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Number of Pages: 1 (Double Spaced Writing Style: APA Number of sources: 2 The plaintiffs—the Nicols, Hoerrs, Turners, and Andersons—purchased subdivision lots from Ken Nelson. The lots bordered an undeveloped tract and offered scenic views of an adjacent lake. When Nelson and his partners began taking steps to develop the previously undeveloped tract, the plaintiffs sued. The trial court found that the plaintiffs had purchased their lots only after receiving oral assurances from Nelson that (1) the tract would remain undeveloped open space, (2) the property was owned by a company that had no plans to build on the land, (3) he held an option to purchase the property if it became available, and (4) he would not develop the land if it came under his ownership. Concluding that the plaintiffs had reasonably relied on Nelson’s oral promise, the trial court enjoined Nelson’s development of the property based on promissory estoppel. Nelson appealed, arguing that the Statute of Frauds, which requires that contracts involving interests in real property be in writing, barred enforcement of his oral promise. Is the trail court correct or is Nelson correct? Discuss fully. 2.Thelma, a law professor who recently obtained her driver’s license, bought a used car from Honest Bob’s Motors. The car had numerous defects that were plainly apparent, and Honest Bob made various false material statements of fact about the car in order to make the sale. However, Thelma paid no attention to these and bought the car because she thought Honest Bob was cute. After purchasing the car, Thelma discovered that it was junk and tried to rescind. Does she have the right to rescind? Why or why not? .
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This modules animation What Is Communication provides background .docx
This module's animation What Is Communication? provides background for this assignment.
The six characteristics from which you should choose are:
Involves interdependent individuals
Is inherently rational
Exists on a continuum
Features verbal and nonverbal messages
Exists in varied forms
Varies in effectiveness
Write a 1-page essay that explains 2 of the 6 characteristics of interpersonal communication and illustrate how each one is demonstrated in your communication style. Include at least one quotation from your research. Cite your source in APA format.
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▪Nursing Theory PowerPoint Presentation.This is a group project .docx
▪
Nursing Theory PowerPoint Presentation.
This is a group project this is my part…
Lydia Hall The 3 Cs Nursing Theory. (im doing the CORE, and the strengths and weakness of the whole theory)
WIKI Project Guideline:
1
4 to 6 slides plus a reference slide on the nursing theory
(THE CORE & the strengths and the weakness)
2 responsible to
create 2-3 voice-over PPT (FEMALE VOICE)
slides on their designated topic area.
3Please note that
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This assignment will be graded according to the following rubric:
Criteria
Points
WIKI content 8
APA in-text citation and reference page 4
Multimedia Inclusion 3
Total
15
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••You are required to write a story; explaining and analyzing .docx
•
•
You are required to write a story;
explaining and analyzing
how a certain independent variable ( at the individual, group or organization levels) affects a
dependent
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behaviour
or attitude),
•
You will freely select your story from “ life” : from college, home, neighborhood, a book , a video/ movie, TV…etc. as long as the
story has two clear dependent and independent variables.
•
You will finish with
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•Required to read American Mashup A Popular Culture Reader. Ed. A.docx
•Required to read American Mashup: A Popular Culture Reader. Ed. Aaron Michael Morales. Boston: Pearson, 2012.
After reading Richard Willig’s “ ‘CSI Effect’ Has Juries Wanting More Evidence” in
American Mashup
on pages 204-210. Consider the types of sources Willig uses to support his main claims. please present at least four (4) specific examples of Willig’s sources. For each source, please identify what that person’s professional ability is and explain how that person’s position of authority helps Willig build his own credibility with readers.
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• ntercultural Activity Presentation Final SubmissionResourc.docx
•
ntercultural
Activity Presentation Final Submission
Resources
•
Intercultural Activity Presentation Final Submission Scoring Guide
.
•
Writing Feedback Tool
.
•
APA Style and Format
.
•
Using Adobe Connect
.
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
•
Competency 3:
Demonstrate knowledge, skills, and attitudes to increase intercultural competence.
•
Compare differing cultures.
•
Discuss the potential impact cultural differences have on communication efforts.
•
Competency 4:
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Analyze how nonverbal communication affects intercultural communication.
•
Competency 5:
Communicate effectively in a variety of formats and contexts.
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This is the second part of your course project. For this assignment, create a 5–7 minute Adobe Connect video presentation with a visual component (PowerPoint) in which you narrate and describe an intercultural activity and experience. Complete the following for your presentation:
•
Engage in an intercultural activity or activities with a culture other than your own. You may focus on the same culture you investigated for your Unit 9 paper or choose one that is new to you; however, you must choose a different culture than the one from whom you interviewed someone in Unit 5. Some suggestions for activities to engage in include:
•
Eating at an ethnic restaurant.
•
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Compare the culture you engaged in with your own.
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•Read Chapter 15 from your textbookEthical Controversy Ident.docx
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Ethical Controversy
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Purpose
Time period
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Write the paper in APA format including introduction, body, and conclusion.
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· ResearchWorks Cited Page (minimum of 5 reputable resources.docx
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Research/Works Cited Page (minimum of 5 reputable resources And 5 Pages or 1400 words )
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‘The Other Side of Immigration’ Questions1. What does one spea.docx
‘
The Other Side of Immigration’ Questions
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This modules animation What Is Communication provides background .docx
This module's animation What Is Communication? provides background for this assignment.
The six characteristics from which you should choose are:
Involves interdependent individuals
Is inherently rational
Exists on a continuum
Features verbal and nonverbal messages
Exists in varied forms
Varies in effectiveness
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▪Nursing Theory PowerPoint Presentation.This is a group project .docx
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Nursing Theory PowerPoint Presentation.
This is a group project this is my part…
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WIKI Project Guideline:
1
4 to 6 slides plus a reference slide on the nursing theory
(THE CORE & the strengths and the weakness)
2 responsible to
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slides on their designated topic area.
3Please note that
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••You are required to write a story; explaining and analyzing .docx
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• ntercultural Activity Presentation Final SubmissionResourc.docx
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ntercultural
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Resources
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Intercultural Activity Presentation Final Submission Scoring Guide
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•
Writing Feedback Tool
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•
APA Style and Format
.
•
Using Adobe Connect
.
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
•
Competency 3:
Demonstrate knowledge, skills, and attitudes to increase intercultural competence.
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Compare differing cultures.
•
Discuss the potential impact cultural differences have on communication efforts.
•
Competency 4:
Analyze how nonverbal communication (body language) influences intercultural communication.
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Analyze how nonverbal communication affects intercultural communication.
•
Competency 5:
Communicate effectively in a variety of formats and contexts.
•
Integrate cross-cultural experiences with course material.
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Write coherently to support a central idea in appropriate format with correct grammar, usage, and mechanics.
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•
Eating at an ethnic restaurant.
•
Visiting a courthouse, jail, military installation, school, retirement home, and other ethnically-diverse institution.
•
Visiting a part of town that is culturally different.
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Compare the culture you engaged in with your own.
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Time period
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Conclude with your own reflections and opinions on the subject.
