Reply 11. Is trustworthy Sara is trustworthy. She always keeps.docx
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Reply 1 1. Is trustworthy Sara is trustworthy. She always keeps her word and is always honest with her team. 2. Is competent Sara is competent. She is always up-to-date on the latest industry trends and is able to lead her team effectively. 3. Is inspiring Sara is inspiring. She is always looking for new ways to motivate her team and always has a positive attitude. 4. Is fair Sara is fair. She always treats her team members equally and fairly. 5. Is transparent Sara is transparent. She is always open and honest with her team about her expectations and goals. 6. Is consistent Sara is consistent. She always follows through with her commitments and is always reliable. 7. Is authentic Sara is authentic. She is always true to herself and her team. 8. Is humble Sara is humble. She always puts her team first and is always willing to listen to their input. Overall, Sara is an effective leader who possesses many admirable qualities. She is competent, trustworthy, authentic, and inspires her team to be their best. She is also fair, consistent, and transparent in her leadership style. Sara is a leader that others can look up to and learn from. Reference: Yoder-Wise, P. (2014). Leading and Managing in Nursing - 5th edition. Elsevier.com. Retrieved 05 October 2022, from https://www.elsevier.com/books/leading-and-managing-in-nursing/yoder-wise/978-0-323-44913-7. Reply 2 The score I got was 30 meaning high ethical. As I watched the episodes of Sara, I saw the different scenarios and how she would handle each. In my opinion, I believe Sara shows emotional intelligence. Emotional intelligence is when the individual is able to perceive, express, and understand people's emotions (Bru-Luna et al., 2021). All healthcare providers are always under pressure with all of the different scenarios they go through in order to provide the proper patient care. Sara would always try her best to help all of her team members to provide the best care to the patients. After watching the last episode, I know for a fact that she will not treat anyone differently if they were of the other sex or if they belonged to a different ethnic group. She has been treating all employees equally. Sara also shows organizational justice because values and respect are important to her as a leader. The opinions of the employees also matter, and when there is a change within the facility Sara is always there for her team members (Leadershipahoy, 2020). Sara has shown different leadership qualities which are important in order for your team to run smoothly. Reference: Bru-Luna, L. M., Martí-Vilar, M., Merino-Soto, C., & Cervera-Santiago, J. L. (2021). Emotional Intelligence Measures: A Systematic Review. Healthcare (Basel, Switzerland), 9(12), 1696. https://doi.org/10.3390/healthcare9121696Links to an external site. Links to an external site.Leadershipahoy. (2020, October 18). Adaptive leadership: Framework.
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1Nursing LeadershipDevelop and submit a personal leadership .docx
1
Nursing Leadership
Develop and submit a personal leadership philosophy that reflects what you think are characteristics of a good leader. Use the scholarly resources on leadership you selected to support your philosophy statement. Your personal leadership philosophy should include the following:
The response accurately and thoroughly describes in detail a set of core values.
The response accurately and completely describes in detail a personal mission/vision statement.
The response accurately and completely provides an analysis and detailed summary of the CliftonStrengths Assessment.
The response accurately and thoroughly describes in detail two key behaviors to strengthen.
An accurate, complete, and detailed development plan is provided that thoroughly explains plans to improve upon the two key behaviors selected.
The response includes a comprehensive synthesis of information gleaned from sources that fully support how to achieve a personal vision. Integrates 2 or more credible outside sources, in addition to 2 or 3 course-specific resources to fully support the responses provided.
Nursing Leadership
While raising two adolescent girls, this author is working on her Psychiatric and Mental Health Nurse Practitioner degree (PMHNP).
Psychiatric disorders within these professions are multifaceted and rising at an alarming rate. My most recent project is hosting a website for my non-profit organization, sharing my research and fundraising for mental health therapy for local MP and FRs; my efforts supported by their respective employers. During personal interactions, many have expressed to me that for psychological symptoms, they are directed to contact their respective employee assistance program (EAP). Unfortunately, combined with the already perceived stigma of seeking help, the true reluctance was the absence of an EAP clinician with first-hand experience in these unique occupations. These concerns significantly limit the number of “relatable” practitioners therefore, as a trusted partner, incorporating over 20 years of experience with MP and FRs, I will change this for all of us.
