no later than 6 months into the apprenticeship programme.
Feedback will normally be provided within 10 days of submission.
If the project brief is not approved, you will be provided with feedback on the reasons for this. You will then be invited to submit a revised brief to CIH, using a resubmission form.
Apprentices must not start on the project until the brief has been formally approved by CIH as the apprenticeship assessment organisation.
If you require further support please contact us at [email protected]
Project Brief Proposal: Level 3
At Level 3, Housing/ Property Management ‘Officer’, apprentices have to complete a project (in addition to the other components listed in the Assessment Guidance document) in order to pass through the gateway to end point assessment. The end point assessment panel will verify the evid.
APPENDIX 1 Project Brief Approval FormHousingProperty M.docx
APPENDIX 1
Project Brief Approval FormHousing/Property Management Level 3 “Officer” Apprenticeship Standard
Copyright notice
This document and its content is copyright of © CIH 2017. All rights reserved.
Any redistribution or reproduction of part or all of the contents in any form is prohibited other than the following:
· you may print or download to a local hard disk extracts for your personal, educational and non-commercial use only
You may not, except with our express written permission, distribute or commercially exploit the content. Nor may you transmit it or store it in any other site or other form of electronic retrieval system.
Apprenticeship Standard: Housing and Property Management
(Housing / Property Management Officer – Level 3)
Project Brief Proposal
Guidance on completing this form
It is recommended that you take time to read the document, ‘Assessment Guidance – Levels 3 and 4’ prior to completing this form.
When developing ideas for the project, it is essential to have a copy of the Level 3 (Officer Role) apprenticeship standard available so you can ensure coverage of the knowledge, skills and behaviours areas within the standard, and consider their applicability to the apprentice and their employer.
It is expected that projects will differ according to the particular circumstances of the individual apprentice and employer – this means that you will normally need to submit separate project proposals for every apprentice. However, there may be cases where an approved project brief can be re-used providing there have been no changes to the employer requirements / job role, purpose and objectives of the project, and the areas covered remain the same. If you want to make any changes to an approved project, you must complete a change form and send it to CIH for approval. It is also expected that you will keep the brief under regular review in line with any changes relating to the apprentice’s job role / employer.
Make sure you allow enough time for the project brief to be approved prior to starting on the project. Our advice is that you apply for approval no later than 6 months into the apprenticeship programme.
Feedback will normally be provided within 10 days of submission.
If the project brief is not approved, you will be provided with feedback on the reasons for this. You will then be invited to submit a revised brief to CIH, using a resubmission form.
Apprentices must not start on the project until the brief has been formally approved by CIH as the apprenticeship assessment organisation.
If you require further support please contact us at [email protected]
Project Brief Proposal: Level 3
At Level 3, Housing/ Property Management ‘Officer’, apprentices have to complete a project (in addition to the other components listed in the Assessment Guidance document) in order to pass through the gateway to end point assessment. The end point assessment panel will verify the evid.
For this assessment, you will develop an 8-14 slide PowerPoint p.docx
For this assessment, you will develop an 8-14 slide PowerPoint presentation with thorough speaker's notes designed for a hypothetical in-service session related to the improvement plan you developed in Assessment 2.
As a practicing professional, you are likely to present educational in-services or training to staff pertaining to quality improvement (QI) measures of safety improvement interventions. Such in-services and training sessions should be presented in a creative and innovative manner to hold the audience’s attention and promote knowledge acquisition and skill application that changes practice for the better. The teaching sessions may include a presentation, audience participation via simulation or other interactive strategy, audiovisual media, and participant learning evaluation.
The use of in-services and/or training sessions has positive implications for nursing practice by increasing staff confidence when providing care to specific patient populations. It also allows for a safe and nonthreatening environment where staff nurses can practice their skills prior to a real patient event. Participation in learning sessions fosters a team approach, collaboration, patient safety, and greater patient satisfaction rates in the health care environment (Patel & Wright, 2018).
As you prepare to complete the assessment, consider the impact of in-service training on patient outcomes as well as practice outcomes for staff nurses. Be sure to support your thoughts on the effectiveness of educating and training staff to increase the quality of care provided to patients by examining the literature and established best practices.
You are encouraged to explore the AONE Nurse Executive Competencies Review activity before you develop the Improvement Plan In-Service Presentation. This activity will help you review your understanding of the AONE Nurse Executive Competencies—especially those related to competencies relevant to developing an effective training session and presentation. This is for your own practice and self-assessment, and demonstrates your engagement in the course.
Demonstration of Proficiency
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
· Competency 1: Analyze the elements of a successful quality improvement initiative.
o Explain the need for and process to improve safety outcomes related to a specific organizational issue.
o Create resources or activities to encourage skill development and process understanding related to a safety improvement initiative.
· Competency 4: Explain the nurse’s role in coordinating care to enhance quality and reduce costs.
o List the purpose and goals of an in-service session for nurses.
o Explain to the audience their role and importance of making the improvement plan successful.
· Competency 5: Apply professional, scholarly, evidence-based strategies to communicate in a manner that supports safe and.
Project Management MethodologiesPPMP20009Week 10 LectureDr.docx
Project Management Methodologies
PPMP20009
Week 10 Lecture
Dr Bernard Wong
[email protected]
1
Assignment 4
Continuous Improvement Plan
Week 12 Friday
Open the course profile to review criteria.
2
Reminder
PPMP20009
Presentation weeks 11 or 12
4
Create your own Deming PDCA cycle relating to the last assignment that you handed in.
Change Management
6
Formulate change
Plan change
Implement change
Manage transition
Sustain change
Take the ‘Act’ segment of the PDCA cycle you created earlier and define the five CM stages.
Formulate change
Plan change
Implement change
Manage transition
Sustain change
Continuous Improvement?
Why are we wanting to improve?
Where are we now?
What are we working with?
If you don’t know where you are going, any road will get you there.
Cheshire Cat
(Alice in Wonderland)
There are a number of things to consider when deciding what level of maturity to aim for.
Why are you wanting to increase your level of maturity in this space?
-Some might be wanting to do it simply as a continuous improvement strategy.
Some may be having issues with the performance of their program and project delivery or portfolio investment returns
Others may need it to be competitive in a market that looks at the P3M3 levels of organisations in the tendering process
Others may be required to undergo a mandatory audit – as did the Qld Govt in 2012.
One organisation that I have spoken with has noted that their environment has become increasingly fiscally constrained and as such funding is much more competitive. They want to increase certain sections of their maturity, specifically relating to benefits management, business case and blueprint development – so that they can be more competitive in seeking funding for initiatives. So in this case they are not necessarily trying to improve their maturity as a whole, but an aspect of it. In doing this however, it is likely that they will have an increase in maturity in other areas as well.
We need to know where you are now to assist in deciding where you want to go. This is where going through an assessment is essential and I do believe in this being independent. You can self assess but this will always be impacted with bias. You need to baseline.
What are you working with? What is your organisational context? What resources do you have both budget and people? Do you have authentic sponsorship or are your leaders just ticking a mandate off? What’s your organisational culture like, are they open to P3 management or are they likely to see effort to increase maturity as unnecessary overhead?
So when we went through this process we were fortunate to have an authentic sponsor, we had a culture of project and program delivery so the staff understood the value of the practice (and I do say practice rather than methodology – as if you have experienced practitioners, they will argue methodology with you – this is a good thing!). We.
Grant Writing 101
This document provides guidance on writing effective grant proposals. It emphasizes the importance of clearly articulating the need for funding, objectives, methods, staffing, evaluation, budget, and sustainability. Key recommendations include writing concise executive summaries and statements of need, ensuring objectives are specific and measurable, and developing evaluation plans to demonstrate impact.
MBA 705 Milestone One Guidelines and Rubric Overview.docx
MBA 705 Milestone One Guidelines and Rubric
Overview: For the capstone assessment, you will create a business implementation plan and audiovisual presentation for the product, service, or idea you have
been developing throughout your MBA coursework.
In Milestone One, you will submit the justification for your idea or concept. You will connect entrepreneurship or intrapreneurship with organization change and
survival. This milestone lays the foundation for the rest of the project by outlining the justification of an idea or concept. Ultimately, the justification in this
milestone will provide much of the reasoning that decision makers will use to determine if they will fund your idea or concept.
Critical Elements:
Rationale: Lay out the rationale for the idea or concept.
Problem or Opportunity: Identify the problem or opportunity that the idea or concept addresses.
Market: Analyze the market for the product or service.
Competition: Analyze the key features that set the product or service apart from the competition.
Company: Explain how the concept fits with the mission, vision, and priorities of the company implementing the product or service.
Innovation: Discuss how or why the product or service is innovative.
Guidelines for Submission: Your draft must contain all of the elements listed above. It should be 5 to 8 pages in length (excluding the title page and references)
using 12-point Times New Roman font, with one-inch margins. You may include summary pictures, charts, graphs, or other explanatory diagrams as needed to
successfully explain the concept and implementation, but should use appendices for detailed supporting documentation. Your paper should follow APA
guidelines. You must include at least 5 scholarly sources. Cite your sources within the text of your paper and on the reference page.
Instructor Feedback: This activity uses an integrated rubric in Blackboard. Students can view instructor feedback in the Grade Center. For more information,
review these instructions.
Critical Elements Proficient (100%) Not Proficient (0%) Value
Main Elements Includes most of the main elements Does not include any of the main elements 15
Critical Thinking Provides logical conclusions and defends with
examples
Does not provide logical conclusions 15
Rationale Provides rationale and thoroughly defends it Does not provide rationale 10
Problem or Opportunity Identifies the problem or opportunity and
includes a detailed description of how the idea
or concept addresses the problem or
opportunity
Does not discuss the problem or opportunity 10
Market Analyzes the market for the product or service
and quantifies market size
Does not analyze market for product or
service
10
http://snhu-media.snhu.edu/files/production_documentation/formatting/rubric_feedback_instructions_student.pdf
Competition Analyzes key features, outlines how these
meet unmet customer needs, and explains
ho ...
Resume Basics How To Fly To New Heights
The document provides tips on creating an effective resume to help job seekers get interviews and job offers. It notes that the average job seeker has to talk to 25 decision makers before getting a job offer. It discusses the different ways that hiring is done, with networking accounting for 70% of hiring. The document provides guidance on tailoring resumes for different purposes and includes sections that should be included like objectives, qualifications, skills, experience, education, awards, and associations. It emphasizes keeping resumes concise, professional, and updated on an ongoing basis.
Mktm028 2017.18 as2_master stp
I have complete copy of this assignment. If you want to have complete draft of this work, then contact me at my email id: projectwork185@gmail.com
Interdisciplinary Healthcare Plan Presentation.docx
The document summarizes an interdisciplinary healthcare plan presentation for implementing a clinical decision support system at United Healthcare. Key points include:
1. The plan aims to address issues like documentation, information exchange, and care coordination that negatively impact patient outcomes through better interdisciplinary collaboration and use of evidence-based practices.
2. An interdisciplinary team led by a project manager would implement the clinical decision support system using Kurt Lewin's three-stage change model and transformational leadership strategies.
3. Knowledge management would be used as the team collaboration strategy to facilitate adoption of the new system.
4. An estimated $55,000 in financial resources would be required for hardware/software and staff training.
Jubail University CollegeDepartment of Business Ad.docx
This document outlines an assignment for a Project Management course. Students are asked to work in groups of 4-5 to develop a project proposal presentation for a potential client. The proposal must include: an overview of the project with objectives, the company profile, a description of the project and how it addresses the client's needs, a list of deliverables, project timeline and phases, and the proposed price. Students will present their proposals as PowerPoint presentations and be graded both as a group and individually based on criteria such as comprehensiveness, creativity, clarity, and presentation skills.
