READINGS:
Introduction
Unit II
examines ethical, legal, and legislative issues affecting leadership and management as well as professional advocacy. This chapter focuses on applied ethical decision making as a critical leadership role for managers.
Chapter 5
examines the impact of legislation and the law on leadership and management, and
Chapter 6
focuses on advocacy for patients and subordinates and for the nursing profession in general.
Ethics
is the systematic study of what a person’s conduct and actions should be with regard to self, other human beings, and the environment; it is the justification of what is right or good and the study of what a person’s life and relationships should be, not necessarily what they are. Ethics is a system of moral conduct and principles that guide a person’s actions in regard to right and wrong and in regard to oneself and society at large.
Ethics is concerned with doing the right thing, although it is not always clear what that is.
Applied ethics
requires application of normative ethical theory to everyday problems. The normative ethical theory for each profession arises from the purpose of the profession. The values and norms of the nursing profession, therefore, provide the foundation and filter from which ethical decisions are made. The nurse-manager, however, has a different ethical responsibility than the clinical nurse and does not have as clearly defined a foundation to use as a base for ethical reasoning.
In addition, because management is a discipline and not a profession, its purpose is not as clearly defined as medicine or law; therefore, the norms that guide ethical decision making are less clear. Instead, the organization reflects norms and values to the manager, and the personal values of managers are reflected through the organization. The manager’s ethical obligation is tied to the organization’s purpose, and the purpose of the organization is linked to the function that it fills in society and the constraints society places on it. So, the responsibilities of the nurse-manager emerge from a complex set of interactions.
Society helps define the purposes of various institutions, and the purposes, in turn, help ensure that the institution fulfills specific functions. However, the specific values and norms in any institution determine the focus of its resources and shape its organizational life. The values of people within institutions influence actual management practice. In reviewing this set of complex interactions, it becomes evident that arriving at appropriate ethical management decisions can be a difficult task.
In addition,
nursing management ethics
are distinct from
clinical nursing ethics
. Although significant research exists regarding ethical dilemmas and moral distress experienced by staff nurses in clinical roles, less research exists regarding the ethical distress experienced by nursing managers.
Nursing management ethics are also distinct from other areas of m.
Chapter 3 The APA Ethics Code and Ethical Decision MakingThe APA.docxwalterl4
Chapter 3 The APA Ethics Code and Ethical Decision Making
The APA’s Ethics Code provides a set of aspirational principles and behavioral rules written broadly to apply to psychologists’ varied roles and the diverse contexts in which the science and practice of psychology are conducted. The five aspirational principles described in Chapter 2 represent the core values of the discipline of psychology that guide members in recognizing in broad terms the moral rightness or wrongness of an act. As an articulation of the universal moral values intrinsic to the discipline, the aspirational principles are intended to inspire right actions but do not specify what those actions might be. The ethical standards that will be discussed in later chapters of this book are concerned with specific behaviors that reflect the application of these moral principles to the work of psychologists in specific settings and with specific populations. In their everyday activities, psychologists will find many instances in which familiarity with and adherence to specific Ethical Standards provide adequate foundation for ethical actions. There will also be many instances in which (a) the means by which to comply with a standard are not readily apparent, (b) two seemingly competing standards appear equally appropriate, (c) application of a single standard or set of standards appears consistent with one aspirational principle but inconsistent with another, or (d) a judgment is required to determine whether exemption criteria for a particular standard are met.
The Ethics Code is not a formula for solving these ethical challenges. Psychologists are not moral technocrats simply working their way through a decision tree of ethical rules. Rather, the Ethics Code provides psychologists with a set of aspirations and broad general rules of conduct that psychologists must interpret and apply as a function of the unique scientific and professional roles and relationships in which they are embedded. Successful application of the principles and standards of the Ethics Code involves a conception of psychologists as active moral agents committed to the good and just practice and science of psychology. Ethical decision making thus involves a commitment to applying the Ethics Code and other legal and professional standards to construct rather than simply discover solutions to ethical quandaries (APA, 2012f).
This chapter discusses the ethical attitudes and decision-making strategies that can help psychologists prepare for, identify, and resolve ethical challenges as they continuously emerge and evolve in the dynamic discipline of psychology. An opportunity to apply these strategies is provided in the cases at the end of each chapter and the 10 case studies presented in Appendix A.
Ethical Commitment and Virtues
The development of a dynamic set of ethical standards for psychologists’ work-related conduct requires a personal commitment and lifelong effort to act ethically; to encourage ethical.
MGMT 560 – Organizational Leadership Ethics and ProfesDioneWang844
MGMT 560 – Organizational Leadership
Ethics and Professional Codes of Conduct
*
Dilbert
Ethicsa system of moral principles: the ethics of a culture
the rules of conduct recognized in respect to a particular class of human actions or a particular group, culture, etc.: medical ethics; Christian ethics
that branch of philosophy dealing with values relating to human conduct, with respect to the rightness and wrongness of certain actions and to the goodness and badness of the motives and ends of such actions
Formal vs InformalFormal EthicsCode of ConductOathBoard of EthicsInformal EthicsNo formal governing bodyNo accountability, other than from clientNo formal repercussions
Making an Ethical Decision
Recognize the ethical dilemma
Ask yourself, is this the start of a slippery slope
One slip allows the next slip to happen more easily
Would you want your decision to the problem broadcast to the world?
Ethical SituationsMaintaining the integrity of company databases in the face of requests to use the data inappropriately
Providing truthful information on the status of projects, budgets and profits even when there are problems – being accountable for success and failure
Standing firm on a decision despite its unpopularity
Reporting suspected unethical behavior of others despite personal discomfort
Not developing personal relationships with vendors/ customers/outside agencies – potential conflict of interest issues
Principles for Creating Ethical Cultures
Principle 1: The only way to sustain Compliance is through Culture
– Employees want to be part of organizations whose values mirror their own
– Organizations need to reduce fear, encourage accountability and live by a common set of values that build trust
Principles for Creating Ethical Cultures
Principle 2: Corporate culture reflects the values of the leaders
If Leaders do not embody the ethical standards, then no one else will
Principles for Creating Ethical Cultures
Principle 3: Measurement matters – if you can’t measure it, you can’t manage it
Leadership needs to measure integrity risk and monitor progress in managing it
Culture must become a metric
Web of NeedsNeeds encountered in IT practice:User needsPersonal needsOrganizational needsNeeds of societyOthers?Framework for Ethical Analysis
Identify web of needs for project
Identify strands of web where conflict is likely to occur
Resolve conflict issues with concerned parties
Agreed needs set recorded and input into requirements analysis
ref. Taylor, M.J. & Moynihan E., Analysing IT Ethics
Ref. D. Gebler, Creating an Ethical Culture
*
Level 1 – Financial Stability: Organizations that are consumed with surviving Leaders may exercise excessive control – an environment of fear Unethical or illegal conduct can be rationalized Leaders must know and stand within clear ethical b ...
Missouri State University College of Business MGT 340 IlonaThornburg83
Missouri State University
College of Business
MGT 340 Ethics Reflection Paper Assignment
Each student will complete an ethics reflection paper consisting of these elements:
1. Ethical Models/Rules/Views
Students are asked to briefly describe and discuss the major
models/rules/views of ethics discussed in written assignments, class lecture,
films, and/or other sources. The description should produce evidence that
students understand each model and its applications and limitations.
2. Personal Perspective
Students are asked to identify the model or view of ethics that most closely
reflects their ethical perspective and explain why they identify or agree with
that perspective. They are asked to discuss their core beliefs and to
incorporate a discussion of the forces that shape their values and otherwise
lead them to use one rule or model over others.
3. Ethical Dilemma Recognition and Analysis
Students will be asked to define ethical dilemma. Each will be asked to select,
describe, and discuss an example of an ethical dilemma they have
encountered in their lives. Students should discuss the ethical dilemma in
terms of one or more of the ethical frameworks described earlier, describe
how the dilemma was resolved, and consider the full implications/limitations
of their decision in terms of the ethical framework they have selected.
4. Ethical Leadership and Corporate Social Responsibility
Students are asked to address the importance of ethical leadership in
organizations and to describe and defend their personal feelings regarding
corporate social responsibility. This should include a description of their
perspective on the degree to which organizations should be compelled to act
in a socially responsible fashion (or, conversely, should not be compelled to
actively pursue social responsibility), and the rationale supporting their views.
Technical Requirements for the Reflection Paper
1.You should not include any identifying information (for example your name)
anywhere in the paper. This paper may be submitted for accreditation purposes and if
personal identifying information is included, it cannot be submitted. Since you will be
turning in your paper on Connect, you name will be included with your electronic
submission associated with your account.