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Write the paper in APA format including introduction, body, and conclusion.
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Cover Page
Header
Page Numbers
References Page
Use 12-point Arial font and double space.
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Time
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On the attachment I have attached my Presentation about
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The Other Side of Immigration’ Questions
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• 2500 words (+/- 10%) in essay format
•Requirements: MINIMUM of 8 peer reviewed academic journal articles
–Text book or reference books are additional references
–General websites/blogs , newpapers, magazines are not acceptable references
•Submission method: Upload a soft copy of a Microsoft Word Document ( .doc or .docx format) to Turnitin on Moodle
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Term Paper: International Terrorism
Due Week 10 and worth 200 points
Choose an international terrorist group from the following list, and use the Internet or Strayer databases to research the origin, purpose, and effects on the U.S. or targeted countries.
·
Hezbollah
·
HAMAS
·
Al Qaeda (AQ)
·
Al-Shabaab
·
Haqqani Network (HQN)
Write a ten to fifteen (10-15) page paper in which you:
6.
Provide a brief description of the group, and summarize its origins.
7.
Explain the group’s major motivation(s) (beliefs or causes), and / or its justification for engaging in terrorism.
8.
Describe the group’s major sources of both financial and non-financial support.
9.
Evaluate the importance of the group’s use of media to aid in its terrorist activities. Indicate, at a minimum, the group’s purpose for using the media, the image being portrayed, and the preferred methods of communication.
10.
Determine whether or not the group has a legitimate complaint or demand. Defend your response.
11.
Determine whether or not the group and its activities are of importance to the U.S., and explain the key reasons that they are or are not significant.
12.
Analyze the response of the U.S. to the group or its activities, regardless of whether or not either the group or its activities directly threaten or target the U.S. Determine whether or not that response has been effective. Support your answer with examples of such effectiveness—or the lack thereof.
13.
Suggest the major changes you would make geared toward increasing the efficiency of the U.S.’s response to the group. Justify your response.
14.
Use at least five (5) quality resources in this assignment
And
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1.
Identify the topical area (e.g., local police department, community jail, border patrol)
2.
Define a problem or challenge within your topical area that you understand in some depth or have an interest in (examples include high crime rate, poor morale, high levels of violence or recidivism, high number of civilian complaints of harassment, inadequate equipment). Outline the context of the problem or challenge, including the history and any policy decisions that have contributed to the situation.
3.
Describe how internal or external stakeholders have influenced the situation in a positive or negative way. How will you consider stakeholders in your so.
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2) share your organization’s core values or principles.
Comment
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Sketch the context for, define, and tell the significance/after-effect of each, in terms of late-19th & early-20th-century American history & culture: from Sinclair book (The Jungle)
200 word:
1-
1-
National Labor Relations Act (1935) & Fair Labor Standards Act (1938)
·
give the context for, define, and tell the significance/after-effect of each of the following, in terms of 20th-century US culture/history: from Englehardt book (The End of Victory Culture)
200 word:
1-1-
anti-war protests (1967-71) and the "counter-culture"
2-
2-
Vietnam Veterans Memorial (dedicated 1982) [not covered in book; see
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3-
3-
"Authorization of Use of Military Force against Terrorists" Resolution (Sept. 14, 2001)
·
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1.
Why was Socialism considered a "radical" ideology and why didn't it flourish in early 20th century America?
2.
In what ways was the Progressive Era (1906-20) truly "progressive" or not; and the "New Deal" (1933-38) really "new" or not, especially in regards to the health, safety and daily lives of U.S. workers and consumers?
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Describe what caused it, how it happened, and how it could have been prevented
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Organizational BehaviorDisney Animation - John LasseterThe case focu.docx
Organizational BehaviorDisney Animation - John LasseterThe case focuses on John Lasseter, who currently is the creative head of Disney Animation Studios and Pixar Animation Studios, both of which are owned by The Walt Disney Company. The case chronicles Lasseter’s interests in animation from a young age, the relationship he developed with the Disney organization, his developing interest in computer-animation and consequent demise at Disney Studios, his subsequent award-winning success with computer animation at Pixar Studios, and his recent ascension to creative head of Disney’s Animation Studio as part of the Pixar-Disney merger.The case provides a marvelous illustration of the many types of interpersonal power ¾ reward, coercive, legitimate, referent, and expert that exist within an organization. The case also shows how power can be used to promote the well-being of the organization and its members or to benefit specific people’s interests at the expense of others’ interests. Herein, the two faces of power positive and negative come into play. Another linkage between the chapter material and the case occurs in the form of concerns about the ethical versus unethical use of power. Finally, the case can be used to explore the concepts of organizational politics and political behavior in organizations. Organizational politics often has a negative connotation, and some of the case facts lend themselves to reinforcing this negative connotation.Power and Politics in the Fall and Rise of John LasseterJohn Lasseter grew up in a family heavily involved in artistic expression. Lasseter was drawn to cartoons as a youngster. As a freshman in high school he read a book entitled The Art of Animation. The book, about the making of the Disney animated film Sleeping Beauty, proved to be a revelation for Lasseter. He discovered that people could earn a living by developing cartoons. He started writing letters to The Walt Disney Company Studios regarding his interest in creating cartoons. Studio representatives, who corresponded with Lasseter many times, told him to get a great art education, after which they would teach him animation.When Disney started a Character Animation Program at the California Institute of Arts film school, Lasseter enrolled in the program after encouragement from the studio. Classes were taught by extremely talented Disney animators who also shared stories about working with Walt Disney himself. During summer breaks, jobs at Disneyland further fueled Lasseter’s passion for working as an animator for Disney Studios. Full of excitement, Lasseter joined the Disney animation staff in 1979 after graduation. However, he soon met with disappointment.According to Lasseter, “[t]he animation studio wasn’t being run by these great Disney artists like our teachers at Cal Arts, but by lesser artists and businesspeople who rose through attrition as the grand old men retired.” Lasseter was told, “[y]ou put in your time for 20 years and do what you’r.
Organizational Behavior15th EdPersonality and ValuesCopy.docx
Organizational Behavior
15th Ed
Personality and Values
Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall
5-1
Robbins and Judge
Chapter 5
Chapter 5 introduces us the the concepts of personality and values and their effects on Organizational Behavior. These are concepts that have only recently received increased attention in research and practice. Here we will see the results of study and new applications to help make the work place more successful.
1
Chapter 5 Learning Objectives
After studying this chapter you should be able to:
Define personality, describe how it is measured, and explain the factors that determine an individual’s personality.
Describe the Myers-Briggs Type Indicator personality framework and assess its strengths and weaknesses.
Identify the key traits in the Big Five personality model.
Demonstrate how the Big Five traits predict behavior at work.
Identify other personality traits relevant to OB.
Define values, demonstrate the importance of values, and contrast terminal and instrumental values.
Compare generational differences in values and identify the dominant values in today’s workforce.
Identify Hofstede’s five value dimensions of national culture
Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall
5-2
We begin this chapter with a definition of the seven learning objectives defined for chapter’s contents. We will discuss each of these in some detail.