A Learner Centric Approach to curriculum design for Call Centre Representatives
The document proposes redesigning a company's culture and communication training (CCT) curriculum to improve agent performance. It analyzes factors impacting effectiveness like recruitment, trainers, agents, and operations. The proposed redesigned curriculum is call-centric, program-specific, and customizable. It is structured around call flows and uses role-playing, self-paced learning, and evaluation to provide a flexible, realistic and performance-based approach.
Human ServicesGrading guidelines Compose a journal assign
Human Services
Grading guidelines: Compose a journal assignment of at least two paragraphs as a Word document with double spacing, 12-point Times New Roman font, and one-inch margins. Your journal assignments must follow APA formatting guidelines.
Visit the U.S. Bureau of Labor Statistics' website, specifically the pages on Social and Human Service Assistants and Community and Social Service Occupations. Also visit the What Is Human Services? page of the National Organization for Human Services.
· In a journal posting, share what type of agency you might be interested in working for and what type of human services network (e.g., community resources) you would need to familiarize yourself with in order to address the needs of your clients.
· How would you develop this network? For example, if you wanted to work in a Head Start program for children ages 3–4, parents would probably ask you for resources that cover medical care, food, housing, and clothing.
MBA 705 Final Project Guidelines and Rubric
Overview
For the capstone assessment, you will create a business implementation plan and audiovisual presentation for the product, service, or idea you have been
developing throughout your MBA coursework. You will be assessed through two artifacts. The first will be a business implementation plan, detailing the concept
and proposed implementation for potential investors or senior managers. The second artifact will be an audiovisual presentation designed to pitch the concept
(including implementation) to the same audience.
To effectively respond to the demands of a rapidly evolving business environment, today’s business managers need to possess a solid grounding in the theory,
best practices, and approaches that drive internal decision-making as well as the various external factors that can impact business choices. Perhaps no function
encompasses as many of these critical skills as ushering a new business idea, product, or service from initial conception to implementation. Throughout your
MBA coursework, you have been working to develop a business concept (product, service, or idea), considering the different elements that impact decision
making and creating a business plan for moving the concept forward successfully. As the final step in your journey toward your Master of Business Administration
degree, your capstone will bring all that work to the doorstep of implementation through the creation of a business implementation plan and an audiovisual
presentation designed to present the idea to potential investors or senior managers. You will integrate the knowledge and skills you have developed in previous
coursework and over the duration of the term with the goal of having a “ready to launch” project that you can present to an employer or potential financial
backer moving forward.
The capstone project is composed of two components. The first is a business implementation plan detailing your concept and its proposed imp ...
Effective Communication & Presentation Skills & Report Writing 19 - 22 Octobe...
Effective Communication & Presentation Skills™ is an experiential workshop that teaches participants to fully engage their audience by using professional communication and speaking skills. This program focuses on overcoming barriers to communication and using positive communication techniques along with structure, visual and vocals presentation skills.
WORKSHOP BENEFITS
-Work Easily with Differing Personalities
-Eliminate Unproductive Communication
-Master Positive Communication Skills
-Organize Presentations for Impact
-Overcome Nervousness
-Engage Audiences
-Maximize the 5 P’s of Vocal Power
-Highlight Key Points with Gestures
-Convey Confidence with Your Body
Effective Report Writing™ is a dynamic training session that helps participants communicate better in professional business & report writing. Whether you write memos, reports, emails or promotional literature, your writing says a lot about you.
Focusing on key goals of saving time and improving the quality of business writing, this 2 day program includes instruction in a five step professional writing system which produces quality business documents.
BENEFITS OF ATTENDING:
-Improve your writing confidence
-Understand & engage your global audience
-Learn to get started quickly
-Organize messages effectively
-Save time completing writing projects
-Overcome writing obstacles
-Energize your writing with word choice
-Persuade readers to take action
-Understand the power of visuals
-Get handy reference checklists
Contact kris@360bsi.com to register today.
Assignment 2 : People in Projects
Assessment Information/Brief 2019/20
Project Management, Leadership and Skills: Planning and Control
BUS475v10Project PlanBUS475 v10Page 2 of 2Wk 4 – App.docx
The document is a project plan for introducing desert tacos to a food truck menu. It outlines objectives, operational steps, responsibilities, and timelines. The objectives are to identify potential customer groups for the opportunity and their characteristics. Operational steps include reviewing customer data to identify target groups, surveying customers on food preferences, and determining locations for a pilot study. Responsible persons are assigned to complete each step by set deadlines over a 5 week period, including reviewing sales data, creating marketing, and purchasing inventory for the pilot.
Nursing Question.docx
This document provides instructions for nursing students to create a detailed project charter for their practicum site as part of their DNP program. It emphasizes that the charter should address a real healthcare need at the practicum site based on input from the site. The charter will be evaluated based on how well it demonstrates competencies around creating a comprehensive project plan, supporting it with evidence, and communicating at a scholarly level. Students are advised to ensure their project aligns with both their site and DNP requirements and to conduct a thorough literature review to support their charter.
Facilitator Guide Marking Guide BSBWOR501 Manage personal .docx
Facilitator Guide Marking Guide
BSBWOR501 Manage personal work priorities and professional development 1st edition version: 1
© 2015 Innovation and Business Industry Skills Council Ltd
Marking Guide
Assessment Task 2: Develop and maintain
professional competence
Candidate’s Name Phone No.
Assessor’s Name Phone No.
Assessment Site
Assessment Date/s Time/s
Outcomes
Did the candidate submit:
Satisfactory
Yes No
A professional development plan?
Meeting notes?
A journal?
All materials within the required timeframe?
Performance indicators
Did the candidate:
Satisfactory
Yes No
Document feedback from employees, colleagues, clients or supervisors in meeting
notes?
Professional development plan evidence
Identify, evaluate and select development opportunities?
For example, candidate should:
● appropriately determine opportunities for one year and for five
years
● write a plan that is consistent with feedback from third parties
● select development opportunities appropriate to selected
competency standards
Facilitator Guide Marking Guide
BSBWOR501 Manage personal work priorities and professional development 1st edition version: 1
© 2015 Innovation and Business Industry Skills Council Ltd
Did the candidate:
Satisfactory
Yes No
Select opportunities to maintain or achieve a competitive edge?
Outline planned participation in networks or professional associations?
Candidate should:
● select networks or professional associations appropriate to
selected competency standards
Journal evidence
Describe the process undertaken to assess professional competency
against:
● enterprise-specific competencies; or
● nationally endorsed unit/s of competency.
Describe the questioning and active listening techniques used during
feedback meetings to elicit feedback?
Describe how feedback was analysed and applied to the professional
development plan?
Describe how they identified, evaluated and selected the development
opportunities included in their professional development plan, including
a discussion of learning styles and application to your planning?
Describe the new skills they plan to achieve and explain how acquiring
these skills will provide a competitive edge?
Provide examples of networking you have undertaken or are currently
undertaking to enhance knowledge, skills or work relationships and how
these will provide a competitive edge?
For example:
● To gather information.
● To acquire new skills.
● To develop or maintain professional relationships.
Describe how the development plan aligns to relevant organisational
policies, procedures, organisational goals and their own work role?
Facilitator Guide Marking Guide
BSBWOR501 Manage personal work priorities and professional development 1st edition version: 1
© 2015 Innovation and Business Industry Skills Council Ltd
Comments/feedback to participant
...
Design coordinator
This job posting is for a Design Coordinator position in Birmingham paying £35,000-£40,000. The role involves leading and coordinating the design and working drawing process for a client with over £1 billion in annual turnover and 3,500 employees. Key responsibilities include managing design consultants, developing design programs, producing cost-effective designs that meet requirements and budgets, and ensuring health and safety risks are mitigated. The ideal candidate has 4+ years of contracting experience, knowledge of construction technology and Microsoft Office/CAD software, and a minimum level 4 qualification in a relevant field. Strong project delivery, cost control, and relationship building skills are required.
Lauren CV 2016
Lauren Kearsley has over 10 years of experience in recruitment and project coordination. She currently works as a Reward and Data Project Coordinator at Reed Business Information, where she manages projects, trains customers, and ensures customer satisfaction. Previously she held roles in recruitment consulting, lettings, and sales. She has a strong track record of exceeding targets and building client relationships.
Explain how firms can benefit from forecastingexchange rates .docx
Explain how firms can benefit from forecasting
exchange rates
Describe the common techniques used for
forecasting
Explain how forecasting performance can be
evaluated
explain how interval forecasts can be applied
APA format, minimum 3 sources
Paper will be a minimum of 650 and a maximum of 900 words.
(This includes title section, content, and references…in other
words the entire paper)
.
•POL201 •Discussions •Week 5 - DiscussionVoter and Voter Tu.docx
• POL201 • Discussions • Week 5 - Discussion
Voter and Voter Turnout
Prepare: Prior to completing this discussion question, review Chapters 10, 11, and 12 in American Government and review Week Five Instructor Guidance. Also read the following articles: How Voter ID Laws Are Being Used to Disenfranchise Minorities and the Poor (Links to an external site.)Links to an external site., Fraught with Fraud (Links to an external site.)Links to an external site., and Proof at the Polls (Links to an external site.)Links to an external site.
Reflect: The U.S. has one of the lowest voter turnout rates among modern democratic political systems. One study ranks the U.S. 120th on a list of 169 nations compared on voter turnout (Pintor, Gratschew, & Sullivan, 2002). During the last decade, many initiatives have been undertaken to increase voter participation, yet concerns about the possibility of election fraud have also increased. Additionally, some political interests feel threatened by the increase in turnout among some traditionally low-turnout ethnic minorities. Several states have recently passed legislation imposing new registration and identification requirements. This has sparked debate about whether these are tactics intended to suppress turnout or to prevent fraud. Think about the media’s role in the election process and how both mass media and social media can impact the election process.
Write: In your initial post, summarize recent developments in several states enacting voter ID laws. Analyze and describe the pros and cons on both sides of the debate about these laws. Is voter fraud a major problem for our democracy or are some groups trying to make it harder for some segments of society to vote? What impact has the media (mass and social) had in influencing public opinion regarding voter ID laws? Draw your own conclusion about the debate over voter ID laws and justify your conclusions with facts and persuasive reasoning. Fully respond to all parts of the prompt and write your response in your own words. Your initial post must be at least 300 words. Support your position with at least two of the assigned resources required for this discussion, and/or peer reviewed scholarly sources obtained through the AU Library databases. Include APA in-text citations (Links to an external site.)Links to an external site. in the body of your post and full citations on the references list (Links to an external site.)Links to an external site. at the end. Support your position with APA citations from two or more of the assigned resources required for this discussion. Please be sure that you demonstrate understanding of these resources, integrate them into your argument, and cite them properly.
.
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Similar to Formal Proposal Instructions—Part 2For Part 2 of the formal prop.docx
Return On Investment Training And Development
The document discusses return on investment (ROI) in training and development. It covers determining ROI by identifying stakeholders' needs, setting goals and objectives, assessing learning outcomes, and calculating expenses. ROI is important to quantify training effectiveness, manage budgets, and gain management support. The document also outlines models for calculating ROI, factors to consider in reporting findings to stakeholders, and the importance of using data to improve future training.
APPENDIX 1 Project Brief Approval FormHousingProperty M.docx
APPENDIX 1
Project Brief Approval FormHousing/Property Management Level 3 “Officer” Apprenticeship Standard
Copyright notice
This document and its content is copyright of © CIH 2017. All rights reserved.
Any redistribution or reproduction of part or all of the contents in any form is prohibited other than the following:
· you may print or download to a local hard disk extracts for your personal, educational and non-commercial use only
You may not, except with our express written permission, distribute or commercially exploit the content. Nor may you transmit it or store it in any other site or other form of electronic retrieval system.
Apprenticeship Standard: Housing and Property Management
(Housing / Property Management Officer – Level 3)
Project Brief Proposal
Guidance on completing this form
It is recommended that you take time to read the document, ‘Assessment Guidance – Levels 3 and 4’ prior to completing this form.