2. The paper should be between 850 words and 1,350 words long. Students will have
points deducted for submissions outside of defined word count totals.
3.Students should use the four headings in boldface in 1-4 of “The Reflection Paper
Assignment” above to identify specific sections of the paper. Points will be deducted
if the paper is not organized using the four specified headings.
4. This is a reflection paper and should be the student’s own work, this means formal
referencing should not be used. Citations, quotations, or footnotes are NOT allowed in
this paper. You may use the ...
This is a companion Powerpoint to Ethics & Psychology Podcast on ethical decision-making.
The importance of this podcast and Episode 5 is to set up vignette analysis in future podcasts. Everyone needs to be on the same page in order to apply ethical decision-making in instructional or real life situations.
Readreview the following resources for this activity· Poll.docxsedgar5
Read/review the following resources for this activity:
· Pollock (Cengage, 9e)
Writing Requirements (APA format)
· 3-4 pages (approx. 300 words per page), not including title page or references page
· 1-inch margins
· Double spaced
· 12-point Times New Roman font
· Title page with topic and name of student
Week 1 Assignment: Essay
Introduction
In your reading, you learned that there is man-made law and natural law. Next week you’ll read about punishment and its proposed purpose(s). In this assignment, you’re asked to evaluate the letter of the law vs. the spirit of the law in terms of whether someone is guilty of a crime and/or whether they should be punished. In addition, you’re asked to evaluate the ethical dilemma using a methodical process that will help you critically think through, resolve, and defend your decision on what to do. You’re just starting to see, hopefully, that ethical dilemmas aren’t always easy to resolve, and that’s precisely why they’re dilemmas! (If you like the challenge of thinking this dilemma through and are interested in something similar, read “The Merchant of Venice” by William Shakespeare. It has a similar theme and is written by one of the greatest play writes of all time!)
Activity Instructions
Mercy Killing
You are selected for a jury trial of a 64-year-old mother who killed her two adult sons. The two men had Huntington’s disease, a degenerative brain disease, and were institutionalized. They were certain to die and would endure much pain and suffering before they expired. The defendant’s husband had died from this same disease, and she had nursed him throughout his illness until his death.
The defendant took a gun into the nursing home, kissed her sons good-bye, and then shot them both through the head. She was arrested for first-degree murder. The prosecutor informs you that there is not “mercy killing” defense in the law as it is written.
If you were on the jury, how would you decide this case? What punishment does she deserve? Why?
Content Requirements: each assignment must cover the following four requirements fully.
1. Ethical Dilemma
. State what the primary and ancillary ethical dilemmas are as presented by the Case Study. Do not restate the facts of the case.
2. Present a resolution of the case study
. State specifically WHAT you’re going to do and WHY you’re doing what you’re doing to resolve the ethical dilemma. Be very specific and detailed.
3. Identify which ethical system(s) support your resolution.
Look to Chapter 2 of the Pollock textbook to identify the list of ethical systems to be used.
4. Integrate any material/concepts learned in the course that are applicable to the case study and/or your resolution.
Show specifically how the material/content applies. Be sure to cite your resources/textbook properly.
Week 2 Assignment: Essay
Introduction
In the assignment for last week, I suggested you might enjoy reading “The Merchant of Venice”. The as.
Read a selection of your colleagues’ postings.Respond to two of .docxsedgar5
Read a selection of your colleagues’ postings.
Respond to two of your colleagues (select colleagues, if possible, who have not yet received feedback on their original post) in one or more of the following ways:
· Based on your experience and the resources from the course, provide that person with additional suggestions and/or alternative approaches that he or she may not have considered specific to his or her evaluation.
· Compare your colleagues’ ideas with what IDEO found to be successful. Does IDEO offer additional ideas that would enhance the potential for success of your colleagues’ suggestions?
· Provide positive feedback that describes how the post gave you new perspectives on how to support and encourage a creative environment in the workplace. Provide details about how those perspectives influence the way you now think about creativity in the workplace.
MUST USE TEMPLATES/HEADINGS BELOW
Responses to Colleagues Template
Additional Alternatives or Suggestions to Colleague
Comparison of Colleagues Ideas to IDEO Ideas
Positive Feedback on New Perspectives Supporting Creative Environment
APA References
1st Colleague to respond to:
Factors That Contribute to a Creative Climate Specific to Both Individuals and Teams
Just last week, I started my new career as a Licensing Specialist. Thus far, it has been a wonderful experience and I am grateful for all the opportunities that are brought forth with my new career position. There is great leadership demonstrated at my job that allows the company to run smoothly. Each department has a team lead as well as a supervisor, although, you would not know it because they are reserved and treat everyone equally as if everyone is on the same management level. Puccio, Mance, and Murdock (2011) says “employee performance is more important than seniority, and the behavior of IDEO leadership consistently demonstrates that flexibility is “in” and rigid rules are “out” ” (Puccio, Mance, and Murdock, 2011, pp. 3-4). Our leaders are not strict on us and permit us the freedom to take risks, make mistakes, and learn from them. There are rules and regulations presented, however, our leaders provide an environment that is not just easy to work in, but comfortable and safe to work in.
Our work environment is surrounded by each individual having their own cubicle desk amongst their own team. Some but not all of the supervisors have their own office. Due to the open space that everyone has, it encourages everyone to mingle by communicating with each other, learning from each other, and sharing creative ideas with one another for the success of the company. The work environment is crucial at my organization mainly because of everyone not being able to have their own individual offices with having doors for privacy. “IDEO has learned that having the right size workspace makes a difference. Too much workspace decreases energy and slightly tight space generates energy. There are opportunities for spontaneous interactio.
More Related Content
Similar to READINGSIntroductionUnit II examines ethical, legal, and .docx
Chapter 3 The APA Ethics Code and Ethical Decision MakingThe APA.docxwalterl4
Chapter 3 The APA Ethics Code and Ethical Decision Making
The APA’s Ethics Code provides a set of aspirational principles and behavioral rules written broadly to apply to psychologists’ varied roles and the diverse contexts in which the science and practice of psychology are conducted. The five aspirational principles described in Chapter 2 represent the core values of the discipline of psychology that guide members in recognizing in broad terms the moral rightness or wrongness of an act. As an articulation of the universal moral values intrinsic to the discipline, the aspirational principles are intended to inspire right actions but do not specify what those actions might be. The ethical standards that will be discussed in later chapters of this book are concerned with specific behaviors that reflect the application of these moral principles to the work of psychologists in specific settings and with specific populations. In their everyday activities, psychologists will find many instances in which familiarity with and adherence to specific Ethical Standards provide adequate foundation for ethical actions. There will also be many instances in which (a) the means by which to comply with a standard are not readily apparent, (b) two seemingly competing standards appear equally appropriate, (c) application of a single standard or set of standards appears consistent with one aspirational principle but inconsistent with another, or (d) a judgment is required to determine whether exemption criteria for a particular standard are met.
The Ethics Code is not a formula for solving these ethical challenges. Psychologists are not moral technocrats simply working their way through a decision tree of ethical rules. Rather, the Ethics Code provides psychologists with a set of aspirations and broad general rules of conduct that psychologists must interpret and apply as a function of the unique scientific and professional roles and relationships in which they are embedded. Successful application of the principles and standards of the Ethics Code involves a conception of psychologists as active moral agents committed to the good and just practice and science of psychology. Ethical decision making thus involves a commitment to applying the Ethics Code and other legal and professional standards to construct rather than simply discover solutions to ethical quandaries (APA, 2012f).
This chapter discusses the ethical attitudes and decision-making strategies that can help psychologists prepare for, identify, and resolve ethical challenges as they continuously emerge and evolve in the dynamic discipline of psychology. An opportunity to apply these strategies is provided in the cases at the end of each chapter and the 10 case studies presented in Appendix A.
Ethical Commitment and Virtues
The development of a dynamic set of ethical standards for psychologists’ work-related conduct requires a personal commitment and lifelong effort to act ethically; to encourage ethical.
MGMT 560 – Organizational Leadership Ethics and ProfesDioneWang844
MGMT 560 – Organizational Leadership
Ethics and Professional Codes of Conduct
*
Dilbert
Ethicsa system of moral principles: the ethics of a culture
the rules of conduct recognized in respect to a particular class of human actions or a particular group, culture, etc.: medical ethics; Christian ethics
that branch of philosophy dealing with values relating to human conduct, with respect to the rightness and wrongness of certain actions and to the goodness and badness of the motives and ends of such actions
Formal vs InformalFormal EthicsCode of ConductOathBoard of EthicsInformal EthicsNo formal governing bodyNo accountability, other than from clientNo formal repercussions
Making an Ethical Decision
Recognize the ethical dilemma
Ask yourself, is this the start of a slippery slope
One slip allows the next slip to happen more easily
Would you want your decision to the problem broadcast to the world?