2
Define personality, describe how
it is measured, and explain the factors
that determine an individual’s personality
Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall
5-3
LO 1
Personality is a dynamic concept describing the growth and development of a person’s whole psychological system;
It looks at some aggregate whole that is greater than the sum of the parts.
Defining Personality
Personality as the sum total of ways in which an individual reacts to and interacts with others.
We begin by defining personality. This is a concept that has a lot of preconceived ideas in people. So we want to ensure we are all using the same basic definition to describe a very complex topic. Personality is a dynamic concept, meaning it is changing all the time, an that is is the total of growth and development of a psychological system for the individual. This suggests it includes all of the components of the psyche and their aggregate becomes greater than any of the parts. So the text definition is that personality if the sum total of ways in which an individual reacts to and interacts with others.
3
Define personality, describe how
it is measured, and explain the factors
that determine an individual’s personality
Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall
5-4
LO 1
Managers can use personality tests because they are useful in hiring decisions and help managers forecast who is best for a job.
The most common means of measuring personality is through self-report surveys.
Observer-ratings surv.
Organizational Behavior Case Study on LeadershipName Tan Yee .docx
Organizational Behavior Case Study on Leadership
Name: Tan Yee Li Fiona
Student ID: S3447594
Course: RMIT Business (Management)
Leadership, ethics and organizational failure in a post-colonial context: a case study of genocide in Rwanda.
Introduction
Groups, teams and states are major characteristics of organizational life. It is believed that majority of the organization’s practices need a lot of coordination through working as a team and a group.The leadership of an organization is important in terms of the development of the goals and objectives. Leaders within an organization are responsible for developing the goals and objectives of the organization. In most cases, the success of an organization is usually attributed to the leaders of the organization. The genocide in Rwanda was instigated by the hostility between the Hutu and Tutsi as a result of polarization of the two ethnic groups by the colonial era. The colonization process favored one group over the other. It is believed that the leadership of Rwanda at the time played a major role. Leadership in every country plays a major role in the unity of the nation and in fostering peace and co-existence between different ethnic groups. Therefore the leadership of Rwanda at the time failed to quell the existence of animosity between the Hutu and the Tutsi leading to the experience of genocide that led to mass killings. The paper aims at discussing leadership, ethics and organizational failure in a post-colonial context with a case study of genocide in Rwanda. Main emphasis is laid on organizational failure that instigated the genocide and in particular the correlation between the key leaders and geo-political relations (Scott, 1998).
Leadership traits and concepts
Leadership is considered as the ability to influence the followers towards the achievement of set goals and objectives. Leadership is closely related to management which is aimed at ensuring compliance from the organizational members. The trait theory of leadership is important in terms of defining leadership. The characteristics of the leader can be used for the determination of their leadership styles. According to the behavioral theories of leadership, the specific behaviors of the leaders differentiate the leaders from the non leaders. According to the traits theory of leadership, social, physical, personality or intellectual traits can be used for the purpose of differentiating the leaders from the non leaders. According to the theory, the leader is also supposed to be qualified and open. The contingency theory on the other hand analyzes the environment in which the leader operates. Situational leadership theory examines the ability of the followers to readily accept the instructions of the leaders. There are also various styles of leadership and it plays an important role in determining the potential of the leaders. The charismatic leaders usually portray unconventional behaviors and usually understand. On the other.
ORGANIZATIONAL ASSESSMENT WORKSHEETOrganizational ProfileT.docx
The document is an organizational assessment worksheet that examines different aspects of an organization. It is divided into several categories:
Organizational Profile - Provides a snapshot of the organization including its services, size, key challenges.
Leadership - Examines the organization's leadership in areas like values, direction, customer focus, innovation.
Strategic Planning - Looks at how the organization develops strategic objectives and measures progress.
The worksheet asks the assessor to identify strengths and opportunities for improvement in each category based on various indicators. It aims to help organizations evaluate their performance and identify areas for growth.
Organisations and LeadershipOrganisational BehaviourDeve.docx
This document provides an overview of organisational leadership and leadership theories. It discusses definitions of leadership, approaches to leadership including trait, behavioural, situational, and transformational theories. It also examines leadership styles, competencies, and emerging perspectives such as authentic, distributed, and implicit leadership. The document is a lecture on organisational behaviour and leadership developed by two authors and academics.
Organizational Behavior15th EdEmotions and MoodsCopyrigh.docx
Organizational Behavior
15th Ed
Emotions and Moods
Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall
4-1
Robbins and Judge
Chapter 4
Chapter 4 introduces us the the concepts of emotions and moods and their effects on Organizational Behavior. These are concepts that have only recently received increased attention in research and practice. Here we will see the results of study and new applications to help make the work place more successful.
1
Chapter 4 Learning Objectives
After studying this chapter you should be able to:
Differentiate emotions from moods and list the basic emotions and moods.
Discuss whether emotions are rational and what functions they serve.
Identify the sources of emotions and moods.
Show the impact emotional labor has on employees.
Describe affective events theory and identify its applications.
Contrast the evidence for and against the existence of emotional intelligence.
Be able to identify strategies for emotion regulation and their likely effects.
Apply concepts about emotions and moods to specific OB issues.
Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall
4-2
We begin this chapter with a definition of the seven learning objectives defined for chapter’s contents. We will discuss each of these in some detail.
2
Differentiate Emotions from Moods,
List the Basic Emotions and Moods
Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall
4-3
LO 1
The “Myth of Rationality”
Emotions were seen as irrational
Managers worked to make emotion-free environments
View of Emotionality
Emotions were believed to be disruptive
Emotions interfered with productivity
Only negative emotions were observed
Now we know emotions can’t be separated from the workplace
Why Were Emotions Ignored in OB?
As mentioned, emotions and moods were dismissed by OB for a long time. One of the primary reasons was the “Myth of Rationality” that suggested that OB comprised rational concepts and applications and emotions and moods were seen as highly irrational. Emotions were thought to be disruptive of organizational activity and decreased productivity. Because they were perceived as irrational the belief was that they were unpredictable and therefore not easily influenced. We now know this is untrue.
3
Differentiate Emotions from Moods,
List the Basic Emotions and Moods
Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall
4-4
LO 1
Insert Exhibit 4-1
Affect is a generic term that covers a broad range of feelings people experience. This includes both emotions and moods. Emotions are intense feelings that are directed at someone or something. Moods are the feelings that tend to be less intense than emotions and that lack a contextual stimulus.
4
Differentiate Emotions from Moods,
List the Basic Emotions and Moods
Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall
4-5
LO 1
While not universally accepted, there appear to be six basic emotions:
Anger
Fea.
