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Instructions and Rubric
Based upon class discussions, assigned readings and reputable
resources, agency information you will be developing a program
evaluation plan based upon your work in your field placement
setting.
Your research question should consider some aspect of
client satisfaction..
You are not expected to collect the information you are
discussing. Your work should reflect a basic understanding of
(1) selecting questions for research purposes, (2) making sure
your measurements are clearly linked to your research question
(3) approaches used to collect data (4) the challenges in data
collection and (5) the importance of disseminating the results of
assessments. This assignment is worth 100 points.
Your answers must be addressed in FULL
The paper should include the following sections:
Section I-IV shouldbe at least 4-5 pages (Worth 30
points)
I: Provide the Name and Mission of your agency
II: Identify and discuss the specific program(s) you are
working with at your agency. Provide the goals of the program
you are working with. Describe your program in full.
III: What type of activities are you engaged in at your field
placement? Who are the people that
you serve? (ex. Adolescent mothers, older adults). What are
some of the challenges that you face providing services for your
clients/organization? What are some of the challenges your
clients face? (
This section should be at least 2 pages)
IV: Identify a specific research question pertaining to the
program you are working with at the
agency. Note: The question should reflect an assessment of
the program overall and not an
individual
VI: Background Information on your Program Evaluation Plan:
See below A-C
(15 points)
Background Information on your Program Evaluation Plan
20
What are the goals of the
program evaluation? What are the performance issues
driving the evaluation?
Who are the critical partners, sponsors, and other stakeholders
of the evaluation?
What are the desired results of the evaluation plan? What
outputs or products are expected from the evaluation?
VI. Data Collection Form and Rationale
(See form below)
(10 points)
WORKSHEET: DEFINING DATA COLLECTION QUESTIONS
In the column on the left, write down the questions you
desire to answer through data
collection. You should have at least
3 questions. The questions should focus on your overall
research question. On the right, please explain how each
of the questions will generate data
that will help you with your need assessment.
Evaluation Questions to be answered through Data Collection
Rationale for the Question (How will the question generate data
relevant to
the goal of your evaluation plan?)
21
VII: WORKSHEET: NEEDS ASSESSMENT DATA
COLLECTION PLAN
(15 points)
Please utilize the table below to identify your data collection
approach. Utilize the 3 Data
Collection questions that you have identified in the
Worksheet above.
Program Evaluation
Questions
(3 questions) these should be the 3 questions listed above
Measures Data Source(s)
(what are you trying to measure)
Data Collection
(
fromwhom/what will data be collected)
Method(s)
(
how will you go collecting your
information?)
Instruments/Tools
(what tools will you use to obtain your information?)
VIII. Scheduling and Constraints
(5 points)
SCHEDULE:
Use this section of the worksheet to create a simple schedule for
the data collection and interpretation for the program evaluation
Date(s)
Task Person(s)
Who is Responsible
What will be the Deliverables/Outputs?
22
CONSTRAINTS: (10 points)
What are the top three constraints (or challenges) you expect
you may face with
implementing your evaluation plan for your agency?
Constraint 1:
Constraint 2:
Constraint 3:
IX. Discuss what you would do with the information that you
collected from your program
evaluation plan. How could it be used? Who would
benefit from utilizing this
information? Why is conducting research within a program
setting important for social workers?
(15 points)
ALL QUESTIONSSHOULD BE ADDRESSED in
FULL
SERVICE LEARNING PROJECT OUTLINE AND
REFERENCES 4
Service Learning Project Outline and References
Name
Course name and number
Instructor
14th March 2022
Introduction
Organizations are established to serve a diverse population and
this also calls for a diverse workforce in order to understand the
needs and wants of the target population. It is sad and
challenging when an organization is unable to maintain leaders
since the same effect might be extended to employees. The more
reason is that it is the environment that an organization creates
that determines how effective and well employees in all levels
of operation would work and the kind of attitude they would
develop towards the organization. The organization management
requires doing everything possible to improve the quality of
working environment for the purpose of making sure that the
employees who get the chance to get recruited are able to
remain in the same company for longer and utilize learned skills
and possessed talents. At the same time, the company
management should focus on having a diverse team of workers
as this is the only way diverse skills and talents can be pooled
within the organization and through nurturing become better and
profound.