When developing ideas for the project, it is essential to have a copy of the Level 3 (Officer Role) apprenticeship standard available so you can ensure coverage of the knowledge, skills and behaviours areas within the standard, and consider their applicability to the apprentice and their employer.
It is expected that projects will differ according to the particular circumstances of the individual apprentice and employer – this means that you will normally need to submit separate project proposals for every apprentice. However, there may be cases where an approved project brief can be re-used providing there have been no changes to the employer requirements / job role, purpose and objectives of the project, and the areas covered remain the same. If you want to make any changes to an approved project, you must complete a change form and send it to CIH for approval. It is also expected that you will keep the brief under regular review in line with any changes relating to the apprentice’s job role / employer.
Make sure you allow enough time for the project brief to be approved prior to starting on the project. Our advice is that you apply for approval no later than 6 months into the apprenticeship programme.
Feedback will normally be provided within 10 days of submission.
If the project brief is not approved, you will be provided with feedback on the reasons for this. You will then be invited to submit a revised brief to CIH, using a resubmission form.
Apprentices must not start on the project until the brief has been formally approved by CIH as the apprenticeship assessment organisation.
If you require further support please contact us at [email protected]
Project Brief Proposal: Level 3
At Level 3, Housing/ Property Management ‘Officer’, apprentices have to complete a project (in addition to the other components listed in the Assessment Guidance document) in order to pass through the gateway to end point assessment. The end point assessment panel will verify the evid.
APPENDIX 1 Project Brief Approval FormHousingProperty M.docx
APPENDIX 1
Project Brief Approval FormHousing/Property Management Level 3 “Officer” Apprenticeship Standard
Copyright notice
This document and its content is copyright of © CIH 2017. All rights reserved.
Any redistribution or reproduction of part or all of the contents in any form is prohibited other than the following:
· you may print or download to a local hard disk extracts for your personal, educational and non-commercial use only
You may not, except with our express written permission, distribute or commercially exploit the content. Nor may you transmit it or store it in any other site or other form of electronic retrieval system.
Apprenticeship Standard: Housing and Property Management
(Housing / Property Management Officer – Level 3)
Project Brief Proposal
Guidance on completing this form
It is recommended that you take time to read the document, ‘Assessment Guidance – Levels 3 and 4’ prior to completing this form.
When developing ideas for the project, it is essential to have a copy of the Level 3 (Officer Role) apprenticeship standard available so you can ensure coverage of the knowledge, skills and behaviours areas within the standard, and consider their applicability to the apprentice and their employer.
It is expected that projects will differ according to the particular circumstances of the individual apprentice and employer – this means that you will normally need to submit separate project proposals for every apprentice. However, there may be cases where an approved project brief can be re-used providing there have been no changes to the employer requirements / job role, purpose and objectives of the project, and the areas covered remain the same. If you want to make any changes to an approved project, you must complete a change form and send it to CIH for approval. It is also expected that you will keep the brief under regular review in line with any changes relating to the apprentice’s job role / employer.
Make sure you allow enough time for the project brief to be approved prior to starting on the project. Our advice is that you apply for approval no later than 6 months into the apprenticeship programme.
Feedback will normally be provided within 10 days of submission.
If the project brief is not approved, you will be provided with feedback on the reasons for this. You will then be invited to submit a revised brief to CIH, using a resubmission form.
Apprentices must not start on the project until the brief has been formally approved by CIH as the apprenticeship assessment organisation.
If you require further support please contact us at [email protected]
Project Brief Proposal: Level 3
At Level 3, Housing/ Property Management ‘Officer’, apprentices have to complete a project (in addition to the other components listed in the Assessment Guidance document) in order to pass through the gateway to end point assessment. The end point assessment panel will verify the evid.
For this assessment, you will develop an 8-14 slide PowerPoint p.docx
For this assessment, you will develop an 8-14 slide PowerPoint presentation with thorough speaker's notes designed for a hypothetical in-service session related to the improvement plan you developed in Assessment 2.
As a practicing professional, you are likely to present educational in-services or training to staff pertaining to quality improvement (QI) measures of safety improvement interventions. Such in-services and training sessions should be presented in a creative and innovative manner to hold the audience’s attention and promote knowledge acquisition and skill application that changes practice for the better. The teaching sessions may include a presentation, audience participation via simulation or other interactive strategy, audiovisual media, and participant learning evaluation.
The use of in-services and/or training sessions has positive implications for nursing practice by increasing staff confidence when providing care to specific patient populations. It also allows for a safe and nonthreatening environment where staff nurses can practice their skills prior to a real patient event. Participation in learning sessions fosters a team approach, collaboration, patient safety, and greater patient satisfaction rates in the health care environment (Patel & Wright, 2018).
As you prepare to complete the assessment, consider the impact of in-service training on patient outcomes as well as practice outcomes for staff nurses. Be sure to support your thoughts on the effectiveness of educating and training staff to increase the quality of care provided to patients by examining the literature and established best practices.
You are encouraged to explore the AONE Nurse Executive Competencies Review activity before you develop the Improvement Plan In-Service Presentation. This activity will help you review your understanding of the AONE Nurse Executive Competencies—especially those related to competencies relevant to developing an effective training session and presentation. This is for your own practice and self-assessment, and demonstrates your engagement in the course.
Demonstration of Proficiency
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
· Competency 1: Analyze the elements of a successful quality improvement initiative.
o Explain the need for and process to improve safety outcomes related to a specific organizational issue.
o Create resources or activities to encourage skill development and process understanding related to a safety improvement initiative.
· Competency 4: Explain the nurse’s role in coordinating care to enhance quality and reduce costs.
o List the purpose and goals of an in-service session for nurses.
o Explain to the audience their role and importance of making the improvement plan successful.
· Competency 5: Apply professional, scholarly, evidence-based strategies to communicate in a manner that supports safe and.
Project Management MethodologiesPPMP20009Week 10 LectureDr.docx
Project Management Methodologies
PPMP20009
Week 10 Lecture
Dr Bernard Wong
[email protected]
1
Assignment 4
Continuous Improvement Plan
Week 12 Friday
Open the course profile to review criteria.
2
Reminder
PPMP20009
Presentation weeks 11 or 12
4
Create your own Deming PDCA cycle relating to the last assignment that you handed in.
Change Management
6
Formulate change
Plan change
Implement change
Manage transition
Sustain change
Take the ‘Act’ segment of the PDCA cycle you created earlier and define the five CM stages.
Formulate change
Plan change
Implement change
Manage transition
Sustain change
Continuous Improvement?
Why are we wanting to improve?
Where are we now?
What are we working with?
If you don’t know where you are going, any road will get you there.
Cheshire Cat
(Alice in Wonderland)
There are a number of things to consider when deciding what level of maturity to aim for.
Why are you wanting to increase your level of maturity in this space?
-Some might be wanting to do it simply as a continuous improvement strategy.
Some may be having issues with the performance of their program and project delivery or portfolio investment returns
Others may need it to be competitive in a market that looks at the P3M3 levels of organisations in the tendering process
Others may be required to undergo a mandatory audit – as did the Qld Govt in 2012.
One organisation that I have spoken with has noted that their environment has become increasingly fiscally constrained and as such funding is much more competitive. They want to increase certain sections of their maturity, specifically relating to benefits management, business case and blueprint development – so that they can be more competitive in seeking funding for initiatives. So in this case they are not necessarily trying to improve their maturity as a whole, but an aspect of it. In doing this however, it is likely that they will have an increase in maturity in other areas as well.
We need to know where you are now to assist in deciding where you want to go. This is where going through an assessment is essential and I do believe in this being independent. You can self assess but this will always be impacted with bias. You need to baseline.
What are you working with? What is your organisational context? What resources do you have both budget and people? Do you have authentic sponsorship or are your leaders just ticking a mandate off? What’s your organisational culture like, are they open to P3 management or are they likely to see effort to increase maturity as unnecessary overhead?
So when we went through this process we were fortunate to have an authentic sponsor, we had a culture of project and program delivery so the staff understood the value of the practice (and I do say practice rather than methodology – as if you have experienced practitioners, they will argue methodology with you – this is a good thing!). We.
Grant Writing 101
This document provides guidance on writing effective grant proposals. It emphasizes the importance of clearly articulating the need for funding, objectives, methods, staffing, evaluation, budget, and sustainability. Key recommendations include writing concise executive summaries and statements of need, ensuring objectives are specific and measurable, and developing evaluation plans to demonstrate impact.
MBA 705 Milestone One Guidelines and Rubric Overview.docx
MBA 705 Milestone One Guidelines and Rubric
Overview: For the capstone assessment, you will create a business implementation plan and audiovisual presentation for the product, service, or idea you have
been developing throughout your MBA coursework.
In Milestone One, you will submit the justification for your idea or concept. You will connect entrepreneurship or intrapreneurship with organization change and
survival. This milestone lays the foundation for the rest of the project by outlining the justification of an idea or concept. Ultimately, the justification in this
milestone will provide much of the reasoning that decision makers will use to determine if they will fund your idea or concept.
Critical Elements:
Rationale: Lay out the rationale for the idea or concept.
Problem or Opportunity: Identify the problem or opportunity that the idea or concept addresses.
Market: Analyze the market for the product or service.
Competition: Analyze the key features that set the product or service apart from the competition.
Company: Explain how the concept fits with the mission, vision, and priorities of the company implementing the product or service.
Innovation: Discuss how or why the product or service is innovative.
Guidelines for Submission: Your draft must contain all of the elements listed above. It should be 5 to 8 pages in length (excluding the title page and references)
using 12-point Times New Roman font, with one-inch margins. You may include summary pictures, charts, graphs, or other explanatory diagrams as needed to
successfully explain the concept and implementation, but should use appendices for detailed supporting documentation. Your paper should follow APA
guidelines. You must include at least 5 scholarly sources. Cite your sources within the text of your paper and on the reference page.
Instructor Feedback: This activity uses an integrated rubric in Blackboard. Students can view instructor feedback in the Grade Center. For more information,
review these instructions.
Critical Elements Proficient (100%) Not Proficient (0%) Value
Main Elements Includes most of the main elements Does not include any of the main elements 15
Critical Thinking Provides logical conclusions and defends with
examples
Does not provide logical conclusions 15
Rationale Provides rationale and thoroughly defends it Does not provide rationale 10
Problem or Opportunity Identifies the problem or opportunity and
includes a detailed description of how the idea
or concept addresses the problem or
opportunity
Does not discuss the problem or opportunity 10
Market Analyzes the market for the product or service
and quantifies market size
Does not analyze market for product or
service
10
http://snhu-media.snhu.edu/files/production_documentation/formatting/rubric_feedback_instructions_student.pdf
Competition Analyzes key features, outlines how these
meet unmet customer needs, and explains
ho ...
Resume Basics How To Fly To New Heights
The document provides tips on creating an effective resume to help job seekers get interviews and job offers. It notes that the average job seeker has to talk to 25 decision makers before getting a job offer. It discusses the different ways that hiring is done, with networking accounting for 70% of hiring. The document provides guidance on tailoring resumes for different purposes and includes sections that should be included like objectives, qualifications, skills, experience, education, awards, and associations. It emphasizes keeping resumes concise, professional, and updated on an ongoing basis.
Mktm028 2017.18 as2_master stp
I have complete copy of this assignment. If you want to have complete draft of this work, then contact me at my email id: projectwork185@gmail.com
Interdisciplinary Healthcare Plan Presentation.docx
The document summarizes an interdisciplinary healthcare plan presentation for implementing a clinical decision support system at United Healthcare. Key points include:
1. The plan aims to address issues like documentation, information exchange, and care coordination that negatively impact patient outcomes through better interdisciplinary collaboration and use of evidence-based practices.
2. An interdisciplinary team led by a project manager would implement the clinical decision support system using Kurt Lewin's three-stage change model and transformational leadership strategies.