Organizacija, Volume 41 Research papers Number 4, July-August .docx
Organizacija, Volume 41 Research papers Number 4, July-August 2008
144
Andreja Lutar Skerbinjek
Univerza v Mariboru, Ekonomsko-poslovna fakulteta Maribor, Razlagova 14, 2000 Maribor, andreja.lutar@uni-mb.si
Managers need a lot of knowledge and information to make decisions and recognize business opportunities. They can acquire
this knowledge and information in different ways. Accounting information, particularly information relating to the creditworthi-
ness of business partners and competitors, is important. Such information, which can contain non-accounting information, is
often derived from annual reports. The fastest and cheapest way of accessing information is via the Internet. Because searc-
hing for information about different businesses on their Web sites can be time consuming, a quicker, more efficient option is
to access this information on databases that contain useful information relating to the majority of businesses in the country. In
this paper, we discuss the importance of knowledge and information for recognizing business opportunities. We also analyze
the appropriateness of accounting information available from five of the most widely used databases concerning Slovene and
Croatian businesses, for estimating the creditworthiness of businesses.
Key words: business opportunities, knowledge, accounting information, creditworthiness information, databases, business
partners, competitors, annual reports, appropriate information, reporting agencies.
The Role of Information for Recognising
Business Opportunities
1 Introduction
It is very important for managers to recognize opportuni-
ties for managing a successful business. To support that,
they need a lot of knowledge and information of any kind.
A vital part of information is that relating to business
partners and competitors with whom they already do busi-
ness or intend doing business with. Accounting informa-
tion contains a lot of information about businesses.
We live in the 21st century, when living and working
without computer support is unimaginable in many diffe-
rent fields. Likewise, in accounting, computers make our
work easier and enable us to obtain information faster
and more reliably. Using the Internet to access informa-
tion at the office or at home is cost-effective and saves a
lot of time (Lutar Skerbinjek, 2005:76).
The annual reports of many businesses can be acces-
sed on the Internet, usually on the company’s own Web
sites. However, not all businesses have their own Web
sites. To obtain information concerning such businesses,
and because it is very ti.
Organic vs Mechanistic StructuresMechanistic OrganicIn.docx
This document compares and contrasts organic and mechanistic organizational structures. Organic structures employ less formalized coordination methods like mutual adjustment, have decentralized decision-making and communication, and view the organization as a flexible network of teams. Mechanistic structures rely on formal rules and procedures, have centralized decision-making and vertical communication, and view the organization as fixed positions corresponding to tasks. The document also notes that real organizations exhibit elements of both structures.
Organizational Behavior, Ch. 9 Teams at University of Phoenix .docx
Organizational Behavior, Ch. 9
Teams at University of Phoenix
posted by Vanessa Granados
Jan 08, 2014, 9:20 AM
We experience teamwork in the University of Phoenix on a daily basis. We may communicate virtually but we are still a team. To encourage cohesiveness, the teams should be small and spend time together. Although we may not spend time together physically, we constantly communicate to each other. The University of Phoenix encourages group goals every week by assigning us an essay or project. The grade is given to the entire team and thus working together is vitally important. We also have our own forum where we communicate and no other teams can read our conversations. This encourages cohesiveness among the team members.
Less
·
Re: Teams at University of Phoenix
posted by Susan Frear
Jan 08, 2014, 4:20 PM
Vanessa and Class,
While working on teams in an academic environment can be frustrating sometimes, there is no question that it provides excellent experience that can translate into the work arena. What are some of the lessons that you have learned from the University's team experiences that you have been able to use in the workplace?
Susan
Less
·
Re: Teams at University of Phoenix
posted by CYNTHIA CHRISTENSEN
Jan 08, 2014, 5:29 PM
I know for myself working on teams has helped me to appreciate people's opinions more. I can be pretty opinionated and I've learned it's not always about my opinion but everyone else's too. The other thing I have learned is to communicate better via a forum like this and to check in by being accountable for what's going on and helping where others need help. Sometimes emergencies pop up and you have to help where needed to get the project done to meet deadlines. I know at work I am more conscious of deadlines which I've always been good at but I believe I've become better at it as I've been the person that doesn't know what's going on in a team and so I make sure my customers know if I am having problems and can't meet their expectations.
Less
·
Re: Teams at University of Phoenix
posted by MICHAEL BLACK
Jan 08, 2014, 5:30 PM
My lessons learned from the University's team experiences are constantly carried over into my workplace. Whenever I started my current job, there was a high turnover rate and I had no intention of opening up toward anyone that I worked with for several reasons: there were many unsavory characters, there were many gossips,I had no plan of being at this job for any length of time, I was new to the city and knew no one, and there was no job security at all!
I have learned the value of both leading and following. In the past, I would either follow blindly or try to take charge over my assigned duties. I have learned to become a team player and discern when to lead and when to follow. This has been a humbling experience (I did not even know that I was a control freak before taking these classes!) I am the type of person that always wants to know why I am doing so.
Organizational Behavior Management Submitted to.docx
Organizational Behavior Management:
Submitted to:
Submitted by:
Course code:
Assignment number:
Date:
Contents
Introduction 2
Explain why the increase in the manager’s use of group behavior-based feedback is important. 2
Significance of communication for quality of services 2
Past problems 3
Reason of problems 3
Propose intervention strategies the group leader can use to enhance the group effectiveness. 4
Feedback of employees 4
Feedback of patients 4
Explain the motivational theory applicable to sustain the four results listed in the case study. 5
Discussion 5
Conclusion 6
Bibliography 7
Organizational Behavior ManagementIntroduction
This case study is about a hospital, where the employees of the hospital, like doctors, nurses and any other medical staff have to deal with the patients. Normally the patients should be given the required level of consideration for which they have selected the hospital should. Management should also be concerned about the quality of the services which the medical staff of the hospital is delivering to the patients. In this hospital, there was a research which was conducted in order to evaluate the quality of the services which the hospital has delivered to the patients. It was found that the employee of the hospital were not delivering the services of optimal level to the patients. The patients have mentioned in their feedback that they have some concerns and doubts in their mind about the role of management and the commitment of the employees of the hospital with their jobs. The patients were not satisfied from the attitude of the management and the quality of services at hospitalExplain why the increase in the manager’s use of group behavior-based feedback is important.Significance of communication for quality of services
The quality of the services in the hospital can be improved by ensuring that all the communication channels in the organization are operating effectively and efficiently and there is no distortion in the flow of the information through these channels of communication from one medium to the other medium. The communication in an organization might be of different types. There might be the formal communication inside the organization while on the other hand there might be the informal communication in an organization. These two classes of the communication can be sub categorized in to the verbal communication and nonverbal communication (Griffin, 2011).
Many other factors can also play core role in ensuring the efficiency and the effectiveness of the communication system inside an organization. One factor which can be ignored while evaluating the results of this study is the “structure of the organizations”. There might be centralized structure in an organization while on the other hand their might be decentralized structure of an organization. The chain of communication in the centralization system might be long while on the other hand the length of the chain of the communication .
Organizational Behavior ManagementContentsIntroduction2.docx
This document discusses organizational behavior management at a hospital. It first provides background on how management style impacts an organization's success. It then discusses a study conducted at a hospital to evaluate service quality. The study found issues with communication between employees and management that affected quality. To address past safety errors, the hospital is now assessing factors like management behavior and communication channels to identify problems and minimize future issues. Improving human resource management and obtaining feedback from employees and patients are cited as ways to enhance organizational performance.