Thesis: Having quality leaders is important as they help in
making the right decision that will attain the right growth and
development hence demanding need to have a comprehensive
plan that will lead to effective recruitment of a diverse
workforce and employee’s development.
a.
Comprehensive recruitment plan
Under this section, the section shall cover some steps the
company must undertake for the purpose of developing and
implement a comprehensive recruitment plan that is culturally
sensitive. By following these steps, the company would have the
right employees that will serve the current and future needs of
the company in a reliable and efficient manner. These steps are;
i. Identifying and setting goals for the recruitment process.
Some of the goals to be covered are; improving diversity,
empowering hiring managers to be more involved in the hiring
process and improving employee retention among others.
ii. Forecasting future hiring needs
iii. Setting a budget that would support the entire recrui tment
process
iv. Identification of the kind of employees the company needs
v. Developing the sourcing strategy
vi. Developing the selection process
vii. Designing an onboarding process
b.
Benefits of a comprehensive recruitment plan
Under this heading, the main issue under investigations is the
benefits the organization is likely to experience from embracing
a comprehensive recruitment plan that is culturally sensitive.
Some of the points to be covered include;
· The company shall have diverse and quality employees leading
to high levels of innovation and performance
· The company is able to hire employees who are in the same
level and this means they are able to relate to support each other
· The company shall have improved working environme nt that
would promote and maintain career and personal growth a
situation that will lead to high employees retention
· The company shall enjoy effective management since all
employees would be aware of their roles hence avoiding conflict
of interest and duties
c.
Maintaining a diverse workforce
This section shall analyse how to maintaining a diverse
workforce after creating and maintaining culturally sensitive
organizational practices. In the paper, the section shall show the
specific things the company should do for the purpose of
making sure that the workforce particularly is diverse and
properly maintained. By so doing, the company would have a
way of implementing the recommended action.
d.
Promoting leadership
Under this section, the paper shall address the issue of
promoting leadership among employees. This is important
because it is evident leaders are leaving the organization after
working for a short time from challenges in effective leadership
development. Some major points include;
i. Motivating leaders through effective compensation
ii. Allowing leaders to take an active part in decision making
iii. Effective duties delegation as a way of boosting high levels
of innovation and creativity
iv. Leadership training and development
v. Establishing and implementing an effective work
environment.
e.
Conclusion and recommendations
Wrapping up all the main points covered in the paper as well as
an effective recommendation the company should embrace for
the purpose of turning around the situation for the better.
References
Knapp, S. J., VandeCreek, L. D., & Fingerhut, R. (2017).
Foundations of ethical behaviorLinks to an external
site.. In
Practical ethics for psychologists: A positive
approach (3rd ed., pp. 17–38).
https://doi.org/10.1037/0000036-002
National Organization for Human Services. (n.d.).
Ethical standards for human services professionals
Links to an external site. Retrieved from:
https://www.nationalhumanservices.org/ethical-
standard.
National Association of Social Workers. (n.d.).
Read the code of ethicsLinks to an external site..
Retrieved from:
https://www.socialworkers.org/About/Ethics/Code-of-
Ethics/Code-of-Ethics-English
Stolt, M., Leino-Kilpi, H., Ruokonen, M., Repo, H., & Suhonen,
R. (2018). Ethics interventions for healthcare professionals and
students: A systematic reviewLinks to an external site..
Nursing Ethics, 25(2), 133–152.
https://doi.org/10.1177/0969733017700237
SERVICE LEARNING PROJECT 2
Service Learning Project
Name
Course name and number
Instructor
14th March 2022
In healthcare sector, it is always the desire of the management
to have an effectively working organization. This is not always
the case due to some challenges that comes with strategies and
plans in place. The case is more challenging when the
organization fails to create and maintain a capacity through
which successfully recruited employees can be maintained so
that they can make use of the skills the best for the benefit of
the organization. Organizations offering services to a diverse
population and hiring a diverse taskforce should hence have a
culturally diverse culture for the purpose of embracing all
people.