3. Knowledge management would be used as the team collaboration strategy to facilitate adoption of the new system.
4. An estimated $55,000 in financial resources would be required for hardware/software and staff training.
Jubail University CollegeDepartment of Business Ad.docx
This document outlines an assignment for a Project Management course. Students are asked to work in groups of 4-5 to develop a project proposal presentation for a potential client. The proposal must include: an overview of the project with objectives, the company profile, a description of the project and how it addresses the client's needs, a list of deliverables, project timeline and phases, and the proposed price. Students will present their proposals as PowerPoint presentations and be graded both as a group and individually based on criteria such as comprehensiveness, creativity, clarity, and presentation skills.
A Learner Centric Approach to curriculum design for Call Centre Representatives
The document proposes redesigning a company's culture and communication training (CCT) curriculum to improve agent performance. It analyzes factors impacting effectiveness like recruitment, trainers, agents, and operations. The proposed redesigned curriculum is call-centric, program-specific, and customizable. It is structured around call flows and uses role-playing, self-paced learning, and evaluation to provide a flexible, realistic and performance-based approach.
Human ServicesGrading guidelines Compose a journal assign
Human Services
Grading guidelines: Compose a journal assignment of at least two paragraphs as a Word document with double spacing, 12-point Times New Roman font, and one-inch margins. Your journal assignments must follow APA formatting guidelines.
Visit the U.S. Bureau of Labor Statistics' website, specifically the pages on Social and Human Service Assistants and Community and Social Service Occupations. Also visit the What Is Human Services? page of the National Organization for Human Services.
· In a journal posting, share what type of agency you might be interested in working for and what type of human services network (e.g., community resources) you would need to familiarize yourself with in order to address the needs of your clients.
· How would you develop this network? For example, if you wanted to work in a Head Start program for children ages 3–4, parents would probably ask you for resources that cover medical care, food, housing, and clothing.
MBA 705 Final Project Guidelines and Rubric
Overview
For the capstone assessment, you will create a business implementation plan and audiovisual presentation for the product, service, or idea you have been
developing throughout your MBA coursework. You will be assessed through two artifacts. The first will be a business implementation plan, detailing the concept
and proposed implementation for potential investors or senior managers. The second artifact will be an audiovisual presentation designed to pitch the concept
(including implementation) to the same audience.
To effectively respond to the demands of a rapidly evolving business environment, today’s business managers need to possess a solid grounding in the theory,
best practices, and approaches that drive internal decision-making as well as the various external factors that can impact business choices. Perhaps no function
encompasses as many of these critical skills as ushering a new business idea, product, or service from initial conception to implementation. Throughout your
MBA coursework, you have been working to develop a business concept (product, service, or idea), considering the different elements that impact decision
making and creating a business plan for moving the concept forward successfully. As the final step in your journey toward your Master of Business Administration
degree, your capstone will bring all that work to the doorstep of implementation through the creation of a business implementation plan and an audiovisual
presentation designed to present the idea to potential investors or senior managers. You will integrate the knowledge and skills you have developed in previous
coursework and over the duration of the term with the goal of having a “ready to launch” project that you can present to an employer or potential financial
backer moving forward.
The capstone project is composed of two components. The first is a business implementation plan detailing your concept and its proposed imp ...
Effective Communication & Presentation Skills & Report Writing 19 - 22 Octobe...
Effective Communication & Presentation Skills™ is an experiential workshop that teaches participants to fully engage their audience by using professional communication and speaking skills. This program focuses on overcoming barriers to communication and using positive communication techniques along with structure, visual and vocals presentation skills.
WORKSHOP BENEFITS
-Work Easily with Differing Personalities
-Eliminate Unproductive Communication
-Master Positive Communication Skills
-Organize Presentations for Impact
-Overcome Nervousness
-Engage Audiences
-Maximize the 5 P’s of Vocal Power
-Highlight Key Points with Gestures
-Convey Confidence with Your Body
Effective Report Writing™ is a dynamic training session that helps participants communicate better in professional business & report writing. Whether you write memos, reports, emails or promotional literature, your writing says a lot about you.
Focusing on key goals of saving time and improving the quality of business writing, this 2 day program includes instruction in a five step professional writing system which produces quality business documents.
BENEFITS OF ATTENDING:
-Improve your writing confidence
-Understand & engage your global audience
-Learn to get started quickly
-Organize messages effectively
-Save time completing writing projects
-Overcome writing obstacles
-Energize your writing with word choice
-Persuade readers to take action
-Understand the power of visuals
-Get handy reference checklists
Contact kris@360bsi.com to register today.
Assignment 2 : People in Projects
Assessment Information/Brief 2019/20
Project Management, Leadership and Skills: Planning and Control
BUS475v10Project PlanBUS475 v10Page 2 of 2Wk 4 – App.docx
The document is a project plan for introducing desert tacos to a food truck menu. It outlines objectives, operational steps, responsibilities, and timelines. The objectives are to identify potential customer groups for the opportunity and their characteristics. Operational steps include reviewing customer data to identify target groups, surveying customers on food preferences, and determining locations for a pilot study. Responsible persons are assigned to complete each step by set deadlines over a 5 week period, including reviewing sales data, creating marketing, and purchasing inventory for the pilot.
Nursing Question.docx
This document provides instructions for nursing students to create a detailed project charter for their practicum site as part of their DNP program. It emphasizes that the charter should address a real healthcare need at the practicum site based on input from the site. The charter will be evaluated based on how well it demonstrates competencies around creating a comprehensive project plan, supporting it with evidence, and communicating at a scholarly level. Students are advised to ensure their project aligns with both their site and DNP requirements and to conduct a thorough literature review to support their charter.
Facilitator Guide Marking Guide BSBWOR501 Manage personal .docx
Facilitator Guide Marking Guide
BSBWOR501 Manage personal work priorities and professional development 1st edition version: 1
© 2015 Innovation and Business Industry Skills Council Ltd
Marking Guide
Assessment Task 2: Develop and maintain
professional competence
Candidate’s Name Phone No.
Assessor’s Name Phone No.
Assessment Site
Assessment Date/s Time/s
Outcomes
Did the candidate submit:
Satisfactory
Yes No
A professional development plan?
Meeting notes?
A journal?
All materials within the required timeframe?
Performance indicators
Did the candidate:
Satisfactory
Yes No
Document feedback from employees, colleagues, clients or supervisors in meeting
notes?
Professional development plan evidence
Identify, evaluate and select development opportunities?
For example, candidate should:
● appropriately determine opportunities for one year and for five
years
● write a plan that is consistent with feedback from third parties
● select development opportunities appropriate to selected
competency standards
Facilitator Guide Marking Guide
BSBWOR501 Manage personal work priorities and professional development 1st edition version: 1
© 2015 Innovation and Business Industry Skills Council Ltd
Did the candidate:
Satisfactory
Yes No
Select opportunities to maintain or achieve a competitive edge?
Outline planned participation in networks or professional associations?
Candidate should:
● select networks or professional associations appropriate to
selected competency standards
Journal evidence
Describe the process undertaken to assess professional competency
against:
● enterprise-specific competencies; or
● nationally endorsed unit/s of competency.
Describe the questioning and active listening techniques used during
feedback meetings to elicit feedback?
Describe how feedback was analysed and applied to the professional
development plan?
Describe how they identified, evaluated and selected the development
opportunities included in their professional development plan, including
a discussion of learning styles and application to your planning?
Describe the new skills they plan to achieve and explain how acquiring
these skills will provide a competitive edge?
Provide examples of networking you have undertaken or are currently
undertaking to enhance knowledge, skills or work relationships and how
these will provide a competitive edge?
For example:
● To gather information.
● To acquire new skills.
● To develop or maintain professional relationships.
Describe how the development plan aligns to relevant organisational
policies, procedures, organisational goals and their own work role?
Facilitator Guide Marking Guide
BSBWOR501 Manage personal work priorities and professional development 1st edition version: 1
© 2015 Innovation and Business Industry Skills Council Ltd
Comments/feedback to participant
...
Design coordinator
This job posting is for a Design Coordinator position in Birmingham paying £35,000-£40,000. The role involves leading and coordinating the design and working drawing process for a client with over £1 billion in annual turnover and 3,500 employees. Key responsibilities include managing design consultants, developing design programs, producing cost-effective designs that meet requirements and budgets, and ensuring health and safety risks are mitigated. The ideal candidate has 4+ years of contracting experience, knowledge of construction technology and Microsoft Office/CAD software, and a minimum level 4 qualification in a relevant field. Strong project delivery, cost control, and relationship building skills are required.
Lauren CV 2016
Lauren Kearsley has over 10 years of experience in recruitment and project coordination. She currently works as a Reward and Data Project Coordinator at Reed Business Information, where she manages projects, trains customers, and ensures customer satisfaction. Previously she held roles in recruitment consulting, lettings, and sales. She has a strong track record of exceeding targets and building client relationships.
Similar to Formal Proposal Instructions—Part 2For Part 2 of the formal prop.docx (20)
APPENDIX 1 Project Brief Approval FormHousingProperty M.docx
APPENDIX 1 Project Brief Approval FormHousingProperty M.docx
APPENDIX 1 Project Brief Approval FormHousingProperty M.docx
APPENDIX 1 Project Brief Approval FormHousingProperty M.docx
For this assessment, you will develop an 8-14 slide PowerPoint p.docx
For this assessment, you will develop an 8-14 slide PowerPoint p.docx
Project Management MethodologiesPPMP20009Week 10 LectureDr.docx
Project Management MethodologiesPPMP20009Week 10 LectureDr.docx
MBA 705 Milestone One Guidelines and Rubric Overview.docx
MBA 705 Milestone One Guidelines and Rubric Overview.docx
Interdisciplinary Healthcare Plan Presentation.docx
Interdisciplinary Healthcare Plan Presentation.docx
Jubail University CollegeDepartment of Business Ad.docx
Jubail University CollegeDepartment of Business Ad.docx
A Learner Centric Approach to curriculum design for Call Centre Representatives
A Learner Centric Approach to curriculum design for Call Centre Representatives
Human ServicesGrading guidelines Compose a journal assign
Human ServicesGrading guidelines Compose a journal assign
Effective Communication & Presentation Skills & Report Writing 19 - 22 Octobe...
Effective Communication & Presentation Skills & Report Writing 19 - 22 Octobe...
BUS475v10Project PlanBUS475 v10Page 2 of 2Wk 4 – App.docx
BUS475v10Project PlanBUS475 v10Page 2 of 2Wk 4 – App.docx
Facilitator Guide Marking Guide BSBWOR501 Manage personal .docx
Facilitator Guide Marking Guide BSBWOR501 Manage personal .docx
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Explain how firms can benefit from forecastingexchange rates .docx
Explain how firms can benefit from forecasting
exchange rates
Describe the common techniques used for
forecasting
Explain how forecasting performance can be
evaluated
explain how interval forecasts can be applied
APA format, minimum 3 sources
Paper will be a minimum of 650 and a maximum of 900 words.
(This includes title section, content, and references…in other
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.
•POL201 •Discussions •Week 5 - DiscussionVoter and Voter Tu.docx
• POL201 • Discussions • Week 5 - Discussion
Voter and Voter Turnout
Prepare: Prior to completing this discussion question, review Chapters 10, 11, and 12 in American Government and review Week Five Instructor Guidance. Also read the following articles: How Voter ID Laws Are Being Used to Disenfranchise Minorities and the Poor (Links to an external site.)Links to an external site., Fraught with Fraud (Links to an external site.)Links to an external site., and Proof at the Polls (Links to an external site.)Links to an external site.