Oregon Legislative Assembly It started on Friday Mar 6, 2.docx
Oregon Legislative Assembly
It started on Friday Mar 6, 2015 when we decided to attend the 78th Oregon Legislative Committee about Health Care. We read the entire agendas before we attended it, and they were really interested topics that not only we will use it in the assignment, but it can help and benefit us in our real life if they were applied. The committee was meeting in Oregon Capitol Hall, room HR E. The Committees members consisted of Chair REP. Greenlick, Mitch, VICE-CHAIR REP Nosse, VICE CHAIR REP Hayden , REP Keny-Guyer, REP Weidner, REP Lively, REP Kennemer, REP Buehler, and REP Clem. Committee Administration. Sandy Thiele-Cirka and Committee assistant Mania Daniel.
They started with the work session HB 2234 which Requires Oregon Health Authority and insurers offering policies or certificates of health insurance that reimburse costs of physician services to create billing codes or alternative mechanism to enable community assessment center to bill for child abuse medical assessment and related services.
It started with a testimony from Gene Wisenhouse, and what said was that they testified on this before, and we still looking for compromise and fix solution how actually we build or going to pay this, and he supports dash 4 a lot of effort by lobbyist and representatives in the health authority and providers. So the action on this was Do Pass recommendation as Amended and Be Printed Engrossed. All the committee members voted I on it.
Then they moved to HB 2825 which Carried Over from 3/4/15 Agenda: Requires Oregon Health Authority to seek out and apply for funding for, and appropriates moneys from General Fund to pay for, crisis intervention services and residential care for individuals with mental illness.
The action on this was Do Pass recommendation as Amended and that be referred to the committee reference. All the committee members voted I on it.
After that they moved work session HB 2541 to Wednesday, and move to HB 2560 which Carried Over from 3/4/15 Agenda: Requires health benefit plan to cover cost of colonoscopy for insured who is 50 years of age or older and who has positive fecal immunochemical test result.
So the action on this was Do Pass recommendation as Amended and Be Printed Engrossed. All the committee members voted I on it.
Then they moved to work session HB 2307 which Prohibits mental health care professionals and social health professionals from providing any service to person under 18 years of age for purpose of attempting to change person's sexual orientation or gender identity. It was moved to Monday because, REP Lively, REP Kennemer think there are a lot of questions out there for them, and they still chasing them down. After the work sessions part, the committee jumped to the public hearing session and they started with REP Keny-Guyer who Carried HB 2930 which Requires hospital to adopt rules granting admitting privileges to licensed, certified nurse midwife nurse practitioner saying that she has.
Ordering System IP2buildclasses.netbeans_automatic_buildO.docx
Ordering System IP2/build/classes/.netbeans_automatic_build
Ordering System IP2/build/classes/.netbeans_update_resources
Ordering System IP2/build/classes/online/ordering/system/ip1/OnlineOrderingSystemIP1.classpackage online.ordering.system.ip1;
publicsynchronizedclass OnlineOrderingSystemIP1 {
public void OnlineOrderingSystemIP1();
privatestatic String getStringInput(String);
privatestatic double totalCost(int, double, double);
publicstatic void main(String[]);
}
Ordering System IP2/build.xml
Builds, tests, and runs the project Online Ordering System IP1.
Ordering System IP2/manifest.mf
Manifest-Version: 1.0
X-COMMENT: Main-Class will be added automatically by build
Ordering System IP2/nbproject/build-impl.xml
.
Order Code RL33785Runaway and Homeless Youth Demographi.docx
Order Code RL33785
Runaway and Homeless Youth:
Demographics, Programs, and Emerging Issues
Updated December 10, 2007
Adrienne L. Fernandes
Analyst in Social Policy
Domestic Social Policy Division
Runaway and Homeless Youth:
Demographics, Programs, and Emerging Issues
Summary
There is no single definition of the term “runaway youth” or “homeless youth.”
However, both groups of youth share the risk of not having adequate shelter and
other provisions, and may engage in harmful behaviors while away from a permanent
home. These two groups also include “thrownaway” youth who are asked to leave
their homes, and may include other vulnerable youth populations, such as current and
former foster youth and youth with mental health or other issues.
The precise number of homeless and runaway youth is unknown due to their
residential mobility and overlap among the populations. Determining the number of
these youth is further complicated by the lack of a standardized methodology for
counting the population and inconsistent definitions of what it means to be homeless
or a runaway. Estimates of the homeless youth population range from 52,000 to over
one million. Estimates of runaway youth — including “thrownaway” youth — are
between 1 million and 1.7 million.
From the early 20th century through the 1960s, the needs of a generally
unspecified problem of runaway and homeless youth were handled locally through
the child welfare agency, juvenile justice courts, or both. The 1970s marked a shift
toward federal oversight of programs that help youth who had run afoul of the law,
including those who committed status offenses (i.e., running away). In 1974,
Congress passed the Runaway Youth Act of 1974 as Title III of the Juvenile Justice
and Delinquency Prevention Act (P.L. 93-415) to assist runaways outside of the
juvenile justice and child welfare systems. The scope of the act was expanded in
1977 to include homeless youth through the Runaway and Homeless Youth Act (P.L.
93-415). The Runaway and Homeless Youth Program (RHYP) has since been
reauthorized three times, most recently by the Runaway, Homeless, and Missing
Children Protection Act in 2003 (P.L. 108-96). The law currently authorizes federal
funding for three programs — the Basic Center Program, Transitional Living
Program, and Street Outreach Program.
The Basic Center Program provides temporary shelter, counseling, and after care
services to runaway and homeless youth under age 18 and their families, while the
Transitional Living Program is targeted to older youth ages 16 to 21. Youth who use
the TLP receive longer-term housing with supportive services, including counseling.
The Street Outreach Program provides education, treatment, counseling, and referrals
for runaway, homeless, and street youth who have been subjected to or are at risk of
being subjected to sexual abuse and exploitation. Congress appropriated a total of
$102.9 million for the three programs in FY2006.
Funding auth.
Wound healing PPT
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
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Solutions of Puzzles of Mathematics Escape Room Game in Spatial.io
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Organizational Behavior15th EdPersonality and ValuesCopy.docx
Organizational Behavior
15th Ed
Personality and Values
Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall
5-1
Robbins and Judge
Chapter 5
Chapter 5 introduces us the the concepts of personality and values and their effects on Organizational Behavior. These are concepts that have only recently received increased attention in research and practice. Here we will see the results of study and new applications to help make the work place more successful.
1
Chapter 5 Learning Objectives
After studying this chapter you should be able to:
Define personality, describe how it is measured, and explain the factors that determine an individual’s personality.
Describe the Myers-Briggs Type Indicator personality framework and assess its strengths and weaknesses.
Identify the key traits in the Big Five personality model.
Demonstrate how the Big Five traits predict behavior at work.
Identify other personality traits relevant to OB.
Define values, demonstrate the importance of values, and contrast terminal and instrumental values.