Ethical SituationsMaintaining the integrity of company databases in the face of requests to use the data inappropriately
Providing truthful information on the status of projects, budgets and profits even when there are problems – being accountable for success and failure
Standing firm on a decision despite its unpopularity
Reporting suspected unethical behavior of others despite personal discomfort
Not developing personal relationships with vendors/ customers/outside agencies – potential conflict of interest issues
Principles for Creating Ethical Cultures
Principle 1: The only way to sustain Compliance is through Culture
– Employees want to be part of organizations whose values mirror their own
– Organizations need to reduce fear, encourage accountability and live by a common set of values that build trust
Principles for Creating Ethical Cultures
Principle 2: Corporate culture reflects the values of the leaders
If Leaders do not embody the ethical standards, then no one else will
Principles for Creating Ethical Cultures
Principle 3: Measurement matters – if you can’t measure it, you can’t manage it
Leadership needs to measure integrity risk and monitor progress in managing it
Culture must become a metric
Web of NeedsNeeds encountered in IT practice:User needsPersonal needsOrganizational needsNeeds of societyOthers?Framework for Ethical Analysis
Identify web of needs for project
Identify strands of web where conflict is likely to occur
Resolve conflict issues with concerned parties
Agreed needs set recorded and input into requirements analysis
ref. Taylor, M.J. & Moynihan E., Analysing IT Ethics
Ref. D. Gebler, Creating an Ethical Culture
*
Level 1 – Financial Stability: Organizations that are consumed with surviving Leaders may exercise excessive control – an environment of fear Unethical or illegal conduct can be rationalized Leaders must know and stand within clear ethical b ...
Missouri State University College of Business MGT 340 IlonaThornburg83
Missouri State University
College of Business
MGT 340 Ethics Reflection Paper Assignment
Each student will complete an ethics reflection paper consisting of these elements:
1. Ethical Models/Rules/Views
Students are asked to briefly describe and discuss the major
models/rules/views of ethics discussed in written assignments, class lecture,
films, and/or other sources. The description should produce evidence that
students understand each model and its applications and limitations.
2. Personal Perspective
Students are asked to identify the model or view of ethics that most closely
reflects their ethical perspective and explain why they identify or agree with
that perspective. They are asked to discuss their core beliefs and to
incorporate a discussion of the forces that shape their values and otherwise
lead them to use one rule or model over others.
3. Ethical Dilemma Recognition and Analysis
Students will be asked to define ethical dilemma. Each will be asked to select,
describe, and discuss an example of an ethical dilemma they have
encountered in their lives. Students should discuss the ethical dilemma in
terms of one or more of the ethical frameworks described earlier, describe
how the dilemma was resolved, and consider the full implications/limitations
of their decision in terms of the ethical framework they have selected.
4. Ethical Leadership and Corporate Social Responsibility
Students are asked to address the importance of ethical leadership in
organizations and to describe and defend their personal feelings regarding
corporate social responsibility. This should include a description of their
perspective on the degree to which organizations should be compelled to act
in a socially responsible fashion (or, conversely, should not be compelled to
actively pursue social responsibility), and the rationale supporting their views.
Technical Requirements for the Reflection Paper
1.You should not include any identifying information (for example your name)
anywhere in the paper. This paper may be submitted for accreditation purposes and if
personal identifying information is included, it cannot be submitted. Since you will be
turning in your paper on Connect, you name will be included with your electronic
submission associated with your account.
2. The paper should be between 850 words and 1,350 words long. Students will have
points deducted for submissions outside of defined word count totals.
3.Students should use the four headings in boldface in 1-4 of “The Reflection Paper
Assignment” above to identify specific sections of the paper. Points will be deducted
if the paper is not organized using the four specified headings.
4. This is a reflection paper and should be the student’s own work, this means formal
referencing should not be used. Citations, quotations, or footnotes are NOT allowed in
this paper. You may use the ...
This is a companion Powerpoint to Ethics & Psychology Podcast on ethical decision-making.
The importance of this podcast and Episode 5 is to set up vignette analysis in future podcasts. Everyone needs to be on the same page in order to apply ethical decision-making in instructional or real life situations.
Readreview the following resources for this activity· Poll.docxsedgar5
Read/review the following resources for this activity:
· Pollock (Cengage, 9e)
Writing Requirements (APA format)
· 3-4 pages (approx. 300 words per page), not including title page or references page
· 1-inch margins
· Double spaced
· 12-point Times New Roman font
· Title page with topic and name of student
Week 1 Assignment: Essay
Introduction
In your reading, you learned that there is man-made law and natural law. Next week you’ll read about punishment and its proposed purpose(s). In this assignment, you’re asked to evaluate the letter of the law vs. the spirit of the law in terms of whether someone is guilty of a crime and/or whether they should be punished. In addition, you’re asked to evaluate the ethical dilemma using a methodical process that will help you critically think through, resolve, and defend your decision on what to do. You’re just starting to see, hopefully, that ethical dilemmas aren’t always easy to resolve, and that’s precisely why they’re dilemmas! (If you like the challenge of thinking this dilemma through and are interested in something similar, read “The Merchant of Venice” by William Shakespeare. It has a similar theme and is written by one of the greatest play writes of all time!)
Activity Instructions
Mercy Killing
You are selected for a jury trial of a 64-year-old mother who killed her two adult sons. The two men had Huntington’s disease, a degenerative brain disease, and were institutionalized. They were certain to die and would endure much pain and suffering before they expired. The defendant’s husband had died from this same disease, and she had nursed him throughout his illness until his death.
The defendant took a gun into the nursing home, kissed her sons good-bye, and then shot them both through the head. She was arrested for first-degree murder. The prosecutor informs you that there is not “mercy killing” defense in the law as it is written.
If you were on the jury, how would you decide this case? What punishment does she deserve? Why?
Content Requirements: each assignment must cover the following four requirements fully.
1. Ethical Dilemma
. State what the primary and ancillary ethical dilemmas are as presented by the Case Study. Do not restate the facts of the case.
2. Present a resolution of the case study
. State specifically WHAT you’re going to do and WHY you’re doing what you’re doing to resolve the ethical dilemma. Be very specific and detailed.
3. Identify which ethical system(s) support your resolution.
Look to Chapter 2 of the Pollock textbook to identify the list of ethical systems to be used.
4. Integrate any material/concepts learned in the course that are applicable to the case study and/or your resolution.
Show specifically how the material/content applies. Be sure to cite your resources/textbook properly.
Week 2 Assignment: Essay
Introduction
In the assignment for last week, I suggested you might enjoy reading “The Merchant of Venice”. The as.
Read a selection of your colleagues’ postings.Respond to two of .docxsedgar5
Read a selection of your colleagues’ postings.
Respond to two of your colleagues (select colleagues, if possible, who have not yet received feedback on their original post) in one or more of the following ways:
· Based on your experience and the resources from the course, provide that person with additional suggestions and/or alternative approaches that he or she may not have considered specific to his or her evaluation.
· Compare your colleagues’ ideas with what IDEO found to be successful. Does IDEO offer additional ideas that would enhance the potential for success of your colleagues’ suggestions?
· Provide positive feedback that describes how the post gave you new perspectives on how to support and encourage a creative environment in the workplace. Provide details about how those perspectives influence the way you now think about creativity in the workplace.
MUST USE TEMPLATES/HEADINGS BELOW
Responses to Colleagues Template
Additional Alternatives or Suggestions to Colleague
Comparison of Colleagues Ideas to IDEO Ideas
Positive Feedback on New Perspectives Supporting Creative Environment
APA References
1st Colleague to respond to:
Factors That Contribute to a Creative Climate Specific to Both Individuals and Teams
Just last week, I started my new career as a Licensing Specialist. Thus far, it has been a wonderful experience and I am grateful for all the opportunities that are brought forth with my new career position. There is great leadership demonstrated at my job that allows the company to run smoothly. Each department has a team lead as well as a supervisor, although, you would not know it because they are reserved and treat everyone equally as if everyone is on the same management level. Puccio, Mance, and Murdock (2011) says “employee performance is more important than seniority, and the behavior of IDEO leadership consistently demonstrates that flexibility is “in” and rigid rules are “out” ” (Puccio, Mance, and Murdock, 2011, pp. 3-4). Our leaders are not strict on us and permit us the freedom to take risks, make mistakes, and learn from them. There are rules and regulations presented, however, our leaders provide an environment that is not just easy to work in, but comfortable and safe to work in.