Reflect: The U.S. has one of the lowest voter turnout rates among modern democratic political systems. One study ranks the U.S. 120th on a list of 169 nations compared on voter turnout (Pintor, Gratschew, & Sullivan, 2002). During the last decade, many initiatives have been undertaken to increase voter participation, yet concerns about the possibility of election fraud have also increased. Additionally, some political interests feel threatened by the increase in turnout among some traditionally low-turnout ethnic minorities. Several states have recently passed legislation imposing new registration and identification requirements. This has sparked debate about whether these are tactics intended to suppress turnout or to prevent fraud. Think about the media’s role in the election process and how both mass media and social media can impact the election process.
Write: In your initial post, summarize recent developments in several states enacting voter ID laws. Analyze and describe the pros and cons on both sides of the debate about these laws. Is voter fraud a major problem for our democracy or are some groups trying to make it harder for some segments of society to vote? What impact has the media (mass and social) had in influencing public opinion regarding voter ID laws? Draw your own conclusion about the debate over voter ID laws and justify your conclusions with facts and persuasive reasoning. Fully respond to all parts of the prompt and write your response in your own words. Your initial post must be at least 300 words. Support your position with at least two of the assigned resources required for this discussion, and/or peer reviewed scholarly sources obtained through the AU Library databases. Include APA in-text citations (Links to an external site.)Links to an external site. in the body of your post and full citations on the references list (Links to an external site.)Links to an external site. at the end. Support your position with APA citations from two or more of the assigned resources required for this discussion. Please be sure that you demonstrate understanding of these resources, integrate them into your argument, and cite them properly.
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•No less than 4 pages causal argument researched essay •In.docx
•
No less than 4 pages causal argument researched essay
•
Includes an interview with an expert from a university
•
Includes survey question with students concerning the topic
•
Includes arguments from official sources from the library
.
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•Focus on two or three things in the Mesopotamian and/or Ovid's account of creation that differ from Genesis. How do they differ? What is the significance of these differences?
•Focus on two or three things in the Mesopotamian and/or
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.
•Langbein, L. (2012). Public program evaluation A statistical guide.docx
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•Geddes, B. (1990). How the cases you choose affect the answers you get: Selection bias in comparative politics. Political Analysis, 2(1), 131–150. Retrieved from http://www.uky.edu/~clthyn2/PS671/Geddes_1990PA.pdf
•Levitt, S., & List, J. (2009). Was there really a Hawthorne effect at the Hawthorne plant? An analysis of the original illumination experiments. Retrieved from http://www.nber.org/papers/w15016.pdf
•Urban Institute. (2014). Outcome indicators project. Retrieved from http://www.urban.org/center/cnp/projects/outcomeindicators.cfm
•Bamberger, M. (2010). Reconstructuring baseline data for impact evaluation and results measurement. Retrieved from http://siteresources.worldbank.org/INTPOVERTY/Resources/335642-1276521901256/premnoteME4.pdf
•Parnaby, P. (2006). Evaluation through surveys [Blog post]. Retrieved from http://www.idea.org/blog/2006/04/01/evaluation-through-surveys/
•Rutgers, New Jersey Agricultural Experiment Station. (2014). Developing a survey instrument. Retrieved from http://njaes.rutgers.edu/evaluation/resources/survey-instrument.asp
•MEASURE Evaluation. (n.d.). Secondary analysis of data. Retrieved February 24, 2015, from http://www.cpc.unc.edu/measure/our-work/secondary-analysis/secondary-analysis-of-data
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Now that you have thought through a logical model or framework for your Final Project, it is time to develop preliminary input, output, and outcome indicators. For this Assignment, use the guidelines from the Urban Institute resource and consult relevant Optional Resources from this week.
Submit a 2- to 3-page paper which describes your input, output, and outcome program indicators, including the following:
•Describe the variables and the data you will be using.
•Provide a realistic discussion of the availability of research data.
•Provide an analysis of intended data collection strategies.
◦If a sample or sample survey will be used, discuss the sampling frame or the sampling strategy you intend to use.
.
•Chapter 10 Do you think it is possible for an outsider to accura.docx
•Chapter 10: Do you think it is possible for an outsider to accurately discern about the underlying cultural values of an organization by analyzing symbols, ceremonies, dress, or other observable aspects of culture in comparison to an insider with several years of work experience? Select a percentage (e.g., 10%, 70%, etc.) and explain your reasoning.
•Chapter 11: A noted organization theorist once said, "Pressure for change originates in the environment. Pressure for stability originates within the organization." Do you agree?
•Chapter 12: If managers frequently use experience and intuition to make complex, non-programmed decisions, how do they apply evidence-based management (which seems to suggest that managers should rely on facts and data)?
•Chapter 13: In a rapidly changing organization, are decisions more likely to be made using the rational or political model of organization?
•What biblical implications should be included/addressed?
•How can/should a biblical worldview be applied?
Group Discussion Board Forum Thread Grading Rubric
Criteria
Points Possible
Points Earned
Thread
0 to 30 points
All questions associated with Part 1 are provided in a thread.
At least 4 peer-reviewed references are included in the thread.
The thread is 1200 words.
The thread is posted by the stated deadline.
Spelling and grammar are correct.
Sentences are complete, clear, and concise.
Total
.
· Bakit Di gaanong kaganda ang pagturo sa UST sa panahon.docx
·
Bakit
Di gaanong kaganda ang pagturo sa UST sa panahon ni Jose Rizal
·
bakit
Merong diskriminasyon; minamaliit ang mga Pilipinosa panahon ni Jose Rizal
·
bakit
Galit sa kay Jose Rizal ang mga Dominikano dahil sa pagtatatag ng Companerismo (Fraternity)
·
bakit
Gustong gamutin ni Jose Rizal ang ina niya
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·YOUR INDIVIDUAL PAPER IS ARGUMENTATIVE OR POSITIONAL(Heal.docx
·
YOUR INDIVIDUAL PAPER IS ARGUMENTATIVE OR POSITIONAL
(Healthcare Information Technology)
THIS is NOT and information paper so please read this carefully
Individual Writing Assignment
This Individual Writing Assignment is worth 20 points, and it is due at the end of Week 5.
The purposes of this assignment are to a) help you effectively use research resources through library data bases and search engines to complete course requirements; b) improve your critical thinking skills, and c) develop your effectiveness in writing about topics relevant to course objectives and healthcare information systems. The paper explores, in greater detail than the required readings and class discussion, any healthcare information system topic identified in the course text or syllabus. Your job is to select a current issue in healthcare information systems, provide the necessary background and your position, along with a conclusion and future direction. I encourage you to select a subject in which you have interest and approach this assignment as a potential publishable work.
Position Paper
Your final paper is 15 pages double-spaced (excluding the executive summary, footnotes, and references) with a 10 or 12 point font. Tables, graphics, and diagrams must be placed in the paper as attachments. They do not count in the page length. This is a guide to help you organize your content and what is expected in each section. The page counts are suggested, however, where they have a limit, that must be adhered to.
·
Cover Page:
APA Style (1 Page, not included in page count)
·
Table of Contents:
(not included in page count)
·
Executive Summary:
Bottom line up front (1 page, no more)
·
Introduction
: (1/2 to 1 page)
·
Background
: Information on the topic that provides context so readers can understand the background leading into your statement and analysis of the issue (up to 2 pages, no more)
·
Analysis of the issue
: This is the problem you see with the current state of your topic supported by evidence and literature that brings validity to the issue or problem you are stating exists. Then describe the factors contributing to the issue /problem broken down by (2-3 pages)
People
Processes
Technology
·
Position
: Now that the reader understands the problem broken down by people, process, and technology, provide a clear statement of what your position is on the issue and why. (1/2 to 1 page)
·
Rationale
: Now that the reader clearly understands your position and why you will detail your position with supporting evidence and literature to persuade the reader your position is the most valid. You should address opposing views with counter arguments here also. Your position should have evidence directly addressing the issues you stated above broken down by the same (3-4 pages)
People
Process
Technology
·
Recommendation
: Now that you have convinced the reader on your position being the best way forward, you need to provide 3-5 discrete recommen.
·Write a 750- to 1,Write a 750- to 1,200-word paper that.docx
·
Write
a 750- to 1,
Write
a 750- to 1,200-word paper that addresses the following:
Define religion.
Describe the theory of animism.
Explain the influence of religion on cultures.
Identify the seven major religions of the world.
Describe any four types of theism.
Format
your paper consistent with APA guidelines.
Include
a minimum of five references.
Limit
direct quotes to less than 10% of the total manuscript.
Criteria for grading
·
Introduction provides sufficient background on the topic and previews major points
·
Define religion
·
Describe the theory of animism
·
Explain the influence of religion on cultures (e.g., architecture, art, politics, social norms, etc.)
·
Identify the seven major religions of the world and provide one or two sentences about each
·
Describe any four types of theism (e.g., atheism, monotheism, ditheism, polytheism, pantheism, etc.) and provide an example of each
·
Conclusion
.
[Type here]Ok. This school makes me confused. The summary of t.docx
[Type here]
Ok. This school makes me confused. The summary of this week they posted like this:
SUMMARY:
This week introduced you to grand theories and middle-range theories that serve to articulate the voice of nursing within healthcare.
Here are the key points covered:
Grand theories are comparatively more abstract than middle-range theories since they are at a higher level of abstraction. Compared to grand theories, middle-range theories are made up of limited number of concepts that lend themselves to empirical testing. All theories help to explain human health behavior.
· Sister Callista Royï's adaptive model theory is built on the conceptual foundation of adaptation. It identifies the positive role that nursing plays in the promotion and enhancement of client adaptation to environments that facilitate the healing process.
· Leiningerï's culture care theory is pertinent in the current multicultural healthcare environment where nurses are exposed to diverse cultures.
· Penderï's health promotion and disease prevention theory can be called as a "direction setting exercise" for nursing professionals. It believes in fostering the spirit of health promotion and disease and risk reduction.
From the chapter, Models and Theories Focused on Nursing Goals and Functions, read the following:The Health Promotion Model: Nola J. Pender
From the chapter, Models and Theories Focused on a Systems Approach, read the following:
The Roy Adaptation Model
From the chapter, Models and Theories Focused on Culture, read the following:
Leininger's Cultural Care Diversity and Universality Theory and Model
SO, THAT IS WHY I ASSUMED THAT HAS TO BE ONE OF THEM (Pender, Roy Adaptaion or Leininger)
ANYWAY, I AM PUTTING INFORMATION TOGETHER.
Week 4 Chapter 17
Models and Theories Focused on Nursing Goals and Functions
The Health Promotion Model: Nola J. Pender
Background
Nola J. Pender was born in 1941 in Lansing, Michigan. She graduated in 1962 with a diploma in nursing. In 1964, Pender completed a bachelor’s of science in nursing at Michigan State University. By 1969, she had completed a doctor of philosophy in psychology and education. During this time in her career, Pender began looking at health and nursing in a broad way, including defining the goal of nursing care as optimal health.
In 1975, Pender published a model for preventive health behavior; her health promotion model first appeared in the first edition of the text Health Promotion in Nursing Practice in 1982. Pender’s health promotion model has its foundation in Albert Bandura’s (1977) social learning theory (which postulates that cognitive processes affect behavior change) and is influenced by Fishbein’s (1967) theory of reasoned action (which asserts that personal attitudes and social norms affect behavior).
Pender’s Health Promotion Model
McCullagh (2009) labeled Pender’s health promotion model as a middle-range integrative theory, and rightly so. Fawcett (2005) decisively presented the differenc.
© 2020 Cengage Learning®. May not be scanned, copied or duplic.docx
© 2020 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
Business Plan
• Provides a more specific and detailed
exploration of the venture’s goals and operations
with a clear path on how the venture will
succeed.
• A written document that details the proposed
venture:
• Describes the current status, expected needs, and
projected results of the new business.
• Demonstrates a clear picture of what the venture is,
where it is projected to go, and how the entrepreneur
proposes it will get there.
© 2020 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
Benefits of a Business Plan (slide 1 of 2)
• For the Entrepreneur:
• Time, effort, research, and discipline to create a
formal plan forces the entrepreneur to view the
venture critically and objectively.