Compare generational differences in values and identify the dominant values in today’s workforce.
Identify Hofstede’s five value dimensions of national culture
Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall
5-2
We begin this chapter with a definition of the seven learning objectives defined for chapter’s contents. We will discuss each of these in some detail.
2
Define personality, describe how
it is measured, and explain the factors
that determine an individual’s personality
Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall
5-3
LO 1
Personality is a dynamic concept describing the growth and development of a person’s whole psychological system;
It looks at some aggregate whole that is greater than the sum of the parts.
Defining Personality
Personality as the sum total of ways in which an individual reacts to and interacts with others.
We begin by defining personality. This is a concept that has a lot of preconceived ideas in people. So we want to ensure we are all using the same basic definition to describe a very complex topic. Personality is a dynamic concept, meaning it is changing all the time, an that is is the total of growth and development of a psychological system for the individual. This suggests it includes all of the components of the psyche and their aggregate becomes greater than any of the parts. So the text definition is that personality if the sum total of ways in which an individual reacts to and interacts with others.
3
Define personality, describe how
it is measured, and explain the factors
that determine an individual’s personality
Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall
5-4
LO 1
Managers can use personality tests because they are useful in hiring decisions and help managers forecast who is best for a job.
The most common means of measuring personality is through self-report surveys.
Observer-ratings surv.
Organizational Behavior Case Study on LeadershipName Tan Yee .docx
Organizational Behavior Case Study on Leadership
Name: Tan Yee Li Fiona
Student ID: S3447594
Course: RMIT Business (Management)
Leadership, ethics and organizational failure in a post-colonial context: a case study of genocide in Rwanda.
Introduction
Groups, teams and states are major characteristics of organizational life. It is believed that majority of the organization’s practices need a lot of coordination through working as a team and a group.The leadership of an organization is important in terms of the development of the goals and objectives. Leaders within an organization are responsible for developing the goals and objectives of the organization. In most cases, the success of an organization is usually attributed to the leaders of the organization. The genocide in Rwanda was instigated by the hostility between the Hutu and Tutsi as a result of polarization of the two ethnic groups by the colonial era. The colonization process favored one group over the other. It is believed that the leadership of Rwanda at the time played a major role. Leadership in every country plays a major role in the unity of the nation and in fostering peace and co-existence between different ethnic groups. Therefore the leadership of Rwanda at the time failed to quell the existence of animosity between the Hutu and the Tutsi leading to the experience of genocide that led to mass killings. The paper aims at discussing leadership, ethics and organizational failure in a post-colonial context with a case study of genocide in Rwanda. Main emphasis is laid on organizational failure that instigated the genocide and in particular the correlation between the key leaders and geo-political relations (Scott, 1998).
Leadership traits and concepts
Leadership is considered as the ability to influence the followers towards the achievement of set goals and objectives. Leadership is closely related to management which is aimed at ensuring compliance from the organizational members. The trait theory of leadership is important in terms of defining leadership. The characteristics of the leader can be used for the determination of their leadership styles. According to the behavioral theories of leadership, the specific behaviors of the leaders differentiate the leaders from the non leaders. According to the traits theory of leadership, social, physical, personality or intellectual traits can be used for the purpose of differentiating the leaders from the non leaders. According to the theory, the leader is also supposed to be qualified and open. The contingency theory on the other hand analyzes the environment in which the leader operates. Situational leadership theory examines the ability of the followers to readily accept the instructions of the leaders. There are also various styles of leadership and it plays an important role in determining the potential of the leaders. The charismatic leaders usually portray unconventional behaviors and usually understand. On the other.
ORGANIZATIONAL ASSESSMENT WORKSHEETOrganizational ProfileT.docx
The document is an organizational assessment worksheet that examines different aspects of an organization. It is divided into several categories:
Organizational Profile - Provides a snapshot of the organization including its services, size, key challenges.
Leadership - Examines the organization's leadership in areas like values, direction, customer focus, innovation.
Strategic Planning - Looks at how the organization develops strategic objectives and measures progress.
The worksheet asks the assessor to identify strengths and opportunities for improvement in each category based on various indicators. It aims to help organizations evaluate their performance and identify areas for growth.
Organisations and LeadershipOrganisational BehaviourDeve.docx
This document provides an overview of organisational leadership and leadership theories. It discusses definitions of leadership, approaches to leadership including trait, behavioural, situational, and transformational theories. It also examines leadership styles, competencies, and emerging perspectives such as authentic, distributed, and implicit leadership. The document is a lecture on organisational behaviour and leadership developed by two authors and academics.
Organizational Behavior15th EdEmotions and MoodsCopyrigh.docx
Organizational Behavior
15th Ed
Emotions and Moods
Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall
4-1
Robbins and Judge
Chapter 4
Chapter 4 introduces us the the concepts of emotions and moods and their effects on Organizational Behavior. These are concepts that have only recently received increased attention in research and practice. Here we will see the results of study and new applications to help make the work place more successful.
1
Chapter 4 Learning Objectives
After studying this chapter you should be able to:
Differentiate emotions from moods and list the basic emotions and moods.
Discuss whether emotions are rational and what functions they serve.
Identify the sources of emotions and moods.
Show the impact emotional labor has on employees.
Describe affective events theory and identify its applications.
Contrast the evidence for and against the existence of emotional intelligence.
Be able to identify strategies for emotion regulation and their likely effects.
Apply concepts about emotions and moods to specific OB issues.
Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall
4-2
We begin this chapter with a definition of the seven learning objectives defined for chapter’s contents. We will discuss each of these in some detail.
2
Differentiate Emotions from Moods,
List the Basic Emotions and Moods
Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall
4-3
LO 1
The “Myth of Rationality”
Emotions were seen as irrational
Managers worked to make emotion-free environments
View of Emotionality
Emotions were believed to be disruptive
Emotions interfered with productivity
Only negative emotions were observed
Now we know emotions can’t be separated from the workplace
Why Were Emotions Ignored in OB?
As mentioned, emotions and moods were dismissed by OB for a long time. One of the primary reasons was the “Myth of Rationality” that suggested that OB comprised rational concepts and applications and emotions and moods were seen as highly irrational. Emotions were thought to be disruptive of organizational activity and decreased productivity. Because they were perceived as irrational the belief was that they were unpredictable and therefore not easily influenced. We now know this is untrue.
3
Differentiate Emotions from Moods,
List the Basic Emotions and Moods
Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall
4-4
LO 1
Insert Exhibit 4-1
Affect is a generic term that covers a broad range of feelings people experience. This includes both emotions and moods. Emotions are intense feelings that are directed at someone or something. Moods are the feelings that tend to be less intense than emotions and that lack a contextual stimulus.
4
Differentiate Emotions from Moods,
List the Basic Emotions and Moods
Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall
4-5
LO 1
While not universally accepted, there appear to be six basic emotions:
Anger
Fea.