Philosophy
AAA
Core Values
Prior to this course, this author always felt that through life, open-mindedness, perseverance, compassion, education, and innovation, were her core values. Remaining open-minded about different individuals or situations has afforded this author the gift of seeing people and things from a different perspective than her own. The ability to persevere despite challenges from nearly every ACE factor and still maintain compassion for others is a core value that this author has been able to maintain through life and currently teach to her children. Education and innovation have been the foundation of this perseverance in finding not only why people think the way they do but also how to help good people out of bad situations. When this author engaged in the Gallop survey presented, the results were very similar with strengths a rel ...
Respond to Krystle B and Stacy A, 2 citations 2 Refs.Respond.docx
Respond to Krystle B and Stacy A, 2 citations 2 Refs.
Respond to two by explaining how the leadership skills they described may impact your organization or your personal leadership, or by identifying challenges you see in applying the skills described.
Krystle B
RE: Discussion - Week 4
Top of Form
Main Discussion Post
Evidence for Characteristics of a Healthy Work Life
of one’s self. Balanced processing involves an open mind and an open heart. “Leaders described balanced processing as the ability to be open to feedback and diverse opinions, to analyze information objectively, and listen to those who have opposing views” (Alexander & Palan, 2018). Nurses must feel like they can talk to their leaders openly and honestly; they must feel heard and understood. Nurses look to their leaders to help them wade through the difficulties of the every day nurse life. Transparency involves honesty and commitment to nursing staff, and these characteristics drive trust between nurse and leader. The final quality, moral leadership, involves healthy ethics. Nurses look to their leaders to guide their behaviors and A healthy work environment is key to a positive work-life balance. Toxic work environments can lead to nurse burnout, negative behaviors, frequent call-offs, and dismissive attitudes towards patients. However, a positive work environment can have a wildly different impact on patient care. From the resources, I most identified with the authentic leadership model. This model expresses the following leadership characteristics: “self-awareness, relational transparency, internalized moral perspective, and balanced information processing” (Marshall & Broome, 2017). I like this model because I can identify with these characteristics, and I imagine it is the kind of leadership style that I would exude.
In a study on leadership styles and their impact on nurse’s perceptions of a positive work environment, there were several characteristics of leadership that correlated with positive nursing attitudes. Overall, the highest correlation between leadership styles and positive nursing attitudes was a relational leadership style. “The findings of this systematic review provide robust support that relational leadership versus task-focused leadership styles are linked to better nursing workforce outcomes and related organizational outcomes.” (Cummings, Tate, Lee, Wong, Paananen, Micaroni, & Chatterjee, 2018). Nurses are receptive to leaders who are genuine in nature. They want to feel that they are being led by someone who is honest and fair. Can I talk to this person and expect an honest response? Are they easy to talk to? Can I vent to this leader and feel heard and understood? These are important qualities of a relational leader.
In another study, researchers assessed the attitudes towards a healthy work environment possessed by nursing executives. The researchers spoke with seventeen nursing executives to assess their ideas of important characteristics of man.
Respond to Krystle B and Stacy A, 2 citations 2 Refs.Respond.docx
Respond to Krystle B and Stacy A, 2 citations 2 Refs.
Respond to two by explaining how the leadership skills they described may impact your organization or your personal leadership, or by identifying challenges you see in applying the skills described.
Krystle B
RE: Discussion - Week 4
Top of Form
Main Discussion Post
Evidence for Characteristics of a Healthy Work Life
of one’s self. Balanced processing involves an open mind and an open heart. “Leaders described balanced processing as the ability to be open to feedback and diverse opinions, to analyze information objectively, and listen to those who have opposing views” (Alexander & Palan, 2018). Nurses must feel like they can talk to their leaders openly and honestly; they must feel heard and understood. Nurses look to their leaders to help them wade through the difficulties of the every day nurse life. Transparency involves honesty and commitment to nursing staff, and these characteristics drive trust between nurse and leader. The final quality, moral leadership, involves healthy ethics. Nurses look to their leaders to guide their behaviors and A healthy work environment is key to a positive work-life balance. Toxic work environments can lead to nurse burnout, negative behaviors, frequent call-offs, and dismissive attitudes towards patients. However, a positive work environment can have a wildly different impact on patient care. From the resources, I most identified with the authentic leadership model. This model expresses the following leadership characteristics: “self-awareness, relational transparency, internalized moral perspective, and balanced information processing” (Marshall & Broome, 2017). I like this model because I can identify with these characteristics, and I imagine it is the kind of leadership style that I would exude.