• Competitive, economic, and financial analyses
subject the venture to close scrutiny.
• For Outside Evaluators:
• Develops and examines operating strategies and
expected results.
• Provides a tool for use in communications with
outside financial sources.
© 2020 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
Benefits of a Business Plan (slide 2 of 2)
• Specifically for the Financial Sources:
• Details the market potential and plans for securing a
share of that market.
• Shows the venture’s ability to service debt
or provide an adequate return on equity.
• Identifies critical risks and crucial events with
a discussion of contingency plans.
• Contains the necessary information for a thorough
business and financial evaluation.
• Assesses the entrepreneur’s managerial ability.
© 2020 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
Developing a Well-Conceived Business Plan
• The Five-Minute Reading:
1. Determine the characteristics of the venture and its industry.
2. Determine the financial structure of the plan (amount of debt or
equity investment required).
3. Read the latest balance sheet (to determine liquidity, net worth,
and debt/equity).
4. Determine the quality of entrepreneurs in the venture
(sometimes the most important step).
5. Establish the unique feature in this venture (find out what is
different).
6. Read the entire plan lightly (this is when the entire package is
paged through for a casual look at graphs, charts, exhibits, and
other plan components).
© 2020 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
Putting the Package Together
• Key Format Issues:
• Appearance
• Length
• The cover and title page
• The executive summary
• The table of contents
© 2020 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly access.
© 2016 Laureate Education, Inc. Page 1 of 3 RWRCOEL Prof.docx
© 2016 Laureate Education, Inc. Page 1 of 3
RWRCOEL Professional Dispositions
Professional Conduct
1. Ethical and Legal Conduct: The candidate demonstrates professionalism
as outlined by legal and ethical guidelines within the profession.
a. Demonstrates professional behavior as described in Walden’s Code of
Conduct
b. Demonstrates ethical behavior as described by professional codes of
ethics
2. Professional Obligations: The candidate meets professional obligations in
a responsible manner.
a. Maintains a strong record of attendance and punctuality, communicating in
advance the need for any absence or delay in meeting performance
expectations
b. Prepares for professional obligations and meets expected deadlines
© 2016 Laureate Education, Inc. Page 2 of 3
3. Professional Appearance and Demeanor: The candidate demonstrates
professional appearance and behaviors in the educational setting.
a. Maintains appropriate appearance through professional dress and
grooming
b. Approaches teaching and learning tasks with initiative, confidence, and
energy
c. Exhibits composure and self-control
d. Demonstrates flexibility in adapting to changing circumstances and
student needs
Professional Qualities
4. Professional Development/Growth: The candidate engages in ongoing
professional development and growth to improve professional practice.
a. Engages in continuous learning through participation in professional
development opportunities
b. Applies new ideas to professional practice based on existing data,
reflection, and intellectual curiosity
c. Engages in ongoing critical reflection of personal performance to improve
professional practice
5. Advocacy: The candidate advocates for fairness, equity, and social change
in the learning environment.
a. Displays empathy, fairness, persistence, problem-solving skills, and
appropriate risk-taking actions on behalf of others
b. Advocates for the social, emotional, physical, educational, behavioral, and
basic needs of others
c. Promotes positive social change to enhance educational opportunities and
promote student learning
6. Equity: The candidate demonstrates culturally responsive practices to
create an inclusive learning environment that is respectful of diverse
cultures, values, and beliefs of others.
a. Displays equitable treatment of others
i. Sets high expectations for all learners
© 2016 Laureate Education, Inc. Page 3 of 3
ii. Treats others with respect and dignity
iii. Recognizes individual differences in teaching and learning
b. Engages in culturally responsive practices in interactions with students,
families, colleagues, and communities
c. Creates learning environments that are inclusive; free of bias and
discrimination and respectful of diverse cultures, values, and beliefs
d. Engages families and other stakeholders in planning for individual success
Collabor.
© 2022 Post University, ALL RIGHTS RESERVED Due Date.docx
© 2022 Post University, ALL RIGHTS RESERVED
Due Date: Sunday at 11:59 pm EST
Points: 100
Overview:
Social histories are prepared to paint a comprehensive picture of a client’s situation and
relevant information. This information may come from referral sources, other providers,
and the client. For this assignment, you will be drafting a social history for your client,
Mr. Brown, from the Case Vignette.
Instructions:
Apply the information provided in the Case Vignette and prepare a social history that
addresses the following:
• Client information
• Presenting Problem
• Referral (Including source and reason)
• Medical History
• Personal/Family History
• Education
• Work History
• Personality and Habits
Requirements:
• Submit a Word document that includes a title page.
• Be sure to address each section fully. Each area of information can be broken
into sub-sections, listed with the appropriate heading.
• This is a professional report and should use formal language, complete
sentences, proper grammar and appropriate sentence structure.
Be sure to read the criteria below by which your work will be evaluated before
you write and again after you write.
Social History Assignment
HSV340 – Case Management
© 2022 Post University, ALL RIGHTS RESERVED
Evaluation Rubric for Social History Assignment
CRITERIA Deficient Needs Improvement Proficient Exemplary
0 – 5 Points 6 – 7 points 8 – 9 points 10 points
Client
information
Section missing or
major details
missing.
Section addressed.
Some key details
missing.
Section addressed
in detail. Sub-
sections used with
headings when
appropriate. Minor
detail(s) missing.
Section addressed
in full detail. Sub-
sections used with
headings when
appropriate.
Presenting
Problem
Section missing or
major details
missing.
Section addressed.
Some key details
missing.
Section addressed
in detail. Sub-
sections used with
headings when
appropriate. Minor
detail(s) missing.
Section addressed
in full detail. Sub-
sections used with
headings when
appropriate.
Referral
(Including
source and
reason)
Section missing or
major details
missing.
Section addressed.
Some key details
missing.
Section addressed
in detail. Sub-
sections used with
headings when
appropriate. Minor
detail(s) missing.
Section addressed
in full detail. Sub-
sections used with
headings when
appropriate.
Medical History Section missing or
major details
missing.
Section addressed.
Some key details
missing.
Section addressed
in detail. Sub-
sections used with
headings when
appropriate. Minor
detail(s) missing.
Section addressed
in full detail. Sub-
sections used with
headings when
appropriate.
Personal/Family
History
Section missing or
major details
missing.
Section addressed.
Some key details
missing.
Section addressed
in detail. Sub-
sections used with
headings when
a.
{DiscriminationGENERAL DISCRIMINATI.docx
{
Discrimination
*
GENERAL DISCRIMINATION
+
RACIAL DISCRIMINATION
RELIGIOUS DISCRIMINATION
(on freedom of religion)
DISCRIMINATION ON SEXUAL ORIENTATION
(still weak protection)
GENDER DISCRIMINATION
(CEDAW)
TYPES OF DISCRIMINATION
NON-DISCRIMINATION in INT’L LAW
A. GENERAL DISCRIMINATION
Arts 1 & 2 Universal Declaration on Human Rights
Arts. 2 & 26 ICCPR
Art. 14 ECHR & Add. Protocol 12
B. RACIAL DISCRIMINATION
Int’l Convention against All Forms of Racial Discrimination (ICERD)
Art . 2: (1). Each State Party to the present Covenant undertakes to respect and to ensure to all individuals within its territory and subject to its jurisdiction the rights recognized in the present Covenant, without distinction of any kind, such as race, colour, sex, language, religion, political or other opinion, national or social origin, property, birth or other status.
(2). States to take the necessary steps to adopt laws and measures to give effect to art. 2;
(3). States to ensure effective remedy, determined by competent judicial, administrative or legislative authorities, or by any other competent authority and enforce such remedies.
Art. 26: non-discrimination before the law and equal protection by the law
ICCPR
*
Justification for differential treatment
General Comment 18 HRC
Not every differentiation of treatment will constitute discrimination:
if the criteria are reasonable and objective
and the aim is to achieve the purpose which is legitimate
ICCPR cont.
*
“Racial discrimination" shall mean any distinction, exclusion, restriction or preference based on race, colour, descent, or national or ethnic origin which has the purpose or effect of nullifying or impairing the recognition, enjoyment or exercise, on an equal footing, of human rights and fundamental freedoms in the political, economic, social, cultural or any other field of public life (art. 1)
States Parties particularly condemn racial segregation and apartheid and undertake to prevent, prohibit and eradicate all practices of this nature in territories under their jurisdiction (art. 3)
RACIAL DISCRIMINATION-
International Convention on the Elimination of All Forms of Racial Discrimination
Direct discrimination: Indirect discrimination
Formal equality: Substantive equality
Discrimination in law: Discrimination in practice
Non-discrimination: negative protection
Equality: positive obligations -> special measures
Is there a hierarchy in the protection of discrimination?
Racial Discrimination (prohibition Jus Cogens);
gender based discrimination?
Religious-based discrimination??
Discrimination based on sexual orientation???
Discrimination (forms & grounds)
= Affirmative action/ positive action
Article 1.4 of ICERD:
Special measures taken for the sole purpose of securing adequate advancement of certain racial or ethnic groups or individuals requiring such protection as may be necessary in order to ensure such groups or in.
~UEER THEORY AND THE JEWISH QUESTI01 Daniel Boyarin, Da.docx
~UEER THEORY AND
TH'E JEWISH QUESTI01
Daniel Boyarin, Daniel Itzkovitz,
and Ann Pellegrini, Editors
COLUMBIA UNIVERSITY PRESS
NEW YORK
COLUMBIA UNIVERSITY PRESS
Publishers Since 1893
New York Chichester, Ulest Sussex
Copyright© 2003 Columbia University Press
All rights reserved
Library of Congress Cataloging-in-Publication Data
Queer theory and the Jewish question I Daniel Boyarin,
Daniel Itzkovicz, and Ann Pellegrini, editors.
p. cm.-(Between meh-between women)
ISBN 0-231-11374-9 (cloth: alk. paper)-
ISBN 0-231-11375-7 (pbk.: olk. pape<)
1. Jewish gays. 2. Jewish lesbians. I. Boyarin,
Daniel. II. Itzkovitz, Daniel. III. Pellegrini, Ann
IV. Series.
HQ75.15.Q5 2003
305.892'4-dcll
2003048494
Casebound editions of Columbia University Press books
are printed on permanent and durable acid-free paper.
Printed in the United States of America
010987654321
p10987654321
Acknowledgments
Strange Bedfellows: An Introduction
Daniel Boyarin, Daniel ltzkovitz, and Ann Pellegrini
Category Crises: The Way of the Cross and the Jewish Star
Marjorie Garber
Epistemology of the Closet
Eve Kosofsky Sedgwick
Contents
ix
19
41
Queers Are Like Jews, Aren't They? Analogy and Alliance Politics 64
Janet R. Jakobsen
Freud, Bltiher, and the Secessio lnversa: Mannerbunde,
Homosexuality, and Freud's Theory of Cultural Formation
Jay Geller
Jew Boys, Queer Boys: Rhetorics of Antisemitism and
Homophobia in the Trial of Nathan "Babe" Leopoid Jr.
and Richard "Dickie" Loeb
Paul B. Franklin
Viva la Diva Citizenship: Post-Zionism and Gay Rights
Alisa Solomon
90
121
149
vii
Queers Are Like Jews, Aren't They? Analogy
and Alliance Politics
JANET R. JAKOBSEN
Queers are like Jews. Aren't they?
What does it mean to pose the Jewish question in relation to queer theo-
ry? Is there any one Jewish question? And does not the Jewish question also
pose the question of queer theory itself? What is the relationship berween
"Jewish" and "queee'? Does queer, after all, refer to the identity of those with
whom it is most commonly associated in the current milieu: homosexuals and
other sexual dissidents? Or does queer mean something, well, "different" than
that, different than a catch-all ca\egory with reference to sexuality? And if
queer refers to something else-to~ for example, that which is other, different,
odd, queer-what is its relation to the specific difference (queerness?)' of Jew-
ish? One can certainly imagine instances in which it would be quite queer to
be Jewish. But, if we simply take up the concept in this manner-that Jews
are the queers of this or that setting-does not all difference get colonized
into "queer"? And, doesn't the specter of sexual identity continue to haunt the
word queer, leaving sexuality as the fundamental difference? What if Jewish is
taken to mean something more than a specific difference? What of the impli-
cations of Jewishness beyond Jewish d.