Our work environment is surrounded by each individual having their own cubicle desk amongst their own team. Some but not all of the supervisors have their own office. Due to the open space that everyone has, it encourages everyone to mingle by communicating with each other, learning from each other, and sharing creative ideas with one another for the success of the company. The work environment is crucial at my organization mainly because of everyone not being able to have their own individual offices with having doors for privacy. “IDEO has learned that having the right size workspace makes a difference. Too much workspace decreases energy and slightly tight space generates energy. There are opportunities for spontaneous interactio.
Read a selection of your colleagues’ postings.Respond to at leas.docxsedgar5
Read a selection of your colleagues’ postings.
Respond to at least two of your colleagues in one or more of the following ways:
· Expand upon or suggest alternative approaches to your colleague’s plan by drawing upon the resources and materials from this course. Justify your contributions with an explanation as to why you think your suggestions will improve the plan.
· Share a professional experience that would be relevant and helpful to the plan presented by your colleague. Explain how your experience is relevant and helpful.
· Share an insight you gained from your colleague’s presentation that you would like to use in your workplace and describe how you would envision using it.
MUST USE FOR Response to Colleagues Template
Expansion of a Colleagues Plan with Justification
Share a Helpful Professional Experience
Share a Colleague’s Insight That You Would Use in Your Workplace
APA References
1st Colleague to respond to:
How You Would Bring a Team Together & Lead Them to Start Such an Initiative
My management preference as a leader, is to have biweekly meetings with my team and 1 on 1’s. Why? Because not everyone is comfortable talking or communicating with others at the beginning. I have utilized this process before of which once a person is able to relate and show their strengths, I promote the two different meeting sessions. The three times I have utilized this method of communication, I have only had to conduct three 1 on 1’s. Then everyone is comfortable with each other and understands each other roles, expertise and also realizes they can learn from each other. Because of the differences, whether it is creativity, or education it ultimately brings understanding with each other and the relationships are relaxed to listen and ask each other questions to help one another. “I like to take the time to weigh different solutions and then turn the best in something great”(Grivas, C et al, pg. 22). Human Resources/Benefits is about preparing for new hires, open enrollment and the various concerns during the course of a year that our employees may encounter.
Course Related Tools to use on Team
As a leader, it is my responsibility to have the initial plan of what I need for the team to think about, elaborate and to clarify, and promote other ideas to accommodate our employees. I want them to own want we the company want for our employees to experience. The team is expected to provide new innovative ideas to ensure that employees are educated and comfortable with the information that is provided to them regarding HR/Benefits. I’m not here as their leader to “…set standards of behavior or expectations of performance and then violate them”(Zenger, J., et al 2009). That is not being a leader or team player. I want my team to elevate and be promoted, so holding them back is not what I want for them. This team is ready to work with each other, I recommended that the team select a captain so that when I am in other meetings the captain will be.
Read a selection of your colleagues’ postings. Make sure to find p.docxsedgar5
Read a selection of your colleagues’ postings. Make sure to find posts where the organization presented was different in size (large vs. small) or where your colleague assessed the organization from a different organizational level (e.g., top level vs. middle level management). Compare your colleagues’ experiences and assessments with your own, giving careful thought to how these dimensions might have impacted the results.
Respond to two or more of your colleagues in one or more of the following ways:
· Compare the results of your colleague’s assessment with your own. What factors were ranked differently and what factors seemed to impact the climate of creativity the most. Explain why.
· Based upon specific details in a colleague’s assessment, explain any additional insights about the influence of the size of the organization and/or the level within the organization from which the assessment was made. For example, how might the assessment change or differ if one is on the frontline versus upper management.
· Analyze the importance of leading from all levels of the organization in fostering a creative climate.
Template Responses to Your Colleagues
Comparison of Colleagues Assessment with Your Own
Additional Insights
Analysis of Leading from All levels
APA References
1st Colleague to respond to:
Description of the Organization
The selected organization is a large, global company with locations in over 14 countries. I currently work for the organization as a Marketing Manager and will be completing this assessment based on my experience in this role and access to varying levels of the organization.
Description of factors that Contribute to Creative Climate
Due to the size of the organization, there are varying levels of leadership and management. I have access to several, both in the America’s and globally due to the nature of our marketing department. I would say that the overall creative climate of our organization involves trust, openness and freedom. Of course, each department varies in creative climate due to the tasks at hand, however as an organization, the creative climate is very positive.
Speaking specifically about the marketing department in which I work, I would say that individual and teams have a positive creative climate and push the boundaries where necessary. For teams, its important to “Match the right people with the right assignments, so employees are stretched but not stretched too thin” (Amabile, 2000). Our organization does a great job at doing so and also in giving “freedom within the company’s goals” (Amabile, 2000). Although there are goals to meet, we can achieve them however we feel is best. Fresh ideas are encouraged and often help achieve new goals.
Areas that contribute to negative creative climate are often time and money. As an organization I think we can continually do better in creating realistic timelines. “Organizations routinely kill creativity with fake deadlines or impossibly tight ones. The former cr.
Read
register 1
Read
register 2
Write
register
Write
data
Registers ALU
Zero
Read
data 1
Read
data 2
Sign
extend
16 32
Instruction
[31–26]
Instruction
[25–21]
Instruction
[20–16]
Instruction
[15–0]
ALU
result
M
u
x
M
u
x
Shift
left 2
Shift
left 2
Instruction
register
PC 0
1
M
u
x
0
1
M
u
x
0
1
M
u
x
0
1
A
B 0
1
2
3
M
u
x
0
1
2
ALUOut
Instruction
[15–0]
Memory
data
register
Address
Write
data
Memory
MemData
4
Instruction
[15–11]
PCWriteCond
PCWrite
IorD
MemRead
MemWrite
MemtoReg
IRWrite
PCSource
ALUOp
ALUSrcB
ALUSrcA
RegWrite
RegDst
26 28
Outputs
Control
Op
[5–0]
ALU
control
PC [31–28]
Instruction [25-0]
Instruction [5–0]
Jump
address
[31–0]
Control
Hazard
detection
unit
+
4
PC
Instruction
memory
Sign-
extend
Registers =
+
Fowarding
unit
ALU
ID/EX
MEM/WB
EX/MEM
WB
M
EX
Shift
left 2
IF.Flush
IF/ID
M
u
x
M
u
x
Data
memory
WB
WBM
0
M
u
x
M
u
x
M
u
x
M
u
x
WB
M
EX
WB
M WB
M
em
W
rit
e
PCSrc
M
em
to
R
eg
MemRead
Add
Address
Instruction
memory
Read
register 1
Read
register 2
Instruction
[15–0]
Instruction
[20–16]
Instruction
[15–11]
Write
register
Write
data
Read
data 1
Read
data 2
Registers Address
Write
data
Read
data
Data
memory
Add Add
result
ALU ALU
result
Zero
Shift
left 2
Sign-
extend
PC
4
ID/EX
IF/ID
EX/MEM
MEM/WB
16 632 ALU
control
RegDst
ALUOp
ALUSrc
R
eg
W
rit
e
In
st
ru
ct
io
n
Branch
Control
0
M
u
x
1
0
M
u
x
M
u
x
M
u
x
1
1
0
0
1
MemRead
ALUSrcA = 0
IorD = 0
IRWrite
ALUSrcB = 01
ALUOp = 00
PCWrite
PCSource = 00
ALUSrcA = 0
ALUSrcB = 11
ALUOp = 00
ALUSrcA = 1
ALUSrcB = 00
ALUOp = 10
ALUSrcA = 1
ALUSrcB = 10
ALUOp = 00
MemRead
IorD = 1
MemWrite
IorD = 1
RegDst = 1
RegWrite
MemtoReg = 0
RegDst = 0
RegWrite
MemtoReg = 1
PCWrite
PCSource = 10
ALUSrcA = 1
ALUSrcB = 00
ALUOp = 01
PCWriteCond
PCSource = 01
Instruction decode/
register fetch
Instruction fetch
0 1
Start
(Op
=
'LW
') o
r (O
p =
'SW
')
(O
p
=
R-
typ
e)
(O
p
=
'B
E
Q
')
(O
p
=
'J
')
Jump
completion
9862
3
4
5 7
Memory read
completon step
R-type completion
Memory
access
Memory
access
Execution
Branch
completion
Memory address
computation
(Op = 'SW
')
(O
p
=
'L
W
')
Name:
0
M (2) Consider the MIPS implementation shown in Figure 4.65 (page 325) of the textbook. Assume thatthis implementation is modified by adding to it the ALUSrc MUX, as shown in Figure 4.57 (page
312). Furthermore, this implementation includes the logic described in Slide 7.54.