In a study on leadership styles and their impact on nurse’s perceptions of a positive work environment, there were several characteristics of leadership that correlated with positive nursing attitudes. Overall, the highest correlation between leadership styles and positive nursing attitudes was a relational leadership style. “The findings of this systematic review provide robust support that relational leadership versus task-focused leadership styles are linked to better nursing workforce outcomes and related organizational outcomes.” (Cummings, Tate, Lee, Wong, Paananen, Micaroni, & Chatterjee, 2018). Nurses are receptive to leaders who are genuine in nature. They want to feel that they are being led by someone who is honest and fair. Can I talk to this person and expect an honest response? Are they easy to talk to? Can I vent to this leader and feel heard and understood? These are important qualities of a relational leader.
In another study, researchers assessed the attitudes towards a healthy work environment possessed by nursing executives. The researchers spoke with seventeen nursing executives to assess their ideas of important characteristics of man ...
Evidence Translation and ChangeWeek 7What are the common.docx
Evidence Translation and Change
Week 7
What are the common barriers to evidence translation in addressing this problem?
There are many barriers when it comes to translating evidence into practice. In regards to obesity, the most common barrier to translate evidence-based changes locally, nationally, and globally are the stakeholders. According to Chamberlain College of Nursing, (2020, translating research into practice relies on the clinician knowing who the stakeholders are and getting them involved in the planning stage and in every aspect of the practice change. Some stakeholders may not be conducive to change. In order to adopt and launch a practice change, the change leader has to be able to sell the project to key stakeholders. For a project leader to get others to go along with a practice change, the leader has to be knowledgeable, motivated, and believe in the research he or she is presenting to the stakeholders.
Additional barriers in translating research evidence into this practice problem would cost, available resources, and timing. For instance, it is less likely for individuals living in a low socioeconomic community to prioritize a 30 minutes time slot five days a week for exercising activities. Barriers like work schedules, family commitment, and financial obligations may impede these practices. The lack of motivation may also be a factor. Most individuals may not have a membership to the local gym, and rain and cold weather may prevent walking in the local park. The lack of appropriate lighting in the parks may fend off participation in outdoor activities in the fall and winter months. According to Tucker, the individuals, the location, and the practice itself and have a huge role in influencing evidence-based practice (2017). For an evidence-based practice to be adapted effectively it must be realistic in all public health settings.
What strategies might you adopt to be aware of new evidence?
I would create an interprofessional group to include clinical and research practitioners to discuss new and upcoming research evidence appropriate to the practice problem. Focus groups both locally and nationally as well as globally are great outlets to discover what is working in different areas of healthcare. Small focus group outlets in which to gather people with the same interest to discuss and present new research (Chamberlain College of Nursing 2020). I would sign up for alerts on new research, evidence-based practice interventions, and quality improvement publications on obesity throughout the country and globally. Tucker indicated that research experts are great resources to look into and introduce the latest pieces of evidence (2017). I also believe an expert Ph.D. colleague would be a great mentor to help guide me in this practice problem intervention. Dang and Dearholt indicated that a team approach between DNP and Ph.D. scholars influenced the best clinical outcome.
How will you det.
Mobilization Plan Scoring Guide Grading RubricCriteria Non.docx
Mobilization Plan Scoring Guide Grading Rubric
Criteria Non-performance Basic Proficient Distinguished
Identify the major
stakeholders within the
health care system that
would be affected by the
mobilization plan.
Does not identify the
major stakeholders within
the health care system that
would be affected by the
mobilization plan.
Identifies some, but not all of
the major stakeholders within
the health care system that
would be affected by the
mobilization plan.
Identifies the major
stakeholders within the
health care system that
would be affected by the
mobilization plan.
Identifies the major stakeholders
within the health care system that
would be affected by the
mobilization plan, and evaluates the
suitability of an organization for a
medical mission.
Apply systems thinking to
determine the impact of the
mobilization effort on
hospital staffing and care
patterns.
Does not apply systems
thinking to determine the
impact of the mobilization
effort on hospital staffing
and care patterns.
Identifies staffing and care
patterns at the hospital, but
does not use systems thinking
to examine the impact of the
mobilization effort on staffing
and patient care.
Applies systems thinking
to determine the impact
of the mobilization effort
on hospital staffing and
care patterns.