Service project identification
The Metropolitan Health and Human Services (MHHS) is a mid-
sized community-based health and human services
organizations. The nonprofit organization has been in business
for the last 25 years and the facility addresses some of critical
health issues affecting members of the two communities in
which the organization operates. From the MHHS case study
provided, it is evident there is a major challenge facing the
organization in terms of leadership. One of the noted current
issues by the newly hired CEO is that for the past 10 years, the
organization has gone through leadership change approximately
4 times. It is challenging to note that the organization has had
three leaders leaving the organization only one year after their
recruitment and the one that lasted longer worked for three
years.
The organization also has never had a female leader and this
makes the new CEO an exception from the fact that she is
female. It is evident there is a problem in retaining employees
and it is important to resolve this challenge for the purpose of
protecting the future of the company. There could be massive
underlying factors behind high labor turnover more so on
leadership positions (In J. R. Knickman & Kovner, Eds). This
service project shall focus on developing a comprehensive plan
to implement culturally sensitive practices within the
organization. To attain quality and desirable outcomes, the
comprehensive plan to include a recruitment plan as well as a
retention strategy for a more diverse workforce.
Ways the project support MHHS Case Study
According to the case study, hired leaders do not last long at the
organization and this means that the organization is faced with
leadership changes every so often. The manner in which leaders
are maintained determines the quality of working environment
an organization has. MHHS is likely to have unfavorable
working environment for leaders given the situation that
organization directors do not seem to understand their roles and
keeps on interfering with day to day employees operation which
interferes with the manner in which leaders operate within the
organization. Coming up with a comprehensive plan that
implements culturally sensitive practices is one of the most
applicable solutions (Osmosis, 2018). This is because the plan
would incorporate a reliable recruitment plan that would lead to
fetching eligible and reliable leaders and workforce for the
organization as well as other retention strategies that wil l see to
it that directors do not interfere with leadership roles,
employees are motivated, and that rate of labor turnover is
reduced.
Theoretical perspective
Leininger’s theory is an important theory more so in the
healthcare sector as it claims there is no way nurses can
separate worldview, cultural beliefs, and or social structure
factors from health, wellness, care, and illness when working
with people from different cultures because they are closely
linked and integrated (McFarland, & Wehbe-Alamah, 2019).
From the Leininger’s theory it is evident employees when
working in a diverse taskforce are easily to resign only when
they feel offended and probably their abilities underutilized.
With coming up with a culturally sensitive practice means that
the organization would have a general and acceptable way of
working for all employees despite the cultural diversity the
organization has and this would grant all employees to make use
of their talents, skills, and abilities to improve on their
performance something that boosts levels of innovation and
satisfaction.
Conclusion and recommendation
An organization is considered as a potential employer from the
manner in which it is able to maintain its employees. There are
signs of danger more so when an organization recruits leaders
and finds it hard to sustain them. The more reason is that such
leaders’ moves to other organization with skills and competence
gathered from their previous workplace. MHHS is a great
organization dealing in critical health services. The fact that the
organization is working in a diverse population only means and
dealing with diverse workers means that the situation should be
handled with care and attention (In J. R. Knickman & Kovner,
Eds.). For this reason, it is highly recommendable for the
organization to have cultural practices that embraces employees
and clients from all cultures and the strategies to be strong
enough to maintain a positive relationship. By so doing, the
organization would be able to benefit from diverse
competences, creativity, and support from the stakeholders a
situation that would lead to growth and advancement.
References
In J. R. Knickman & A. R. Kovner (Eds.), Jonas & Kovner’s
health care delivery in the United States
(11th ed., pp. 13–28).
https://doi.org/10.1891/9780826125293.0002
McFarland, M. R., & Wehbe-Alamah, H. B. (2019). Leininger’s
theory of culture care diversity and universality: An overview
with a historical retrospective and a view toward the future.