The frequency of the clock signal in this implementation is 400 MHz. The workload executed on this
processor requires executing 200,000,000,000 instructions. In this workload, 45% of the instructions
are R-type, 22% are lw, 13% are sw, and 20% are beq.
For 33% of the R-type instructions one of the operands is the output of the immediately preceding
instruction, which is also an R-type instruction. For 28% of t.
Read Chapter two Written in the Rocks” in Why Evolution is True .docxsedgar5
Read Chapter two “Written in the Rocks” in Why Evolution is True and prepare to discuss it in class and answer the following questions.
1. What was the date that the first fossils were found?
2. Describe how a fossil is made.
3. Where are the best places to find a fossil?
4. Explain how carbon dating works.
5. Explain the principal of superposition. When was it proposed and by whom? What happened to this man?
6. The history of the Earth is (almost 5 billion years) is divided into 6 periods. Describe the major happenings for these.
Hadean
Archaean
Proterozoic
Paleozoic
Mesozoic
Cenozoic
7. What is a trilobite. When and where were they found.
8. What is plankton? What is their advantage to give evidence for evolution?
9. What is a missing link? Why is this term a questionable term to use? Why is the term “transitional species” preferred? What is a transitional species?
10. Tiktaalik had traits of fish (list them) and of land animals (list them).
11. What traits did dinosaurs have in common with birds?
12. What evidence is there that whales originated from land animals?
.
Ready to Pay 70$ for one below AssignmentTime Duration - 4 Hours.docxsedgar5
Ready to Pay 70$ for one below Assignment
Time Duration - 4 Hours
Hello,
I need help with one of the Assignment for my Data Science and Big Data Course.
I have a Dataset for VPN-nonVPN Traffic. I need help with the below
1. Plot variable importance plot with 10-20 importance features
2. Partial plot with 3-5 most important features
3. How did you select features?
4. Did you make any important feature transformations?
5. Did you find any interesting interactions between features?
6. Did you use external data? (if permitted)
.
ReadSilvia, P. (2017). Knowledge emotions feelings that fost.docxsedgar5
Read:
Silvia, P. (2017).
Knowledge emotions: feelings that foster learning, exploring, and
Actions
reflecting
Actions
.
In R. Biswas-Diener & E. Diener (Eds), Noba textbook Series: Psychology. Csabai, M. (2017, September 13). The 4 stages of learning a new skill. Retrievedfrom Mind in Motion:
http://mindinmotion.co.za/4-stages-of-learning-anything/ (Links to an external site.)
Access & Take the following two inventories:
Learning Styles Inventory:
(Links to an external site.)
(Links to an external site.)
http://www.educationplanner.org/students/self-assessments/learning-styles-quiz.shtml (Links to an external site.)
(Links to an external site.)
(Links to an external site.)
Multiple Intelligences Survey:
http://www.literacynet.org/mi/assessment/findyourstrengths.html (Links to an external site.)
Use the following template to write your answers to
The Nature of the Learning Process-2.docx
Actions
(Save file, then download from 'save')
.
ReadSimonton, D. K. (2017). Creativity. In R. Biswas-Diene.docxsedgar5
Read:
Simonton, D. K. (2017).
Creativity
. In R. Biswas-Diener & E. Diener (Eds),
Actions
Noba textbook series: Psychology.
Watch:A video with Dewitt Jones, a National Geographic photographer titled
Everyday Creativity. Access Everyday Creativity with the following link:
Jones, D., Everyday Creativity. (Links to an external site.)
Also access and watch the following two videos:
Creativity Science (Links to an external site.)
How To Be Creative | Off Book | PBS Digital Studios (Links to an external site.)
Use the following template to respond to your readings and activities about accessing creativity.
.
ReadRethinking the Social Responsibility of Business A Reason t.docxsedgar5
Read:
Rethinking the Social Responsibility of Business: A Reason to Debate Featuring Milton Friedman, Whole Food’s John Mackey, and Cypress Semicondutor’s T. J. Rodgers. Pages 231-239
Discuss the concept that corporations add far more to society by maximizing “long-term shareholder value” than they do by donating time and money to charity.
How important is this concept to business, society, and to you? Which position do you believe is more accurate…Rodgers or Mackey?
.
ReadingsUse The American Community College attached below t.docxsedgar5
Readings
Use
The American Community College
attached below to read the following:
Chapter 2, "Students: Diverse Backgrounds and Purposes," pages 45–77.
Chapter 8, "Developmental Education: Enhancing Literacy and Basic Skills," pages 235–264.
For this question, resume the role of a public information officer.
A new local education reporter, the graduate of a prestigious university, has contacted you. She recently learned that community colleges serve many different types of students and are the most ethnically representative institutions in U.S. higher education. She asks you to provide her with a 300–400 word explanation of how community colleges became the most diverse institutions in terms of student ethnicity and age. Using current APA style, write your analysis of why community colleges can serve diverse student populations.
.
ReadMeData DescriptionIDCustomer IDAgeCustomers age in yearsExpe.docxsedgar5
ReadMeData Description:IDCustomer IDAgeCustomer's age in yearsExperienceYears of professional experienceIncomeAnnual income of the customer ($000)ZIPCodeHome Address ZIP code.FamilyFamily size of the customerCCAvgAvg. spending on credit cards per month ($000)EducationEducation Level. 1: Undergrad; 2: Graduate; 3: Advanced/ProfessionalMortgageValue of house mortgage if any. ($000)Personal LoanDid this customer accept the personal loan offered in the last campaign?Securities AccountDoes the customer have a securities account with the bank?CD AccountDoes the customer have a certificate of deposit (CD) account with the bank?OnlineDoes the customer use internet banking facilities?CreditCardDoes the customer use a credit card issued by the bank?Note: Data is hypothetical
Bank_Personal_Loan_ModellingIDAge (in years)Experience (in years)Income (in K/month)ZIP CodeFamily membersCCAvgEducationMortgagePersonal LoanSecurities AccountCD AccountOnlineCreditCard1251499110741.6100100024519349008931.5100100033915119472011100000043591009411212.720000005358459133041200000163713299212140.421550001075327729171121.5200001085024229394310.3300000193510819008930.6210400010103491809302318.930100001165391059471042.4300000012295459027730.120000101348231149310623.83001000145932409492042.5200001015674111291741121001000166030229505411.530000111738141309501044.7313410000184218819430542.410000001946211939160428.13010000205528219472010.5200100121563125940150.9211100010225727639009532300001023295629027711.2126000010244418439132020.71163010002536111529552123.9115900001264319299430530.519700010274016839506440.230000002846201589006412.41000011295630489453912.230000113038131199410413.32010111315935359310611.23122000103240162994117122000010335328419480120.631930000034306189133030.9300000035315509403541.83000010364824819264730.710000003759351219472012.91000001385125719581411.431980000039421814194114353011110403813809411540.7328500010415732849267231.6300100042349609412232.31000000433271329001941.1241210010443915459561610.710000104546201049406515.71000011465731529472042.51000001473914439501430.72153000104837121949138040.2321111111495626819574724.53000001504016499237311.810000015132889209340.720010105261371319472012.9100001053306729400510.11207000005450261909024532.132401001055295449581910.2300001056411713994022281000010575530299400530.120011105856311319561621.230100005928293940650.21000000603151889132024.5145500000614924399040431.720010106247211259340715.7111201000634218229008911100000064421732945234020000106547231059002423.310000006659351319136013.810000116762361059567022.8133600000685323459512342313201000694721609340732.11000011705329209004540.210000107142181159133513.510000017253296993907412000010734420130920071510000017441168594606143000011752831359461123.31000001763171359490143.82010111775832129132030.33000000784620299222030.520000007954301339330522.63010000805026199472020.4111800010816036419513441.3117400011824722409461232.72000010834116829250714300001084339509430512.42000000854.
reading Phillips & Soltis Chapter 6Wenger A Social .docxsedgar5
reading
Phillips & Soltis: Chapter 6
Wenger: A Social Theory of Learning
McLeod: Vygotsky (Links to an external site.)
https://www.simplypsychology.org/vygotsky.html
Schunk: Chapter 6 (Read Only the Following Pages/Sections)
240 (Vygotsky S.C. Theory) - 248
250 (Socially Mediated Learning) - 233
269 (Peer Assisted) - 271
274 (Summary) - 277
Commentonat least 3 Classmates’Posts (approximately 150 -300 words each)§
- comment must address the R2R prompt and your classmate’s response substantively; if you agree or disagree, provide reasoning and rational evidence from the readings to support your position
- build on the ideas of what your classmate has written and dig deeper into the ideas
- support your views through research you have read or through your personal and/or professional experiences§demonstrate a logical progression of ideas
- comments need to be thoughtful and substantive; not gratuitous comments like “this was a good post” or simply that “you agree”. Simply congratulating the writer on their astute insights is insufficient.