Applies systems thinking to
determine the impact of the
mobilization effort on hospital
staffing and care patterns, and offers
specific strategies to maximize
staffing and maintain a high level of
patient care.
Describe the medical
mission team's
organizational structure and
how power is distributed.
Does not describe the
medical mission team's
organizational structure
and how power is
distributed.
Describes the medical mission
team's organizational structure
but not how power is
distributed.
Describes the medical
mission team's
organizational structure
and how power is
distributed.
Describes the medical mission
team's organizational structure and
how power is distributed; the
structure is designed so that power is
equal among mission team members.
Assess how the
organizational structure
empowers team members.
Does not assess how the
organizational structure
empowers team members.
Describes how the medical
mission team's organizational
structure operates, but does not
address how it empowers the
team members.
Assesses how the
organizational structure
empowers team
members.
Assesses how the organizational
structure empowers team members,
and provides examples of how all
team members are empowered to
make decisions within the context of
their expertise.
Identify key actions needed
to assure quality of care and
safety for mission patients
and personnel.
Does not identify key
actions needed to assure
quality of care and safety
for mission patients and
personnel.
Identifies key actions to assure ...
CHAPTER 93. Suds’s Bottling Company does bottling, labeling, a.docx
CHAPTER 9
3. Suds’s Bottling Company does bottling, labeling, and distribution work for several local microbreweries. The demand rate for Wortman’s beer is 600 cases (24 bottles each) per week. Suds’s bottling production rate is 2,400 cases per week, and the setup cost is $800. The value of inventory is $12.50 per case, and the annual holding cost is 30 percent of the inventory value. Suds’s facilities operate 52 weeks each year. What is the economic production lot size?
CHAPTER 12
2. Cyberphone, a manufacturer of cell phone accessories, ended the current year with annual sales (at cost) of $48 million. During the year, the inventory of accessories turned over six times. For the next year, Cyberphone plans to increase annual sales (at cost) by 25 percent.
a. What is the increase in the average aggregate inventory value required if Cyberphone maintains the same inventory turnover during the next year?
b. What change in inventory turns must Cyberphone achieve if, through better supply chain management, it wants to support next year’s sales with no increase in the average aggregate inventory value?
This course has helped me to gain invaluable insights about the advanced practice nursing roles. I have also been able to master most of the predesignated course outcomes, although I must admit that I require further development in some areas. An important area in which I have been able to learn a lot pertains to the different roles and scope of practice for nurses working in advanced arenas. These arenas include clinical, education, administration, informatics, research, and health policy arenas (Hamric, Hanson, Tracy, & O'Grady, 2014). While I was able to learn that these professionals might have different responsibilities and roles, I also grasped the nature of interdependence between the various professionals and the importance of multidisciplinary collaboration for advancing the profession and ensuring the dispensation of quality care to patients.
From the class lectures and assignments, I also gained a heightened understanding of the core competencies that apply to advanced practice nurses. These competencies can play a central role in improving the quality of care dispensed to patient and fostering the professional development of the advanced practice nurses. Some of the competencies that cut across all APN roles include effective communication, responsive leadership, coaching and mentorship, consultation, teamwork, people development, as well as respect for diversity (Goodman, Reidy, & Cartier, 2012). Among these competencies, the one that would benefit me from further improvement is diversity awareness. To improve my skills in this competency domain, I aspire to find mentorship from my superiors, enrolling in multicultural courses in addition to providing care to diverse patients where I can get firsthand account about dealing with multicultural issues in health care.
As I have further learned in this course, health promotion a.
Annotated Bibliography – Gender, Race & CrimeMACJ560 (PLEASE P.docx
Annotated Bibliography – Gender, Race & Crime
MACJ560
(PLEASE PLACE IN ALPHABETICAL ORDER)
1. Living and Health Conditions of Women on a Female Prison Unit
Ribeiro César Alves, Érica Surama; Barbosa Davim, Rejane Marie; Monteiro e. Oliveira, Luciana Ferreira; Ribeiro César Rodrigues, Erta Soraya; de França Nóbrega, Mércia; Anbar Torquato, Jamili Journal of Nursing UFPE / Revista de Enfermagem UFPE, Mar2016; 10(3): 958-968. 11p. (Article - research) ISSN: 1981-8963, Database: CINAHL Complete
2. An Exploratory Study to Determine the Quality of Life (QoL) and Factors Leading to Imprisonment among Women Prisoners in a Selected Women Prison.