Organizacija, Volume 41 Research papers Number 4, July-August .docx
Organizacija, Volume 41 Research papers Number 4, July-August 2008
144
Andreja Lutar Skerbinjek
Univerza v Mariboru, Ekonomsko-poslovna fakulteta Maribor, Razlagova 14, 2000 Maribor, andreja.lutar@uni-mb.si
Managers need a lot of knowledge and information to make decisions and recognize business opportunities. They can acquire
this knowledge and information in different ways. Accounting information, particularly information relating to the creditworthi-
ness of business partners and competitors, is important. Such information, which can contain non-accounting information, is
often derived from annual reports. The fastest and cheapest way of accessing information is via the Internet. Because searc-
hing for information about different businesses on their Web sites can be time consuming, a quicker, more efficient option is
to access this information on databases that contain useful information relating to the majority of businesses in the country. In
this paper, we discuss the importance of knowledge and information for recognizing business opportunities. We also analyze
the appropriateness of accounting information available from five of the most widely used databases concerning Slovene and
Croatian businesses, for estimating the creditworthiness of businesses.
Key words: business opportunities, knowledge, accounting information, creditworthiness information, databases, business
partners, competitors, annual reports, appropriate information, reporting agencies.
The Role of Information for Recognising
Business Opportunities
1 Introduction
It is very important for managers to recognize opportuni-
ties for managing a successful business. To support that,
they need a lot of knowledge and information of any kind.
A vital part of information is that relating to business
partners and competitors with whom they already do busi-
ness or intend doing business with. Accounting informa-
tion contains a lot of information about businesses.
We live in the 21st century, when living and working
without computer support is unimaginable in many diffe-
rent fields. Likewise, in accounting, computers make our
work easier and enable us to obtain information faster
and more reliably. Using the Internet to access informa-
tion at the office or at home is cost-effective and saves a
lot of time (Lutar Skerbinjek, 2005:76).
The annual reports of many businesses can be acces-
sed on the Internet, usually on the company’s own Web
sites. However, not all businesses have their own Web
sites. To obtain information concerning such businesses,
and because it is very ti.
Organic vs Mechanistic StructuresMechanistic OrganicIn.docx
This document compares and contrasts organic and mechanistic organizational structures. Organic structures employ less formalized coordination methods like mutual adjustment, have decentralized decision-making and communication, and view the organization as a flexible network of teams. Mechanistic structures rely on formal rules and procedures, have centralized decision-making and vertical communication, and view the organization as fixed positions corresponding to tasks. The document also notes that real organizations exhibit elements of both structures.
Organizational Behavior, Ch. 9 Teams at University of Phoenix .docx
Organizational Behavior, Ch. 9
Teams at University of Phoenix
posted by Vanessa Granados
Jan 08, 2014, 9:20 AM
We experience teamwork in the University of Phoenix on a daily basis. We may communicate virtually but we are still a team. To encourage cohesiveness, the teams should be small and spend time together. Although we may not spend time together physically, we constantly communicate to each other. The University of Phoenix encourages group goals every week by assigning us an essay or project. The grade is given to the entire team and thus working together is vitally important. We also have our own forum where we communicate and no other teams can read our conversations. This encourages cohesiveness among the team members.
Less
·
Re: Teams at University of Phoenix
posted by Susan Frear
Jan 08, 2014, 4:20 PM
Vanessa and Class,
While working on teams in an academic environment can be frustrating sometimes, there is no question that it provides excellent experience that can translate into the work arena. What are some of the lessons that you have learned from the University's team experiences that you have been able to use in the workplace?
Susan
Less
·
Re: Teams at University of Phoenix
posted by CYNTHIA CHRISTENSEN
Jan 08, 2014, 5:29 PM
I know for myself working on teams has helped me to appreciate people's opinions more. I can be pretty opinionated and I've learned it's not always about my opinion but everyone else's too. The other thing I have learned is to communicate better via a forum like this and to check in by being accountable for what's going on and helping where others need help. Sometimes emergencies pop up and you have to help where needed to get the project done to meet deadlines. I know at work I am more conscious of deadlines which I've always been good at but I believe I've become better at it as I've been the person that doesn't know what's going on in a team and so I make sure my customers know if I am having problems and can't meet their expectations.
Less
·
Re: Teams at University of Phoenix
posted by MICHAEL BLACK
Jan 08, 2014, 5:30 PM
My lessons learned from the University's team experiences are constantly carried over into my workplace. Whenever I started my current job, there was a high turnover rate and I had no intention of opening up toward anyone that I worked with for several reasons: there were many unsavory characters, there were many gossips,I had no plan of being at this job for any length of time, I was new to the city and knew no one, and there was no job security at all!
I have learned the value of both leading and following. In the past, I would either follow blindly or try to take charge over my assigned duties. I have learned to become a team player and discern when to lead and when to follow. This has been a humbling experience (I did not even know that I was a control freak before taking these classes!) I am the type of person that always wants to know why I am doing so.
Organizational Behavior Management Submitted to.docx
Organizational Behavior Management:
Submitted to:
Submitted by:
Course code:
Assignment number:
Date:
Contents
Introduction 2
Explain why the increase in the manager’s use of group behavior-based feedback is important. 2
Significance of communication for quality of services 2
Past problems 3
Reason of problems 3
Propose intervention strategies the group leader can use to enhance the group effectiveness. 4
Feedback of employees 4
Feedback of patients 4
Explain the motivational theory applicable to sustain the four results listed in the case study. 5
Discussion 5
Conclusion 6
Bibliography 7
Organizational Behavior ManagementIntroduction
This case study is about a hospital, where the employees of the hospital, like doctors, nurses and any other medical staff have to deal with the patients. Normally the patients should be given the required level of consideration for which they have selected the hospital should. Management should also be concerned about the quality of the services which the medical staff of the hospital is delivering to the patients. In this hospital, there was a research which was conducted in order to evaluate the quality of the services which the hospital has delivered to the patients. It was found that the employee of the hospital were not delivering the services of optimal level to the patients. The patients have mentioned in their feedback that they have some concerns and doubts in their mind about the role of management and the commitment of the employees of the hospital with their jobs. The patients were not satisfied from the attitude of the management and the quality of services at hospitalExplain why the increase in the manager’s use of group behavior-based feedback is important.Significance of communication for quality of services
The quality of the services in the hospital can be improved by ensuring that all the communication channels in the organization are operating effectively and efficiently and there is no distortion in the flow of the information through these channels of communication from one medium to the other medium. The communication in an organization might be of different types. There might be the formal communication inside the organization while on the other hand there might be the informal communication in an organization. These two classes of the communication can be sub categorized in to the verbal communication and nonverbal communication (Griffin, 2011).
Many other factors can also play core role in ensuring the efficiency and the effectiveness of the communication system inside an organization. One factor which can be ignored while evaluating the results of this study is the “structure of the organizations”. There might be centralized structure in an organization while on the other hand their might be decentralized structure of an organization. The chain of communication in the centralization system might be long while on the other hand the length of the chain of the communication .