- cite the readings in your response by using proper APA Style format and conventions.
classmate 1
Hello everyone!
Social learning theory is described as being a “theory of learning process and social behavior which proposes that new behaviors can be acquired by observing and imitating others.” Learning is a social experience in a lot of different ways. Social interactions are critical in learning. We learn so much from interacting with others and our environment. The fundamental principles of social learning states that “learning occurs when observing other's behaviors and the resulting outcomes of those behaviors.” Observation and mimicking are the first forms of learning as a child. Peer collaboration, reciprocal teaching, apprenticeships, and scaffolding are all examples of learning using the social model. In other words, we learn from everything around us. We learn from our interactions as it stimulates developmental processes and fosters cognitive growth, the information that is “learned” is transformed into knowledge.
Lev Vygotsky is a constructivist theorist; he placed more emphasis on the social environment being a factor in learning. Vygotsky’s theory stresses that “the interaction of interpersonal (social), cultural-historical, and individual factors as the key to human development. Vygotsky considered the social environment critical for learning and thought that social interactions form learning experiences” (Schunk, page 242). One of the fundamental concepts presented by Lev Vygotsky is that a person’s interactions with the environment aid in their learning. Social interactions are necessary for learning to take place, and that knowledge is gained when two or more people interact with one another. Another concept would be self-regulation, which involves “the coordination of mental processes such as planning, synthesizing, and forming concepts” (Schunk, page 252)..
Readings Maggie Nelson, Great to Watch”Martha Stout, .docxsedgar5
Readings:
Maggie Nelson, “Great to Watch”
Martha Stout, “When I Woke Up Tuesday Morning, It Was Friday”
Azar Nafisi, “Selections from
Reading Lolita in Tehran
”
Rough Draft (4 pages) due Wed. 11/20 (bring 2 paper copies to class for Peer Review and upload
To Canvas)
Final Draft (5-6 pages) due Wed. 12/4 (upload to Canvas)
Question for Writing:
Azar Nafisi reflects on her experiences as a woman living in Tehran under a totalitarian regime. In secret, with a select group of female students, Nafisi and her class explore the world of forbidden literature as a form of mental resistance against their loss of freedom.
Considering the ideas and themes of Martha Stout and Maggie Nelson, develop a thesis that investigates how these concepts may inform our reading of Nafisi’s memoir.
Themes include (but are not limited to) the utility of subjective mental states such as dissociation and imagination; the role of violence in the media; and the creation and preservation of self-identity.
Remember:
Connections between authors are not only parallels, but include complications, contrasts, frame-case relationships, etc. A quality Expos essay has complex connections!
.
ReadingsRead Chapter 10 in the text Human resource management..docxsedgar5
Readings
Read Chapter 10 in the text:
Human resource management.
Discussions
To participate in the following Discussion Forums, go to this week's
Discussion
link in the left navigation:
Global HRM
How does the current landscape of global HRM impact HR planning?
What are the HRM implications of Hofstede’s, Trompenaars’, and the GLOBE models’ cross-cultural dimensions? Respond to at least two of your classmates' postings.
The Future of HRM
Today, social media is playing a major role in the selection process. How would the use of such tools as LinkedIn, Twitter, Facebook and others impact your decision in finding the right candidate and why would you select such tool(s)? What would be the impact on HR policies?
.
Readings1. Randolph, K. A. (2010). Logic models. In B. Thyer.docxsedgar5
Readings
1. Randolph, K. A. (2010). Logic models. In B. Thyer (Ed.).
The handbook of social work research methods
(2nd ed., pp. 547-562). Thousand Oaks, CA: Sage
2. Logan, T. K., & Royse, D. (2010). Program evaluation studies. In B. Thyer (Ed.). The handbook of social
work research methods (2nd ed., pp. 221-240). Thousand Oaks, CA: Sage.
You can also use Colleagues references in the attached document to refer to their response to the questions.
COVID19
.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
Honest Reviews of Tim Han LMA Course Program.pptxtimhan337
Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
Acetabularia Information For Class 9 .docxvaibhavrinwa19
Acetabularia acetabulum is a single-celled green alga that in its vegetative state is morphologically differentiated into a basal rhizoid and an axially elongated stalk, which bears whorls of branching hairs. The single diploid nucleus resides in the rhizoid.
Home assignment II on Spectroscopy 2024 Answers.pdf
READINGSIntroductionUnit II examines ethical, legal, and .docx
1. READINGS:
Introduction
Unit II
examines ethical, legal, and legislative issues affecting
leadership and management as well as professional advocacy.
This chapter focuses on applied ethical decision making as a
critical leadership role for managers.
Chapter 5
examines the impact of legislation and the law on leadership
and management, and
Chapter 6
focuses on advocacy for patients and subordinates and for the
nursing profession in general.
Ethics
is the systematic study of what a person’s conduct and actions
should be with regard to self, other human beings, and the
environment; it is the justification of what is right or good and
the study of what a person’s life and relationships should be,
not necessarily what they are. Ethics is a system of moral
conduct and principles that guide a person’s actions in regard to
right and wrong and in regard to oneself and society at large.
Ethics is concerned with doing the right thing, although it is not
always clear what that is.
Applied ethics
requires application of normative ethical theory to everyday
problems. The normative ethical theory for each profession
arises from the purpose of the profession. The values and norms
of the nursing profession, therefore, provide the foundation and
filter from which ethical decisions are made. The nurse-
manager, however, has a different ethical responsibility than the
2. clinical nurse and does not have as clearly defined a foundation
to use as a base for ethical reasoning.
In addition, because management is a discipline and not a
profession, its purpose is not as clearly defined as medicine or
law; therefore, the norms that guide ethical decision making are
less clear. Instead, the organization reflects norms and values to
the manager, and the personal values of managers are reflected
through the organization. The manager’s ethical obligation is
tied to the organization’s purpose, and the purpose of the
organization is linked to the function that it fills in society and
the constraints society places on it. So, the responsibilities of
the nurse-manager emerge from a complex set of interactions.
Society helps define the purposes of various institutions, and
the purposes, in turn, help ensure that the institution fulfills
specific functions. However, the specific values and norms in
any institution determine the focus of its resources and shape its
organizational life. The values of people within institutions
influence actual management practice. In reviewing this set of
complex interactions, it becomes evident that arriving at
appropriate ethical management decisions can be a difficult
task.
In addition,
nursing management ethics
are distinct from
clinical nursing ethics
. Although significant research exists regarding ethical
dilemmas and moral distress experienced by staff nurses in
clinical roles, less research exists regarding the ethical distress
experienced by nursing managers.
Nursing management ethics are also distinct from other areas of
management. Although there are many similar areas of
responsibility between nurse-managers and non–nurse-
3. managers, many leadership roles and management functions are
specific to nursing. These differences require the nurse-manager
to deal with unique obligations and ethical dilemmas that are
not encountered in nonnursing management.
In addition, because personal, organizational, subordinate, and
consumer responsibilities differ, there is great potential for
nursing managers to experience intrapersonal conflict about the
appropriate course of action. Multiple advocacy roles and
accountability to the profession further increase the likelihood
that all nurse-managers will be faced with ethical dilemmas in
their practice. Nurses often find themselves viewed
simultaneously as advocates for physicians, patients, and the
organization—all of whose needs and goals may be dissimilar.
Nurses are often placed in situations where they are expected to
be agents for patients, physicians, and the organization
simultaneously, all of which may have conflicting needs, wants,
and goals.
To make appropriate ethical decisions then, the manager must
have knowledge of ethical principles and frameworks, use a
professional approach that eliminates trial and error and focuses
on proven decision-making models, and use available
organizational processes to assist in making such decisions.
Such organizational processes include institutional review
boards (IRBs), ethics committees, and professional codes of
ethics. Using both a systematic approach and proven ethical
tools and technology allows managers to make better decisions
and increases the probability that they will feel confident about
the decisions they have made. Leadership roles and management
functions associated with ethics are shown in
Display 4.1
.
DISPLAY
4. 4.1
LEADERSHIP ROLES AND MANAGEMENT FUNCTIONS
ASSOCIATED WITH ETHICS
Leadership Roles
1.