Nair, Asha P; Jose, Tessy Treesa; Lobo, Daisy Josephine; International Journal of Nursing Education, Jul-Sep2016; 8(3): 19-23. 5p. (Article - research, tables/charts) ISSN: 0974-9349, Database: CINAHL Complete
3. Health conditions prior to imprisonment and the impact of prison on health: Views of detained women.
Alves, Joana; Maia, Ângela; Teixeira, Filipa; Qualitative Health Research, Vol 26(6), May, 2016 pp. 782-792. Publisher: Sage Publications; [Journal Article], Database: PsycINFO
4. Prison nurseries: Experiences of incarcerated women during pregnancy.
Fritz, Stephanie; Whiteacre, Kevin; Journal of Offender Rehabilitation, Vol 55(1), Jan, 2016 pp. 1-20. Publisher: Taylor & Francis; [Journal Article], Database: PsycINFO
5. The HIV Prison Paradox: Agency and HIV-Positive Women’s Experiences in Jail and Prison in Alabama.
Sprague, Courtenay; Scanlon, Michael L.; Radhakrishnan, Bharathi; Pantalone, David W.; Qualitative Health Research, Aug2017; 27(10): 1427-1444. 18p. (Article - research, tables/charts) ISSN: 1049-7323, Database: CINAHL Complete
6. Best Practices for Nutrition Care of Pregnant Women in Prison.
Shlafer, Rebecca J.; Stang, Jamie; Dallaire, Danielle; Forestell, Catherine A.; Hellerstedt, Wendy; Journal of Correctional Health Care, Jul2017; 23(3): 297-304. 8p. (Article) ISSN: 1078-3458, Database: CINAHL Complete
7. Prison ain’t free like everyone thinks': Financial stressors faced by incarcerated women.
Harner, Holly M.; Wyant, Brian R.; Da Silva, Fernanda; Qualitative Health Research, Vol 27(5), Apr, 2017 pp. 688-699. Publisher: Sage Publications; [Journal Article], Database: PsycINFO
8. You’re a woman, a convenience, a cat, a poof, a thing, an idiot’: Transgender women negotiating sexual experiences in men’s prisons in Australia.
Wilson, Mandy; Simpson, Paul L.; Butler, Tony G.; Richters, Juliet; Yap, Lorraine; Donovan, Basil; Sexualities, Vol 20(3), Mar, 2017 pp. 380-402. Publisher: Sage Publications; [Journal Article], Database: PsycINFO
9. Examining external support received in prisonand concerns about reentry among incarcerated women.
Mancini, Christina; Baker, Thomas; Sainju, Karla Dhungana; Golden, Kristin; Bedard, Laura E.; Gertz, Marc; Feminist Criminology, Vol 11(2), Apr, 2016 pp. 163-190. Publisher: Sage Publications; [Journal Article], Database: PsycINFO
10. Chal.
httpsfairplayforkids.orgReview 2–3 of the organizations
https://fairplayforkids.org/
Review 2–3 of the organization's current social action campaigns. (Note: You can locate the current campaigns on the home page listed under "The Latest" or from the home page selecting "Get Involved" followed by "Take Action.")
http://cdn-media.waldenu.edu/2dett4d/Walden/EDUC/6357/CH/mm/audio_player/index_week4.html
Click on Institutional Bias: "The Many Ways Institutionalized Bias Sends Messages to Children"
Running head: The Future of Nursing in Leadership 1
The Future of Nursing in Leadership
The Future of Nursing in Leadership
Phase 1 Planning
Student’s name: Yusleiby Castillo
Professor’s name: Nora Hernandez-Pupo
Date: May 26, 2022
Transitional Nursing
At all stages of their engagement, nurse-patient communication is critical. It is crucial in the initial stages of nurse-patient interaction because it establishes the context for why a patient has come to seek medical or health support. A nurse gets to hear from a patient about what led them to the medical center and what is wrong with them at the introduction stage. This is also the time when nurses may reassure their patients that they will provide all possible aid. Ethical considerations are crucial in the medical field.
During patient-nurse interactions, nurses have the opportunity to enlighten patients on their ethical obligations when it comes to the provision of medical services. Nurses and other health personnel also request agreement from patients at this point in order to perform specific operations or tests, as these procedures would not be possible without it (Jensen, 2015).