© 2017 Cengage Learning. All Rights Reserved.Chapter Twelve.docx
© 2017 Cengage Learning. All Rights Reserved.
Chapter Twelve
Work: Occupational and Lifestyle Issues in Young and Middle Adulthood
© 2017 Cengage Learning. All Rights Reserved.
Introduction
What factors are attributed to job satisfaction?
What difficulties do middle-aged people face when they need to switch careers?
How do men and women differ regarding career choice?
How do parents juggle work and caring for children?
© 2017 Cengage Learning. All Rights Reserved.
12.1 Occupational Selection and Development
Learning Objectives
How do people view work?
How do people choose their occupations?
What factors influence occupational development?
What is the relationship between job satisfaction and age?
© 2017 Cengage Learning. All Rights Reserved.
The Meaning of Work, Part 1
Most people view work as a means for obtaining money and personal growth
Personal achievement is fulfilled through work based on whether or not meanings can be achieved
Developing self
Union with others
Expressing self
Serving others
© 2017 Cengage Learning. All Rights Reserved.
The Meaning of Work, Part 2
Meaning-mission fit: the alignment between an executive’s personal intentions and the company’s mission
When aligned, executives care more about employees’ happiness, job satisfaction, and emotional well-being
© 2017 Cengage Learning. All Rights Reserved.
Occupational Choice Revisited, Part 1
Three theories on adults’ choice of work:
Career construction theory: people build careers through own actions that result from personal characteristics and the social context
Holland’s personality-type theory: people choose work based on the fit between their individual traits and occupational interests
Social cognitive career theory (SCCT): career choice is the result of the application of Bandura’s social cognitive theory, especially self-efficacy
© 2017 Cengage Learning. All Rights Reserved.
Occupational Choice Revisited, Part 2
Figure 12.1 The four-variable (paths 1–6) and six-variable (paths 1–13) versions of the SCCT
interest and choice models.
© 2017 Cengage Learning. All Rights Reserved.
Occupational Development, Part 1
Personal experiences affect people’s occupational goals
Goals may change due to changing interests, not having a good fit with the job, or the need for further education to advance
People with the talent and opportunity to achieve their goals often obtain them
Young adults usually modify career expectations at least once
© 2017 Cengage Learning. All Rights Reserved.
Occupational Development, Part 2
Millennials tend to change jobs more often than in other generations
However, they generally have the same level of satisfaction
Reality shock: what is learned in the classroom does not carry over to the real world, and does not represent all a person needs to know
Best addressed through internships and practicum experiences
© 2017 Cengage Learning. All Rights Reserved.
Occupational Development, Part 3
Mentor/executive coach: part teach.
`HISTORY 252AEarly Modern Europe from 1500 to 1815Dr. Burton .docx
`HISTORY 252A
Early Modern Europe from 1500 to 1815
Dr. Burton Van Name Edwards (Van)
Tuesday – Thursday 3:30-4:45
Unistructure 247
Third Paper Assignment
Due Tuesday, December 13th
The third paper will be based on a book in the list at the end of the syllabus. These works are generally works of literature, with some concerned with philosophy or politics. The student’s task will be to show how the chosen work reflects or shows the influence of conditions and events in Europe that were operating at the time of the writing of the work. This is not a book report. I am not interested in plots or descriptions of the general argument of a given work. Instead, I am looking for an analysis of specific sections of the chosen work that may illuminate social and economic attitudes or contemporaneous conditions.
The paper should be 7-8 pages long.
You will be expected to give a 5-10 minute oral report based on your finding in the third paper. This oral report will be a significant part of your class participation grade.
.
^ Acadumy of Management Journal2001. Vol. 44. No. 2. 219-237.docx
^ Acadumy of Management Journal
2001. Vol. 44. No. 2. 219-237.
A SOCIAL CAPITAL THEORY OF CAREER SUCCESS
SCOTT E. SEIBERT
MARIA L. KRAIMER
•̂ ' ' ' Cleveland State University
ROBERT C. LIDEN
University of Illinois at Chicago
A model integrating competing theories of social capital with research on career
success was developed and tested in a sample of 448 employees with various occupa-
tions and organizations. Social capital was conceptualized in terms of network struc-
ture and social resources. Results of structural equation modeling showed that net-
work structure was related to social resources and that the effects of social resources
on career success were hilly mediated by three network benelits: access to information,
access to resources, and career sponsorship.
Organizational researchers have begun to de-
velop increasingly comprehensive models of career
success using demographic, human capital, work-
family, motivational, organizational, and industry
variables (e.g., Dreher & Ash, 1990; Judge & Bretz,
1994: Judge, Cable. Boudreau, & Bretz. 1995; Kirch-
meyer, 1998). Although this work has provided
considerable evidence regarding the determinants
of career outcomes, the roles of informal interper-
sonal behaviors have not been fully explored (Judge
& Bretz, 1994; Pfeffer, 1989). Popular advice for
getting ahead in one's career rarely fails to mention
the importance of networking for the achievement
of career goals (e.g., Bolles, 1992; Kanter, 1977).
Indeed, Luthans, Hodgetts, and Rosenkrantz (1988)
found that the most successful managers in their
study spent 70 percent more time engaged in net-
working activities and 10 percent more time en-
gaged in routine communication activities than
their less successful counterparts. Recent advances
in social capital theory (Coleman, 1990) have begun
to provide a finer-grained analysis of the ways in-
dividuals' social networks affect their careers in
organizations (Burt, 1992, 1997; Ibarra, 1995;
Podolny & Baron, 1997; Sparrowe & Popielarz,
1995). This theoretical perspective has the poten-
Data were collected and the manuscript was submitted
and processed while Scott E. Seibert was in the Manage-
ment Department at the University of Notre Dame and
Maria L. Kraimer was a graduate student at the Univer-
sity of Illinois at Chicago. Support for this project was
provided by the Management Department at the Univer-
sity of Notre Dame and the Alumni Office of the Univer-
sity of Notre Dame. The current investigation is part of a
larger study of career success.
tial to considerably enhance scholars' knowledge of
the role of social processes in career success.
The first purpose of the current study was to
integrate the current conceptualizations of social
capital as they pertain to career success. Tbree dif-
ferent theoretical approaches—weak tie theory
(Granovetter, 1973), structural hole theory (Burt,
1992), and social resource theory (Lin, 1990)—
focus on different network properties as r.
`Inclusiveness. The main.docx
`
Inclusiveness. The main difference that can distinguish a happy employee from disgruntled employee. As with all decisions that are made, there is always an audience that the decision will affect. When employees are privy and organizational decisions are inclusive to employees this can greatly increase their level of fulfillment. Whether or not the end user of the decision will be content with the outcome or not, there will always be critics. Which leads us to discuss key characteristics and the importance of involving employees in relative organizational decision making.
It is not uncommon to find that during strategic organizational planning that top-level management will include their employees to engage and provide their input on complex processes. Human capital, whether the organization is large or small, corporate ran or small business managed is key to an organization’s success. Employee satisfaction level drives productivity and is what increases revenue for the company. Happy employees equal happy customers.
What does it take to keep employees motivated? A critical and important element for employers to keep their employees happy and content is clear communication. It is critical that an organization’s objective and vision for future growth is communicated clearly throughout all levels. Top-level management must be skilled at delivering the company’s mission and values to every tier within their organization. Each tier within the organization with healthy communication should be able to open-mindedly accept the message and freely provide any feedback positive or negative without fear of repercussion. Keeping an open line of communication within an organization is key to building the foundation for success.
As we move away from the golden days of traditional office operations consisting of fax machines, telephones, paper, pencils, etc. and move towards a more technologically repertoire, we lose the personable face to face interaction with one another. We spend most of the day behind our computer screen at our desk. The need to sustain job satisfaction amongst employees could not be ever more present than now. To maintain the morale amongst employees, organizations should be able to keep them challenged and motivated. Take technology for example. If the increase of new technology isn’t daunting enough, consider the challenge to remain current with technology all the while maintaining a competitive advantage in the industry? Reach internally to our internal resource, human capital. Employees must be given the opportunity to share their knowledge, skills, and abilities. When empowered to provide input concerning highly visible organizational decisions, employee morale is boosted. Not only is this beneficial for employees but also the employer as they receive ideas and input that could possibly lead to the solution. Employee engagement boosts the overall welfare of the organization.
According to.
__MACOSXSujan Poster._CNA320 Poster Presentation rubric.pdf.docx
__MACOSX/Sujan Poster/._CNA320 Poster Presentation rubric.pdf
__MACOSX/Sujan Poster/._CNA320+Poster+Template (1).ppt
__MACOSX/Sujan Poster/._Helpful Hints for the Poster Presentation.docx
Sujan Poster/Poster Abstract - Aspiration pneumonia (1).docx
Title: Aspiration pneumonia: Best practice to avoid complications
Background
Aspiration pneumonia is a lung infection due to inhaled contents; this is a relevant topic because aspiration pneumonia is prevalent and accounts for up to 15% of all pneumonia cases and is particularly common in older people, and thus it is important for nurses to be aware of how to manage the condition particularly as the population is ageing so this will be of more concern (Kwong, Howden & Charles 2011).
Target Audience
The target audience for this presentation is experienced Registered Nurses and thus the presentation has been designed for this group.
Main Findings
Aspiration pneumonia is an infection within the lungs that occurs after a person aspirates either liquid, vomit or food into the larynx and lower respiratory tract; this can occur when an individual inhales their gastric or oral contents. Patients at risk include individuals who are elderly or those who have a marked disturbance of consciousness such as that resulting from a drug overdose, seizures, a massive cerebrospinal accident, dysphagia or dysphasia (Kwong, Howden & Charles 2011). Aspiration pneumonia can quickly develop into respiratory failure, abscess and empyema and this requires supportive care, which is the main form of therapy, however prophylactic antimicrobial therapy is also often prescribed (Joundi, Wong & Leis 2015). Best practice suggests suctioning, supplemental oxygen to keep O2 above 90%, septic shock therapy, management of hypotension and antibiotic therapy for 7-10 days. Sputum cultures should be taken so that antibiotics can be tailored appropriately (McAdams-Jones & Sundar 2012).
Implications for Practice
These findings are important for registered nurses to be aware of so that aspiration pneumonia can be managed appropriately and complications can be avoided, which could cause increased hospital stay and costs. Nurses need to be aware of the best practice recommendations such as oxygen supplementation, sit up while eating, provide thickened foods and drinks, dental care and about taking sputum cultures when managing aspiration pneumonia so that treatment can be tailored appropriately and recovery can occur quickly.
Feedback from marker (Teacher)
Thank you for your abstract.
You have just managed a pass grade, your work is very basic and you will need to engage with the basic practice literature to ensure you have a comprehensive understanding of this topic in your poster.
I am also unclear on your focus, is this about prevention of aspiration or management once it has occurred or both?
Kind regards Andrea
Sources of Evidence
Joundi, R, Wong, B & Leis, J 2015, "Antibiotics “Just-In-Ca.