Organizational Behavior ManagementContentsIntroduction2.docx
This document discusses organizational behavior management at a hospital. It first provides background on how management style impacts an organization's success. It then discusses a study conducted at a hospital to evaluate service quality. The study found issues with communication between employees and management that affected quality. To address past safety errors, the hospital is now assessing factors like management behavior and communication channels to identify problems and minimize future issues. Improving human resource management and obtaining feedback from employees and patients are cited as ways to enhance organizational performance.
Oregon Legislative Assembly It started on Friday Mar 6, 2.docx
Oregon Legislative Assembly
It started on Friday Mar 6, 2015 when we decided to attend the 78th Oregon Legislative Committee about Health Care. We read the entire agendas before we attended it, and they were really interested topics that not only we will use it in the assignment, but it can help and benefit us in our real life if they were applied. The committee was meeting in Oregon Capitol Hall, room HR E. The Committees members consisted of Chair REP. Greenlick, Mitch, VICE-CHAIR REP Nosse, VICE CHAIR REP Hayden , REP Keny-Guyer, REP Weidner, REP Lively, REP Kennemer, REP Buehler, and REP Clem. Committee Administration. Sandy Thiele-Cirka and Committee assistant Mania Daniel.
They started with the work session HB 2234 which Requires Oregon Health Authority and insurers offering policies or certificates of health insurance that reimburse costs of physician services to create billing codes or alternative mechanism to enable community assessment center to bill for child abuse medical assessment and related services.
It started with a testimony from Gene Wisenhouse, and what said was that they testified on this before, and we still looking for compromise and fix solution how actually we build or going to pay this, and he supports dash 4 a lot of effort by lobbyist and representatives in the health authority and providers. So the action on this was Do Pass recommendation as Amended and Be Printed Engrossed. All the committee members voted I on it.
Then they moved to HB 2825 which Carried Over from 3/4/15 Agenda: Requires Oregon Health Authority to seek out and apply for funding for, and appropriates moneys from General Fund to pay for, crisis intervention services and residential care for individuals with mental illness.
The action on this was Do Pass recommendation as Amended and that be referred to the committee reference. All the committee members voted I on it.
After that they moved work session HB 2541 to Wednesday, and move to HB 2560 which Carried Over from 3/4/15 Agenda: Requires health benefit plan to cover cost of colonoscopy for insured who is 50 years of age or older and who has positive fecal immunochemical test result.
So the action on this was Do Pass recommendation as Amended and Be Printed Engrossed. All the committee members voted I on it.
Then they moved to work session HB 2307 which Prohibits mental health care professionals and social health professionals from providing any service to person under 18 years of age for purpose of attempting to change person's sexual orientation or gender identity. It was moved to Monday because, REP Lively, REP Kennemer think there are a lot of questions out there for them, and they still chasing them down. After the work sessions part, the committee jumped to the public hearing session and they started with REP Keny-Guyer who Carried HB 2930 which Requires hospital to adopt rules granting admitting privileges to licensed, certified nurse midwife nurse practitioner saying that she has.
Ordering System IP2buildclasses.netbeans_automatic_buildO.docx
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Order Code RL33785Runaway and Homeless Youth Demographi.docx
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Runaway and Homeless Youth:
Demographics, Programs, and Emerging Issues
Updated December 10, 2007
Adrienne L. Fernandes
Analyst in Social Policy
Domestic Social Policy Division
Runaway and Homeless Youth:
Demographics, Programs, and Emerging Issues
Summary
There is no single definition of the term “runaway youth” or “homeless youth.”
However, both groups of youth share the risk of not having adequate shelter and
other provisions, and may engage in harmful behaviors while away from a permanent
home. These two groups also include “thrownaway” youth who are asked to leave
their homes, and may include other vulnerable youth populations, such as current and
former foster youth and youth with mental health or other issues.
The precise number of homeless and runaway youth is unknown due to their
residential mobility and overlap among the populations. Determining the number of
these youth is further complicated by the lack of a standardized methodology for
counting the population and inconsistent definitions of what it means to be homeless
or a runaway. Estimates of the homeless youth population range from 52,000 to over
one million. Estimates of runaway youth — including “thrownaway” youth — are
between 1 million and 1.7 million.
From the early 20th century through the 1960s, the needs of a generally
unspecified problem of runaway and homeless youth were handled locally through
the child welfare agency, juvenile justice courts, or both. The 1970s marked a shift
toward federal oversight of programs that help youth who had run afoul of the law,
including those who committed status offenses (i.e., running away). In 1974,
Congress passed the Runaway Youth Act of 1974 as Title III of the Juvenile Justice
and Delinquency Prevention Act (P.L. 93-415) to assist runaways outside of the
juvenile justice and child welfare systems. The scope of the act was expanded in
1977 to include homeless youth through the Runaway and Homeless Youth Act (P.L.
93-415). The Runaway and Homeless Youth Program (RHYP) has since been
reauthorized three times, most recently by the Runaway, Homeless, and Missing
Children Protection Act in 2003 (P.L. 108-96). The law currently authorizes federal
funding for three programs — the Basic Center Program, Transitional Living
Program, and Street Outreach Program.
The Basic Center Program provides temporary shelter, counseling, and after care
services to runaway and homeless youth under age 18 and their families, while the
Transitional Living Program is targeted to older youth ages 16 to 21. Youth who use
the TLP receive longer-term housing with supportive services, including counseling.
The Street Outreach Program provides education, treatment, counseling, and referrals
for runaway, homeless, and street youth who have been subjected to or are at risk of
being subjected to sexual abuse and exploitation. Congress appropriated a total of
$102.9 million for the three programs in FY2006.
Funding auth.
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IGCSE Biology Chapter 14- Reproduction in Plants.pdf
Number of Pages 1 (Double SpacedWriting Style APANumber of s.docx
- 1. Number of Pages: 1 (Double Spaced Writing Style: APA Number of sources: 2 The plaintiffs—the Nicols, Hoerrs, Turners, and Andersons— purchased subdivision lots from Ken Nelson. The lots bordered an undeveloped tract and offered scenic views of an adjacent lake. When Nelson and his partners began taking steps to develop the previously undeveloped tract, the plaintiffs sued. The trial court found that the plaintiffs had purchased their lots only after receiving oral assurances from Nelson that (1) the tract would remain undeveloped open space, (2) the property was owned by a company that had no plans to build on the land, (3) he held an option to purchase the property if it became available, and (4) he would not develop the land if it came under his ownership. Concluding that the plaintiffs had reasonably relied on Nelson’s oral promise, the trial court enjoined Nelson’s development of the property based on promissory estoppel. Nelson appealed, arguing that the Statute of Frauds, which requires that contracts involving interests in real property be in writing, barred enforcement of his oral promise. Is the trail court correct or is Nelson correct? Discuss fully. 2.Thelma, a law professor who recently obtained her driver’s license, bought a used car from Honest Bob’s Motors. The car had numerous defects that were plainly apparent, and Honest Bob made various false material statements of fact about the car in order to make the sale. However, Thelma paid no attention to these and bought the car because she thought Honest Bob was cute. After purchasing the car, Thelma discovered that it was junk and tried to rescind. Does she have the right to rescind? Why or why not?