Is self-aware regarding own values and basic beliefs about the
rights, duties, and goals of human beings
2.
Accepts that some ambiguity and uncertainty must be a part of
all ethical decision making
3.
Accepts that negative outcomes occur in ethical decision
making despite high-quality problem solving and decision
making
4.
Demonstrates risk taking in ethical decision making
5.
Role models ethical decision making, which is congruent with
the American Nurses Association (ANA)
Code of Ethics for Nurses With Interpretive Statements
(
ANA, 2015
), the ANA
Nursing Administration: Scope and Standards of Practice
(
2016
), and professional standards
5. 6.
Clearly communicates expected ethical standards of behavior
7.
Role models behavior that eliminates theory–practice–ethics
gaps and promotes ethical behavior as the norm
8.
Promotes patients’ self-determination and informed decision
making
9.
Collaborates with others to protect human rights and promote
social justice
10.
Assures that nurses are represented on interprofessional teams
addressing ethical risks, benefits, and outcomes
Management Functions
1.
Uses a systematic approach to problem solving and decision
making when faced with management problems with ethical
ramifications
2.
Identifies outcomes in ethical decision making that should
always be sought or avoided
3.
Uses established ethical frameworks to clarify values and
beliefs
4.
Applies principles of ethical reasoning to define what beliefs
6. or values form the basis for decision making
5.
Is aware of legal precedents that may guide ethical decision
making and is accountable for possible liabilities should they go
against the legal precedent
6.
Continually reevaluates the quality of personal ethical decision
making based on the process of decision making or problem
solving used
7.
Constantly assesses levels of moral uncertainty, moral
distress, and moral outrage in subordinates and intervenes as
necessary to protect quality patient care and worker’s well-
being
8.
Establishes systems whereby ethical issues impacting
stakeholders (health-care consumers, workers, community, etc.)
can be addressed and resolved
9.
Recognizes and rewards ethical conduct of subordinates
10.
Takes appropriate action when subordinates demonstrate
unethical conduct
Moral Issues Faced by Nurses
Despite 2017 Gallup poll findings that show Americans have
ranked nursing as the most honest ethical profession for the
16th consecutive year (
Jimenez, 2018
7. ), ethical issues are commonplace in nursing.
Peter (2018)
agrees, noting that “nurses’ moral lives are growing in
complexity given rapid changes that are the result of scientific
advances, a growing business ethos, and technological processes
aimed at standardizing patient care. At times, nurses believe
that they cannot respond adequately to the ethical issues that
they encounter because of their enormity and nurses’
responsibility to continue to care for patients despite the
obstacles” (para. 1).
There are many terms used to describe these moral issues
including
moral indifference
,
moral uncertainty
,
moral conflict
,
moral distress
,
moral outrage
, and
ethical dilemmas
.
Moral indifference
occurs when an individual questions why morality in practice is
even necessary.
Moral uncertainty
or
moral conflict
occurs when an individual is unsure which moral principles or
values apply and may even include uncertainty as to what the
moral problem is.
On the other hand,
8. moral distress
occurs when the individual knows the right thing to do, but
organizational constraints make it difficult to take the right
course of action. Thus, morally distressed nurses often
demonstrate biological, emotional, and moral stress because of
this intrapersonal conflict (
Edmonson, 2015
). Indeed, morally distressed nurses often experience anger,
loneliness, depression, guilt, powerlessness, anxiety, and even
emotional withdrawal. This then leads to turnover as the nurse
leaves the stressful situation for a less stressful environment (
Edmonson, 2015
).
Barlem and Ramos (2015)
suggest that moral distress is one of the main ethical problems
affecting nurses in all health systems and thus is a threat to
nurses’ integrity and to the very essence of quality of patient
care.
Moral outrage
occurs when an individual witnesses the immoral act of another
but feels powerless to stop it. Lastly, the most difficult of all
moral issues is termed a
moral
or
ethical dilemma
, which is being forced to choose between two or more
undesirable alternatives. For example, a nurse might experience
a moral or ethical dilemma if he or she was required to provide
care or treatments that conflicted with his or her own religious
beliefs. In this case, the nurse would likely experience an
intrapersonal moral conflict about whether his or her values,
needs, and wants can or should supersede those of the patient.
Because ethical dilemmas are so difficult to resolve, many of
the learning exercises in this chapter are devoted to addressing
this type of moral issue.
9. Individual values, beliefs, and personal philosophy play a major
role in the moral or ethical decision making that is part of the
daily routine of all nurses as well as managers.
How do managers decide what is right and what is wrong? What
does the manager do if no right or wrong answer exists? What if
all solutions generated seem to be wrong? Remember that the
way managers approach and solve ethical issues is influenced
by their values and basic beliefs about the rights, duties, and
goals of all human beings. Self-awareness, then, is a vital
leadership role in ethical decision making, just as it is in so
many other aspects of management.
LEARNING EXERCISE 4.10 PART 1:
The Untruthful Employee (
Marquis & Huston, 2012
)
You are the registered nurse on duty at a skilled nursing
facility. Judy, a 35-year-old, full-time nurse’s aide on the day
shift, has been with the skilled nursing facility for 10 years.
You have worked with Judy on numerous occasions and have
found her work to be marginal at best. She tries to be extra
friendly with the staff and occasionally brings them small treats
that she bakes. She also makes a point of telling everyone how
much she needs this job to support her family and how she loves
working here. She has a disabled daughter who relies on her
hospital-provided health insurance to have her health-care needs
met.
Most of the other staff seem willing to put up with Judy’s poor
work habits, but lately, you have felt that her work has shown
many serious errors. Things are not reported to you that should
10. have been—intake and output volumes that are in error, strange
recordings for vital signs, and so on. She has tried to cover up
such errors, with what you suspect are outright lies. She claims
to have bathed patients when this does not appear to be the case,
and has said some patients have refused to eat when you have
found that they were willing to eat for you. Although the chief
nursing officer acknowledges that Judy is only a marginally
adequate employee, she has been unable to observe directly any
of the behaviors that would require disciplinary action and has
told you that you must have real evidence of her wrongdoing in
order to for her to take action.
During morning report, you made a specific request to Judy that
a confused patient, Mr. Brown, assigned to her, be assisted to
the bathroom, and you told her that someone must remain in the
room to assist him when he is up, as he fell last evening. You
also told Judy that when in bed, Mr. Brown’s side rails were
always to be up. Later in the morning, you take Mr. Brown his
medication and notice that his side rails are down and after
pulling them up and giving him his medicine, you find Judy and
talk with her. She denies leaving the side rails down and
insisted someone else must have done it. You caution her again
about Mr. Brown’s needs. Thirty minutes later, you go by Mr.
Brown’s room and find his bed empty and discover he is in the
bathroom unattended. As you are assisting Mr. Brown back to
bed, Judy bursts into the room and pales when she sees you with
her patient. At first, she denies that she had gotten Mr. Brown
up, but when you express your disbelief, she tearfully admits
that she left him unattended but stated that this was an isolated
incident and asked you to forget it. When you said that it was
her lying about the incident that most disturbed you, she
promised never to lie about anything again. She begged you not
to report her to the chief nursing officer and said she needed her
job.
You are torn between wanting to report Judy for her lying
11. because of concerns about patient safety and also not wanting to
be responsible for getting her fired. To reduce the emotionalism
of the event and to give yourself time to think, you decide to
take a break and think over the possible actions you should
take.
ASSIGNMENT PART 1: 4.10
Evaluate this problem. Is this just a simple leadership–
management problem that requires some problem solving and a
decision or does the problem have ethical dimensions? Using
one of the problem-solving models in this chapter, solve this
problem.
Health Insurance Portability and Accountability Act of 1996
Another area of the law that nurses must understand is the right
to confidentiality. Efforts to preserve patient confidentiality
increased tremendously with the passage of the HIPAA of 1996
(also known as the Kassebaum–Kennedy Act). Unauthorized
release of information or photographs in medical records may
make the person who discloses the information civilly liable for
invasion of privacy, defamation, or slander. Written
authorization by the patient to release information is needed to
allow such disclosure.
Many nurses have been caught unaware by the telephone call
requesting information about a patient’s condition. It is
extremely important that the nurse does not give out
unauthorized information, regardless of the urgency of the
person making the request. In addition, nurses must be careful
not to discuss patient information in venues where it can be
inadvertently overheard, read, transmitted, or otherwise
unintentionally disclosed. For example, nurses talking in
elevators, the hospital gift shop, or in a restaurant for lunch
12. need to be aware of their surroundings and remain alert about
not revealing any patient information in a public place.