Journal of Transcultural Nursing,
30(6), 540-557.
Osmosis. (2018, November 13)
. Shared decision making
(Links to an external site.) [Video file]. Retrieved
fromhttps://youtu.be/4ueDJEFytMI
Annotated Bibliography
[WLO: 2] [CLOs: 4, 5]
Prior to beginning work on this assignment, review the sample
Annotated Bibliography (Links to an external site.) in
the Writing Center. Using the University of Arizona Global
Campus Library, develop an annotated bibliography that
includes a minimum of four sources that you plan on using to
support your final project. Your annotated bibliography requires
full reference information, and a 150-word description of the
source. In addition, you should include a 100-word summary of
how you plan to use the source in your project.
In your paper,
· Create an annotated bibliography.
· Describe each source in 150 words.
· Summarize how each source will be used in 100 words.
The Annotated Bibliography
· Must be two to three double-spaced page in length (not
including title and references pages) and formatted according to
APA Style as outlined in the Writing Center’s
APA Style (Links to an external site.) resource.
· Must include a separate title page with the following:
· Title of paper
· Student’s name
· Course name and number
· Instructor’s name
· Date submitted
· For further assistance with the formatting and the title page,
refer to
APA Formatting for Word 2013 (Links to an external
site.).
· Must utilize academic voice. See the
Academic Voice (Links to an external site.) resource for
additional guidance.
· Must use at least four scholarly, peer-reviewed, credible
sources.
· The
Scholarly, Peer-Reviewed, and Other Credible
Sources (Links to an external site.) table offers additional
guidance on appropriate source types. If you have questions
about whether a specific source is appropriate for this
assignment, please contact your instructor. Your instructor has
the final say about the appropriateness of a specific source for a
particular assignment.
· To assist you in completing the research required for this
assignment, view this
University of Arizona Global Campus Library Quick ‘n’
Dirty (Links to an external site.) tutorial, which introduces the
University of Arizona Global Campus Library and the research
process, and provides some library search tips.
· Must document any information used from sources in APA
Style as outlined in the Writing Center’s
APA: Citing Within Your Paper (Links to an external
site.)guide.
Carefully review the
Grading Rubric (Links to an external site.) for the
criteria that will be used to evaluate your assignment.

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Instructions and RubricBased upon class discussions, assigned

  • 1. Instructions and Rubric Based upon class discussions, assigned readings and reputable resources, agency information you will be developing a program evaluation plan based upon your work in your field placement setting. Your research question should consider some aspect of client satisfaction.. You are not expected to collect the information you are discussing. Your work should reflect a basic understanding of (1) selecting questions for research purposes, (2) making sure your measurements are clearly linked to your research question (3) approaches used to collect data (4) the challenges in data collection and (5) the importance of disseminating the results of assessments. This assignment is worth 100 points. Your answers must be addressed in FULL The paper should include the following sections: Section I-IV shouldbe at least 4-5 pages (Worth 30 points) I: Provide the Name and Mission of your agency II: Identify and discuss the specific program(s) you are working with at your agency. Provide the goals of the program you are working with. Describe your program in full. III: What type of activities are you engaged in at your field placement? Who are the people that you serve? (ex. Adolescent mothers, older adults). What are some of the challenges that you face providing services for your clients/organization? What are some of the challenges your clients face? ( This section should be at least 2 pages) IV: Identify a specific research question pertaining to the
  • 2. program you are working with at the agency. Note: The question should reflect an assessment of the program overall and not an individual VI: Background Information on your Program Evaluation Plan: See below A-C (15 points) Background Information on your Program Evaluation Plan 20 What are the goals of the program evaluation? What are the performance issues driving the evaluation? Who are the critical partners, sponsors, and other stakeholders of the evaluation? What are the desired results of the evaluation plan? What outputs or products are expected from the evaluation? VI. Data Collection Form and Rationale (See form below) (10 points)
  • 3. WORKSHEET: DEFINING DATA COLLECTION QUESTIONS In the column on the left, write down the questions you desire to answer through data collection. You should have at least 3 questions. The questions should focus on your overall research question. On the right, please explain how each of the questions will generate data that will help you with your need assessment. Evaluation Questions to be answered through Data Collection Rationale for the Question (How will the question generate data relevant to the goal of your evaluation plan?) 21 VII: WORKSHEET: NEEDS ASSESSMENT DATA COLLECTION PLAN
  • 4. (15 points) Please utilize the table below to identify your data collection approach. Utilize the 3 Data Collection questions that you have identified in the Worksheet above. Program Evaluation Questions (3 questions) these should be the 3 questions listed above Measures Data Source(s) (what are you trying to measure) Data Collection ( fromwhom/what will data be collected) Method(s) ( how will you go collecting your information?) Instruments/Tools (what tools will you use to obtain your information?)