It is critical that nurses communicate with patients in a variety of ways. Nurses work with patients of all ages, genders, and cultures, as well as patients suffering from various illnesses. It is critical for a nurse to understand how to interact successfully with these patients in order to provide the best and most suitable nursing care. Nurses may choose to develop personal ties with their patients in order to better interact with them in certain situations, such as chronic diseases or while dealing with elderly patients. Kindness and compassion characterize personal interactions (Neese, 2015). The sort of communication that a nurse uses is determined by the patient's age and condition. The type of communication utilized with young patients differs from that used with adult patients. Patient-nurse communication is critical because it affects how a patient is treated.
The future of nursing in leadership
Nurses in the healthcare field are ...
Recommended
1Nursing LeadershipDevelop and submit a personal leadership .docx
1
Nursing Leadership
Develop and submit a personal leadership philosophy that reflects what you think are characteristics of a good leader. Use the scholarly resources on leadership you selected to support your philosophy statement. Your personal leadership philosophy should include the following:
The response accurately and thoroughly describes in detail a set of core values.
The response accurately and completely describes in detail a personal mission/vision statement.
The response accurately and completely provides an analysis and detailed summary of the CliftonStrengths Assessment.
The response accurately and thoroughly describes in detail two key behaviors to strengthen.
An accurate, complete, and detailed development plan is provided that thoroughly explains plans to improve upon the two key behaviors selected.
The response includes a comprehensive synthesis of information gleaned from sources that fully support how to achieve a personal vision. Integrates 2 or more credible outside sources, in addition to 2 or 3 course-specific resources to fully support the responses provided.
Nursing Leadership
While raising two adolescent girls, this author is working on her Psychiatric and Mental Health Nurse Practitioner degree (PMHNP).
Psychiatric disorders within these professions are multifaceted and rising at an alarming rate. My most recent project is hosting a website for my non-profit organization, sharing my research and fundraising for mental health therapy for local MP and FRs; my efforts supported by their respective employers. During personal interactions, many have expressed to me that for psychological symptoms, they are directed to contact their respective employee assistance program (EAP). Unfortunately, combined with the already perceived stigma of seeking help, the true reluctance was the absence of an EAP clinician with first-hand experience in these unique occupations. These concerns significantly limit the number of “relatable” practitioners therefore, as a trusted partner, incorporating over 20 years of experience with MP and FRs, I will change this for all of us.
Philosophy
AAA
Core Values
Prior to this course, this author always felt that through life, open-mindedness, perseverance, compassion, education, and innovation, were her core values. Remaining open-minded about different individuals or situations has afforded this author the gift of seeing people and things from a different perspective than her own. The ability to persevere despite challenges from nearly every ACE factor and still maintain compassion for others is a core value that this author has been able to maintain through life and currently teach to her children. Education and innovation have been the foundation of this perseverance in finding not only why people think the way they do but also how to help good people out of bad situations. When this author engaged in the Gallop survey presented, the results were very similar with strengths a rel ...
Respond to Krystle B and Stacy A, 2 citations 2 Refs.Respond.docx
Respond to Krystle B and Stacy A, 2 citations 2 Refs.
Respond to two by explaining how the leadership skills they described may impact your organization or your personal leadership, or by identifying challenges you see in applying the skills described.
Krystle B
RE: Discussion - Week 4
Top of Form
Main Discussion Post
Evidence for Characteristics of a Healthy Work Life
of one’s self. Balanced processing involves an open mind and an open heart. “Leaders described balanced processing as the ability to be open to feedback and diverse opinions, to analyze information objectively, and listen to those who have opposing views” (Alexander & Palan, 2018). Nurses must feel like they can talk to their leaders openly and honestly; they must feel heard and understood. Nurses look to their leaders to help them wade through the difficulties of the every day nurse life. Transparency involves honesty and commitment to nursing staff, and these characteristics drive trust between nurse and leader. The final quality, moral leadership, involves healthy ethics. Nurses look to their leaders to guide their behaviors and A healthy work environment is key to a positive work-life balance. Toxic work environments can lead to nurse burnout, negative behaviors, frequent call-offs, and dismissive attitudes towards patients. However, a positive work environment can have a wildly different impact on patient care. From the resources, I most identified with the authentic leadership model. This model expresses the following leadership characteristics: “self-awareness, relational transparency, internalized moral perspective, and balanced information processing” (Marshall & Broome, 2017). I like this model because I can identify with these characteristics, and I imagine it is the kind of leadership style that I would exude.