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© 2016 Laureate Education, Inc. Page 1 of 3 RWRCOEL Prof.docx
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© 2022 Post University, ALL RIGHTS RESERVED Due Date.docx
~UEER THEORY AND THE JEWISH QUESTI01 Daniel Boyarin, Da.docx
~UEER THEORY AND THE JEWISH QUESTI01 Daniel Boyarin, Da.docx
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`HISTORY 252AEarly Modern Europe from 1500 to 1815Dr. Burton .docx
`HISTORY 252AEarly Modern Europe from 1500 to 1815Dr. Burton .docx
^ Acadumy of Management Journal2001. Vol. 44. No. 2. 219-237.docx
^ Acadumy of Management Journal2001. Vol. 44. No. 2. 219-237.docx
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- 1. Formal Proposal Instructions—Part 2 For Part 2 of the formal proposal, you must submit the corrected Part 1 along with the remainder of the required elements in a formal proposal. Follow the instructions below for the scenario you selected last week. Complete and compile approximately 10 pages as your formal proposal. University-Related Proposal You have already chosen from 3 of the following areas: 1. Operating procedures 1. Admissions 1. Academic advising 1. Curricula 1. Activities 1. Physical plant 1. Communication with online students For Part 2 of this assignment, you must include changes or corrections recommended by your instructor in Part 1 and prepare the following: · a letter of transmittal, using the example in your textbook · a table of contents and list of illustrations (if appropriate) · an executive summary · no fewer than two full references to citations that support your recommendations Part 2 of your formal proposal is due by 11:59 p.m. (ET) on Monday of Module/Week 7. In your letter of transmittal, send your complete proposal to the provost of Liberty University and write as though you were an outside consultant for University Consultants at 12099 Center
- 2. Road, San Antonio, Texas 78223-9310. Be sure that you include the complete formal proposal, including both parts 1 and 2. OR Consultant training course Complete and compile a formal proposal recommending a one- week training course in an organization of your choosing. Assume you are a consultant offering to have your company present this training. You have chosen a seminar topic familiar to you or one that you’re willing to learn about quickly through some research. Your formal proposal should reflect your understanding of the topic and your grasp of proposal-writing techniques. For Part 2 of this assignment, you must include changes or corrections recommended by your instructor in Part 1 and prepare the following: · a letter of transmittal, using the example in your textbook · a table of contents and list of illustrations (if appropriate) · an executive summary · no fewer than two full references to citations that support your recommendations Part 2 of your formal proposal is due by 11:59 p.m. (ET) on Monday of Module/Week 7. In your transmittal letter, send your proposal to the Chief Operating Officer of Globtex International Inc., 800 Connecticut Avenue NW, Washington D.C. 20006-2709 as your audience for this proposal, and write as though you were an outside consultant working for Mar-Tek Consulting at 12099 Center Road, San Antonio, Texas 78223-9310. Be sure that you include the complete formal proposal, including both parts 1 and 2.
- 3. ENGL 103 Formal Proposal Grading Rubric—Part 2 Student: Criteria Advanced Competent Novice Points Earned Instructor Comments Correct format for formal proposal 30-35 pts. 20-29 pts. 0-19 pts. All formatting is correct and appropriate for formal proposals. Most formatting is correct with some exceptions and generally appropriate for formal proposal. Student fails to demonstrate a clear understanding of correct formatting for formal proposal. Proper grammar and spelling for formal proposal 30-35 pts. 20-29 pts. 0-19 pts. All grammar and spelling are correct and sensitive to the professional audience. Most grammar and spelling are correct with some exceptions and are generally sensitive to the professional audience. Student fails to demonstrate a clear grasp of correct grammar
- 4. and spelling for a professional audience. Completes assignment as instructed and on time 25–30 pts. 15-24 pts. 0-14 pts. All instructions are followed, and assignment was submitted on time. Most instructions are followed with some exceptions, and assignment was submitted with minimal delay. Student fails to follow instructions or complete assignment on time. Total Out of 100 points Mark-Tek Consulting Company “Leverage Our Expertise “ Lyn, This transmittal letter is part of next week’s assignment, so I won’t look at it here. You have a nice cover page, but the title page requires more info, including the headings Prepared by and Prepared for. Your proposal is interesting and has some fine points. There were a few instances where it was difficult to see what you were proposing, and I noted a number of semicolon usage issues. Check this for help: https://owl.english.purdue.edu/owl/resource/607/04/. Make the
- 5. corrections in this assignment and then add the front matter for next week’s part 2. 12099 Center Road, San Antonio, Texas 78223-9310. Monday, June 25, 2018 Chief Operating Officer Globtex International Inc., 800 Connecticut Avenue North West, Washington D.C., 20006-2709 Dear Sir/Madam, Thank you once more for reaching-out and taking into consideration our company in favor of training your classified staff at Globtex International Incorporation. Thoughtfully do analyze this proposal and advise accordingly. I am keyed up to see the success of this training as well as looking forward in pursuing the subsequent procedures once given the go ahead. Kind Regards! Sincerely, Mark Tek (Lead Corporate Speaker and Consultant) Introduction: Since, [delete] its incorporation for now over seven years, Mark-Ten [proofread carefully] Consulting has turned-out to be one of the leading consulting and training firm [plural] in the industry, that has been providing tangible and measurable solutions. These solutions have supported our clients to reach the peak of their businesses ambitions and success. Through the
- 6. integration of innovative and creative strategic designing, planning, and implementation; [not a semicolon but a comma] we have productively brought our clients and their targeted customers together in a win-win gain situation. Our mission is to provide a multifaceted improvement in the level and culture of business management, as a policy of across the organization improvement [awkward and unclear] in the business prosperity and the standard of our customers, and in so doing, the community as a whole. We do provide solutions in three basic areas that take account of technical consultancy, business advisory, in addition to training and development. All categories provide an extensive of local plus international business customers; furthermore they have made a landmark as unparalleled marketplace influential in numerous industries. We accept as true that the success of our customers’ [not possessive but just plural] is ours too; furthermore professionalism is part and parcel of our endeavors, [comma splice] we constantly uphold soaring service standards and a honed team that for all time strives towards delivery of tangible, concrete, and result-oriented solutions. In this way we comprehend our clients’ specific business language, and live the way they live; [not a semicolon but a comma] therefore wholeheartedly supporting them to discover unexpected prospects, deal with in addition to sustaining [awkward] their business boom, as they make the most of returns. Purpose: The characteristic of an organization that is deemed to be service-centric oriented is one that encompasses staffs who vehemently [wrong word—to violent] fit into place in addition to being passionate on the subject of delivering incomparable consumer experiences, so as to sustain the old loyal clients as well as be at the advantage of attracting and keeping new ones (Price & Reichert, 2017). As Globtex International Incorporation continues to improve in addition to evolve and expand to new national and global regions, the capacity of the company’s staff towards delivering complimentary [spelling] as
- 7. well as reliable services has on no account been more significant in the present increasingly developing and competitive business industry. The purpose of the plan, therefore, is to enhance Globtex International Incorporation effectiveness by providing opportunities that are focused towards promoting excellence in performance and personal growth among the administrators, departmental managers, supervisors, and staff. This service training program is in line with the professional development program at Globtex International Incorporation; [not semicolon] which is to enhance organizational effectiveness and accountability through data-driven decision- making, in addition to planning, evaluation, and improvement of the customer care and experience services, professional development opportunities, as well as governance structures. Thus the training is a timely one as it will avail the staff with the much-needed opportunity to enhance their hands-on skills, develop their knowledge base, and become more enlightened and aware. The Plan: We will develop and deliver a tailor-made one-week training workshop to engage, equip, as well as motivate the company’s staff service delivery to an extra point. The program shall be transformative and will take account of exercises that are interactive, illustrations that are practical, plus coaching in real-time, thus being entertaining but with a centered background. Staff evaluation shall be used as a tool to ensure that the purpose of the training has been achieved. This shall be achieved through an ongoing process of evaluating individual participants through opinions of staff, supervisors, departmental managers, and professional development committees through the administration of questioners, group discussions, and interviews on a quarterly and annual basis (UCR, 2015). The Outcomes/Payoffs: At the end of the one-week training session the following outcomes will be realized:
- 8. · The staff that have the ability to identify world class service plus augment responsiveness along with dedication towards delivering outstanding and unparalleled client experience · A workforce equipped with verified practices for rapport building plus able to go beyond set benchmarks for both interior and exterior clientele · Teams that are equipped at their finger-tips with the capability of highlighting the influence of the foremost impressions that master the opening instants that position the attitude for the client know-how · Staff who have the ability to promote and nurture greater consistency in service delivery in a productivity, profitable, and sustainable manner for win-win gain situations · Staff who are equipped with a tangible, concrete, measurable, and demonstrated approach for enhanced service improvement moreover problem-solving · Enhanced individual possession in addition to the enhancement of the employees to persistently progress customer experience quality The Program Details and Investment: At Mark-Tek Consulting, we do value the relationship of our every client and we always strive to build loyal and lasting relationships. For that reason, our consulting firm is pleased to offer this tailor-made and transformative one-week training program at a special introductory dare for Globtex International Incorporation. Table 1: Program Details and Budget 1st Day 2nd Day 3rd Day 4th Day 5th Day 6th Day 7th Day
- 9. · Classified Staff · Group Size: 30-35 · Length: 3 Hours · Date/Time: *TBD · Classified Staff · Group Size: 30-35 · Length: 3 Hours · Date/Time: *TBD · Classified Staff · Group Size: 30-35 · Length: 3 Hours · Date/Time: *TBD · Classified Staff · Group Size: 30-35 · Length: 3 Hours · Date/Time: *TBD · Classified Staff · Group Size: 30-35 · Length: 3 Hours · Date/Time: *TBD · Classified Staff · Group Size: 30-35 · Length: 3 Hours · Date/Time: *TBD · Classified Staff · Group Size: 30-35 · Length: 3 Hours · Date/Time: *TBD THE ART OF WORLD-CLASS SERVICE: Key to an Exceptional Customer Service Deliverables Include: · Associated materials and giveaways · Tailor-made designing, improvement, and training delivery · Pre-work plus research · Follow-up plus support Normal Program Rate is: $7,000
- 10. Globtex International Incorporation Introductory Rate is: $2,400 *TBD: To Be Discussed The Presenter: Mark Tek (Lead Corporate Speaker and Consultant): Mark Tek is an expert in customer experience and a tested, tried as well as a trusted advisor in business management. His enthusiasm in coaching along with developing emerging leaders was honed during an impressive career with Canton International Hotel, where he oversaw training and development as well as led the largest Canton International Hotel in the United States to a number one rating in staff performance. He was also the select member of the Canton International Hotel leadership center and a spokesman for the hotel’s legendary service. He is now the Chief Executive Officer of Mark-Tek Consulting firm whereby he has provided professional world- service business management training to over 500 companies globally. He has been featured, appeared or published in various magazines that include MSNBC, Fortune, and Ebony. He received his Bachelor’s in Business Management (Marketing) and Master’s in Business Administration from Michigan State University, as well as accomplished the Executive Management program from the same institution. Conclusion: This tailor-made training has the much-needed information that will enhance the staff of your company’s staff to be able to provide incomparable and exceptionable customer world- services that will champion the firm's productivity, profitability, and sustainability. We, therefore, do look forward to an outstanding program.
- 11. References: UCR (2015). Human Resources: Supervisor’s guide to performance appraisal. http://hr.ucr.edu/docs/performance/supervisorsguide.pdf Price, S., and & Reichert, C. (2017). The Importance of Continuing Professional Development to Career Satisfaction and Patient Care: Meeting the Needs of Novice to Mid- to Late- Career Nurses throughout Their Career Span [Cap 1st words only in titles]. Administrative Sciences [italicize journal titles]7(17). https://res.mdpi.com/def5020011a128bec2d6711a80ac5bceac288 3c6f034bb9f26794fdfe352f3e1bb00d21aab3f816e2140b1b727f0 221b6b74bafc30a483fcb09e2cf6d50b0cffdc5d9b484f00965cf525 d6eacaaca097e3214c78acd2dcdbc5660a736fbf09b601435dd0b4f 69f3c12473f8216346e8134e786b5942faadb530309cd2e481b72b cf413565528f0374106a20763?filename=&attachment=1