  • 5. VIII. Scheduling and Constraints (5 points) SCHEDULE: Use this section of the worksheet to create a simple schedule for the data collection and interpretation for the program evaluation Date(s) Task Person(s) Who is Responsible What will be the Deliverables/Outputs? 22
  • 6. CONSTRAINTS: (10 points) What are the top three constraints (or challenges) you expect you may face with implementing your evaluation plan for your agency? Constraint 1: Constraint 2: Constraint 3:
  • 7. IX. Discuss what you would do with the information that you collected from your program evaluation plan. How could it be used? Who would benefit from utilizing this information? Why is conducting research within a program setting important for social workers? (15 points) ALL QUESTIONSSHOULD BE ADDRESSED in FULL SERVICE LEARNING PROJECT OUTLINE AND REFERENCES 4 Service Learning Project Outline and References Name Course name and number Instructor 14th March 2022
  • 8. Introduction Organizations are established to serve a diverse population and this also calls for a diverse workforce in order to understand the needs and wants of the target population. It is sad and challenging when an organization is unable to maintain leaders since the same effect might be extended to employees. The more reason is that it is the environment that an organization creates that determines how effective and well employees in all levels of operation would work and the kind of attitude they would develop towards the organization. The organization management requires doing everything possible to improve the quality of working environment for the purpose of making sure that the employees who get the chance to get recruited are able to remain in the same company for longer and utilize learned skills and possessed talents. At the same time, the company management should focus on having a diverse team of workers as this is the only way diverse skills and talents can be pooled within the organization and through nurturing become better and profound. Thesis: Having quality leaders is important as they help in making the right decision that will attain the right growth and development hence demanding need to have a comprehensive plan that will lead to effective recruitment of a diverse workforce and employee’s development. a. Comprehensive recruitment plan
  • 9. Under this section, the section shall cover some steps the company must undertake for the purpose of developing and implement a comprehensive recruitment plan that is culturally sensitive. By following these steps, the company would have the right employees that will serve the current and future needs of the company in a reliable and efficient manner. These steps are; i. Identifying and setting goals for the recruitment process. Some of the goals to be covered are; improving diversity, empowering hiring managers to be more involved in the hiring process and improving employee retention among others. ii. Forecasting future hiring needs iii. Setting a budget that would support the entire recrui tment process iv. Identification of the kind of employees the company needs v. Developing the sourcing strategy vi. Developing the selection process vii. Designing an onboarding process b. Benefits of a comprehensive recruitment plan Under this heading, the main issue under investigations is the benefits the organization is likely to experience from embracing a comprehensive recruitment plan that is culturally sensitive. Some of the points to be covered include; · The company shall have diverse and quality employees leading to high levels of innovation and performance · The company is able to hire employees who are in the same level and this means they are able to relate to support each other · The company shall have improved working environme nt that would promote and maintain career and personal growth a situation that will lead to high employees retention · The company shall enjoy effective management since all employees would be aware of their roles hence avoiding conflict of interest and duties c. Maintaining a diverse workforce This section shall analyse how to maintaining a diverse
  • 10. workforce after creating and maintaining culturally sensitive organizational practices. In the paper, the section shall show the specific things the company should do for the purpose of making sure that the workforce particularly is diverse and properly maintained. By so doing, the company would have a way of implementing the recommended action. d. Promoting leadership Under this section, the paper shall address the issue of promoting leadership among employees. This is important because it is evident leaders are leaving the organization after working for a short time from challenges in effective leadership development. Some major points include; i. Motivating leaders through effective compensation ii. Allowing leaders to take an active part in decision making iii. Effective duties delegation as a way of boosting high levels of innovation and creativity iv. Leadership training and development v. Establishing and implementing an effective work environment. e. Conclusion and recommendations Wrapping up all the main points covered in the paper as well as an effective recommendation the company should embrace for the purpose of turning around the situation for the better. References Knapp, S. J., VandeCreek, L. D., & Fingerhut, R. (2017). Foundations of ethical behaviorLinks to an external site.. In Practical ethics for psychologists: A positive approach (3rd ed., pp. 17–38). https://doi.org/10.1037/0000036-002