HIPAA essentially represents two areas for implementation. The
first is the
Administrative Simplification plan
, and the second area includes the
Privacy Rule
. The Administrative Simplification plan is directed at
restructuring the coding of health information to simplify the
digital exchange of information among health-care providers
and to improve the efficiency of health-care delivery. The
privacy rules are directed at ensuring strong privacy protections
for patient without threatening access to care.
The Privacy Rule applies to health plans, health-care
clearinghouses, and health-care providers. It also covers all
patient records and other individually identifiable health
information. Although there are many components to HIPAA,
key components of the Privacy Rule are that direct treatment
providers must make a good faith effort to obtain written
acknowledgment of the notice of privacy rights and practices
from patients. In addition, health-care providers must disclose
protected health information to patients requesting their own
information or when oversight agencies request the data.
Reasonable efforts must be taken, however, to limit the
disclosure of personal health information to the minimum
information necessary to complete the transaction. There are
situations, however, when limiting the information is not
required. For example, a minimum of information is not
required for treatment purposes because it is clearly better to
have too much information than too little. The HIPAA Privacy
Rule and Common Rule also require that individuals
participating in research studies should be assured privacy,
particularly regarding personal health information.
13. The Privacy Rule attempts to balance the need for the protection
of personal health information with the need to disclose that
information for patient care.
Because of the complexity of the HIPAA regulations, it is not
expected that a nurse-manager would be responsible for
compliance alone. Instead, it is most important that the manager
work with the administrative team to develop compliance
procedures. For example, managers must ensure that
unauthorized people do not have access to patient charts or
medical records and that unauthorized people are not allowed to
observe procedures.
It is equally important that managers remain cognizant of
ongoing changes to the guidelines and are aware of how rules
governing these issues may differ in the state in which they are
employed. Some provisions of the Privacy Rules mention
“reasonable efforts” toward achieving compliance, but being
reasonable is provision specific. The American Recovery and
Reinvestment Act applies several of HIPAA’s security and
privacy requirements to business associates and changes data
restrictions, disclosure, and reporting requirements.
Legal Considerations of Managing a Diverse Workforce
Diversity
has been defined as the differences among groups or between
individuals and comes in many forms, including age, gender,
religion, customs, sexual orientation, physical size, physical
and mental capabilities, beliefs, culture, ethnicity, and skin
color (
Huston, 2020b
). Demographic data from the United States Census Bureau
continue to show increased diversification of the US population,
a trend that began almost 40 years ago.
14. As discussed in later chapters, a primary area of diversity is
language, including word meanings, accents, and dialects.
Problems arising from this could be misunderstanding or
reluctance to ask questions. Staff from cultures in which
assertiveness is not promoted may find it difficult to disagree
with or question others. How the manager handles these
manifestations of cultural diversity is of major importance. If
the manager’s response is seen as discriminatory, the employee
may file a complaint with one of the state or federal agencies
that oversee civil rights or equal opportunity enforcement. Such
things as overt or subtle discrimination are prohibited by Title
VII (Civil Rights Act of 1964). Managers have a responsibility
to be fair and just. Lack of promotions and unfair assignments
may occur with minority employees just because they are
different and this is illegal.
In addition, English-only rules in the workplace may be viewed
as discriminatory under Title VII. Such rules may not violate
Title VII if employers require English only during certain
periods of time. Even in these circumstances, the employees
must be notified of the rules and how they are to be enforced.
Clearly, managers should be taught how to deal sensitively and
appropriately with an increasingly diverse workforce.
Enhancing self-awareness and staff awareness of personal
cultural biases, developing a comprehensive cultural diversity
program, and role modeling cultural sensitivity are some of the
ways that managers can effectively avoid many legal problems
associated with discriminatory issues. However, it is hoped that
future goals for the manager would go beyond compliance with
Title VII and move toward understanding of and respect for
other cultures.
Professional Versus Institutional Licensure
In general, a
15. license
is a legal document that permits a person to offer special skills
and knowledge to the public in a particular jurisdiction when
such practice would otherwise be unlawful. Licensure
establishes standards for entry into practice, defines a scope of
practice, and allows for disciplinary action. Currently, licensing
for nurses is a responsibility of State Boards of Nursing or State
Boards of Nurse Examiners, which also provide discipline as
necessary. The manager, however, is responsible for monitoring
that all licensed subordinates have a valid, appropriate, and
current license to practice.
Professional licensure is a privilege and not a right.
All nurses must safeguard the privilege of licensure by knowing
the standards of care applicable to their work setting. Deviation
from that standard should be undertaken only when nurses are
prepared to accept the consequences of their actions, in terms of
both liability and loss of licensure.
Nurses who violate specific norms of conduct, such as securing
a license by fraud, performing specific actions prohibited by the
Nurse Practice Act, exhibiting unprofessional or illegal conduct,
performing malpractice, and abusing alcohol or drugs, may have
their licenses suspended or revoked by the licensing boards in
all states. Frequent causes of license revocation are shown in
Display 5.4
.
DISPLAY
5.4
COMMON CAUSES OF PROFESSIONAL NURSING LICENSE
SUSPENSION OR REVOCATION
16. Professional negligence
Practicing medicine or nursing without a license
Obtaining a nursing license by fraud or allowing others to use
your license
Felony conviction for any offense substantially related to the
function or duties of a registered nurse
Participating professionally in criminal abortions
Failing to follow accepted standards of care
Not reporting substandard medical or nursing care
Providing patient care while under the influence of drugs or
alcohol
Giving narcotic drugs without an order
Falsely holding oneself out to the public or to any health-care
practitioner as a “nurse practitioner”
Failing to use equipment safely and responsibly
Typically, suspension and revocation proceedings are
administrative. Following a complaint, the Board of Nursing
completes an investigation. Most of these investigations reveal
no grounds for discipline; however, there are things a nurse
should do if he or she becomes aware they are being
investigated by the board. These are shown in
Display 5.5
.
DISPLAY
17. 5.5
ACTIONS A NURSE SHOULD TAKE WHEN BEING
INVESTIGATED BY THE BOARD OF NURSING
1.
Do not ignore the Board’s notification. It won’t go away.
2.
Do not unnecessarily share news of the complaint with friends
and colleagues as it may undermine your credibility.
3.
Read employee handbooks/contracts/policy and procedures to
determine if must report the investigation to your employer.
4.
Consider contacting an attorney.
5.
If a lawyer is needed, hire an experienced one.
6.
Carefully consider anything you put in writing.
7.
Contact your malpractice insurance provider.
8.
If the investigation involves a patient, do not violate HIPAA
by copying the patient’s medical record.
9.
Do not alter the patient’s medical record.
18. 10.
Be prepared for a lengthy process of investigation.
Source
: Extracted from Mackay, T. R. (2018).
What do you mean there’s a complaint?!
Texas Nursing
,
92
(1), 20–22.
If the investigation supports the need for discipline, nurses are
notified of the charges and can prepare a defense. At the
hearing, which is very similar to a trial, the nurse can present
evidence. Based on the evidence, an administrative law judge
makes a recommendation to the
LEARNING EXERCISE 5.8: PART 2:
Legal Ramifications for Exceeding One’s Duties
You have been the evening charge nurse in the emergency
department at Memorial Hospital for the last 2 years. Besides
yourself, you have two licensed vocational nurses (LVNs) and
four registered nurses (RNs) working in your department. Your
normal staffing is to have two RNs and one LVN on duty
Monday to Thursday and one LVN and three RNs on duty
during the weekend.
It has become apparent that one of the LVNs, Maggie, resents
the recently imposed limitations of LVN duties because she has
had 10 years of experience in nursing, including a tour of duty
as a medic in the first Gulf War. The emergency department
physicians admire her and are always asking her to assist them
19. with any minor wound repair. Occasionally, she has exceeded
her job description as an LVN in the hospital, although she has
done nothing illegal of which you are aware. You have given
her satisfactory performance evaluations in the past, even
though everyone is aware that she sometimes pretends to be a
“junior physician.” You also suspect that the physicians
sometimes allow her to perform duties outside her licensure, but
you have not investigated this or seen it yourself.
Tonight, you come back from supper and find Maggie suturing a
deep laceration while the physician looks on. They both realize
that you are upset, and the physician takes over the suturing.
Later, the doctor comes to you and says, “Don’t worry! She
does a great job, and I’ll take the responsibility for her actions.”
You are not sure what you should do. Maggie is a good
employee, and taking any action will result in unit conflict.
ASSIGNMENT PART 2: 5.08
What are the legal ramifications of this case? Discuss what you
should do, if anything. What responsibility and liability exist
for the physician, Maggie, and yourself? Use appropriate
rationale to support your decision.