  • 11. National Organization for Human Services. (n.d.). Ethical standards for human services professionals Links to an external site. Retrieved from: https://www.nationalhumanservices.org/ethical- standard. National Association of Social Workers. (n.d.). Read the code of ethicsLinks to an external site.. Retrieved from: https://www.socialworkers.org/About/Ethics/Code-of- Ethics/Code-of-Ethics-English Stolt, M., Leino-Kilpi, H., Ruokonen, M., Repo, H., & Suhonen, R. (2018). Ethics interventions for healthcare professionals and students: A systematic reviewLinks to an external site.. Nursing Ethics, 25(2), 133–152. https://doi.org/10.1177/0969733017700237 SERVICE LEARNING PROJECT 2 Service Learning Project Name Course name and number Instructor 14th March 2022
  • 12. In healthcare sector, it is always the desire of the management to have an effectively working organization. This is not always the case due to some challenges that comes with strategies and plans in place. The case is more challenging when the organization fails to create and maintain a capacity through which successfully recruited employees can be maintained so that they can make use of the skills the best for the benefit of the organization. Organizations offering services to a diverse population and hiring a diverse taskforce should hence have a culturally diverse culture for the purpose of embracing all people. Service project identification The Metropolitan Health and Human Services (MHHS) is a mid- sized community-based health and human services organizations. The nonprofit organization has been in business for the last 25 years and the facility addresses some of critical health issues affecting members of the two communities in which the organization operates. From the MHHS case study provided, it is evident there is a major challenge facing the organization in terms of leadership. One of the noted current issues by the newly hired CEO is that for the past 10 years, the organization has gone through leadership change approximately 4 times. It is challenging to note that the organization has had three leaders leaving the organization only one year after their recruitment and the one that lasted longer worked for three years. The organization also has never had a female leader and this makes the new CEO an exception from the fact that she is female. It is evident there is a problem in retaining employees and it is important to resolve this challenge for the purpose of protecting the future of the company. There could be massive underlying factors behind high labor turnover more so on
  • 13. leadership positions (In J. R. Knickman & Kovner, Eds). This service project shall focus on developing a comprehensive plan to implement culturally sensitive practices within the organization. To attain quality and desirable outcomes, the comprehensive plan to include a recruitment plan as well as a retention strategy for a more diverse workforce. Ways the project support MHHS Case Study According to the case study, hired leaders do not last long at the organization and this means that the organization is faced with leadership changes every so often. The manner in which leaders are maintained determines the quality of working environment an organization has. MHHS is likely to have unfavorable working environment for leaders given the situation that organization directors do not seem to understand their roles and keeps on interfering with day to day employees operation which interferes with the manner in which leaders operate within the organization. Coming up with a comprehensive plan that implements culturally sensitive practices is one of the most applicable solutions (Osmosis, 2018). This is because the plan would incorporate a reliable recruitment plan that would lead to fetching eligible and reliable leaders and workforce for the organization as well as other retention strategies that wil l see to it that directors do not interfere with leadership roles, employees are motivated, and that rate of labor turnover is reduced. Theoretical perspective Leininger’s theory is an important theory more so in the healthcare sector as it claims there is no way nurses can separate worldview, cultural beliefs, and or social structure factors from health, wellness, care, and illness when working with people from different cultures because they are closely linked and integrated (McFarland, & Wehbe-Alamah, 2019). From the Leininger’s theory it is evident employees when working in a diverse taskforce are easily to resign only when they feel offended and probably their abilities underutilized. With coming up with a culturally sensitive practice means that
  • 14. the organization would have a general and acceptable way of working for all employees despite the cultural diversity the organization has and this would grant all employees to make use of their talents, skills, and abilities to improve on their performance something that boosts levels of innovation and satisfaction. Conclusion and recommendation An organization is considered as a potential employer from the manner in which it is able to maintain its employees. There are signs of danger more so when an organization recruits leaders and finds it hard to sustain them. The more reason is that such leaders’ moves to other organization with skills and competence gathered from their previous workplace. MHHS is a great organization dealing in critical health services. The fact that the organization is working in a diverse population only means and dealing with diverse workers means that the situation should be handled with care and attention (In J. R. Knickman & Kovner, Eds.). For this reason, it is highly recommendable for the organization to have cultural practices that embraces employees and clients from all cultures and the strategies to be strong enough to maintain a positive relationship. By so doing, the organization would be able to benefit from diverse competences, creativity, and support from the stakeholders a situation that would lead to growth and advancement. References In J. R. Knickman & A. R. Kovner (Eds.), Jonas & Kovner’s health care delivery in the United States (11th ed., pp. 13–28). https://doi.org/10.1891/9780826125293.0002 McFarland, M. R., & Wehbe-Alamah, H. B. (2019). Leininger’s theory of culture care diversity and universality: An overview
  • 15. with a historical retrospective and a view toward the future. Journal of Transcultural Nursing, 30(6), 540-557. Osmosis. (2018, November 13) . Shared decision making (Links to an external site.) [Video file]. Retrieved fromhttps://youtu.be/4ueDJEFytMI Annotated Bibliography [WLO: 2] [CLOs: 4, 5] Prior to beginning work on this assignment, review the sample Annotated Bibliography (Links to an external site.) in the Writing Center. Using the University of Arizona Global Campus Library, develop an annotated bibliography that includes a minimum of four sources that you plan on using to support your final project. Your annotated bibliography requires full reference information, and a 150-word description of the source. In addition, you should include a 100-word summary of how you plan to use the source in your project. In your paper, · Create an annotated bibliography. · Describe each source in 150 words. · Summarize how each source will be used in 100 words. The Annotated Bibliography · Must be two to three double-spaced page in length (not including title and references pages) and formatted according to APA Style as outlined in the Writing Center’s APA Style (Links to an external site.) resource.
  • 16. · Must include a separate title page with the following: · Title of paper · Student’s name · Course name and number · Instructor’s name · Date submitted · For further assistance with the formatting and the title page, refer to APA Formatting for Word 2013 (Links to an external site.). · Must utilize academic voice. See the Academic Voice (Links to an external site.) resource for additional guidance. · Must use at least four scholarly, peer-reviewed, credible sources. · The Scholarly, Peer-Reviewed, and Other Credible Sources (Links to an external site.) table offers additional guidance on appropriate source types. If you have questions about whether a specific source is appropriate for this assignment, please contact your instructor. Your instructor has the final say about the appropriateness of a specific source for a particular assignment. · To assist you in completing the research required for this assignment, view this University of Arizona Global Campus Library Quick ‘n’ Dirty (Links to an external site.) tutorial, which introduces the University of Arizona Global Campus Library and the research process, and provides some library search tips. · Must document any information used from sources in APA Style as outlined in the Writing Center’s
  • 17. APA: Citing Within Your Paper (Links to an external site.)guide. Carefully review the Grading Rubric (Links to an external site.) for the criteria that will be used to evaluate your assignment.