In a study on leadership styles and their impact on nurse’s perceptions of a positive work environment, there were several characteristics of leadership that correlated with positive nursing attitudes. Overall, the highest correlation between leadership styles and positive nursing attitudes was a relational leadership style. “The findings of this systematic review provide robust support that relational leadership versus task-focused leadership styles are linked to better nursing workforce outcomes and related organizational outcomes.” (Cummings, Tate, Lee, Wong, Paananen, Micaroni, & Chatterjee, 2018). Nurses are receptive to leaders who are genuine in nature. They want to feel that they are being led by someone who is honest and fair. Can I talk to this person and expect an honest response? Are they easy to talk to? Can I vent to this leader and feel heard and understood? These are important qualities of a relational leader.
In another study, researchers assessed the attitudes towards a healthy work environment possessed by nursing executives. The researchers spoke with seventeen nursing executives to assess their ideas of important characteristics of man.
Respond to Krystle B and Stacy A, 2 citations 2 Refs.Respond.docx
Respond to Krystle B and Stacy A, 2 citations 2 Refs.
Respond to two by explaining how the leadership skills they described may impact your organization or your personal leadership, or by identifying challenges you see in applying the skills described.
Krystle B
RE: Discussion - Week 4
Top of Form
Main Discussion Post
Evidence for Characteristics of a Healthy Work Life
of one’s self. Balanced processing involves an open mind and an open heart. “Leaders described balanced processing as the ability to be open to feedback and diverse opinions, to analyze information objectively, and listen to those who have opposing views” (Alexander & Palan, 2018). Nurses must feel like they can talk to their leaders openly and honestly; they must feel heard and understood. Nurses look to their leaders to help them wade through the difficulties of the every day nurse life. Transparency involves honesty and commitment to nursing staff, and these characteristics drive trust between nurse and leader. The final quality, moral leadership, involves healthy ethics. Nurses look to their leaders to guide their behaviors and A healthy work environment is key to a positive work-life balance. Toxic work environments can lead to nurse burnout, negative behaviors, frequent call-offs, and dismissive attitudes towards patients. However, a positive work environment can have a wildly different impact on patient care. From the resources, I most identified with the authentic leadership model. This model expresses the following leadership characteristics: “self-awareness, relational transparency, internalized moral perspective, and balanced information processing” (Marshall & Broome, 2017). I like this model because I can identify with these characteristics, and I imagine it is the kind of leadership style that I would exude.
In a study on leadership styles and their impact on nurse’s perceptions of a positive work environment, there were several characteristics of leadership that correlated with positive nursing attitudes. Overall, the highest correlation between leadership styles and positive nursing attitudes was a relational leadership style. “The findings of this systematic review provide robust support that relational leadership versus task-focused leadership styles are linked to better nursing workforce outcomes and related organizational outcomes.” (Cummings, Tate, Lee, Wong, Paananen, Micaroni, & Chatterjee, 2018). Nurses are receptive to leaders who are genuine in nature. They want to feel that they are being led by someone who is honest and fair. Can I talk to this person and expect an honest response? Are they easy to talk to? Can I vent to this leader and feel heard and understood? These are important qualities of a relational leader.
In another study, researchers assessed the attitudes towards a healthy work environment possessed by nursing executives. The researchers spoke with seventeen nursing executives to assess their ideas of important characteristics of man ...
Evidence Translation and ChangeWeek 7What are the common.docx
Evidence Translation and Change
Week 7
What are the common barriers to evidence translation in addressing this problem?
There are many barriers when it comes to translating evidence into practice. In regards to obesity, the most common barrier to translate evidence-based changes locally, nationally, and globally are the stakeholders. According to Chamberlain College of Nursing, (2020, translating research into practice relies on the clinician knowing who the stakeholders are and getting them involved in the planning stage and in every aspect of the practice change. Some stakeholders may not be conducive to change. In order to adopt and launch a practice change, the change leader has to be able to sell the project to key stakeholders. For a project leader to get others to go along with a practice change, the leader has to be knowledgeable, motivated, and believe in the research he or she is presenting to the stakeholders.
Additional barriers in translating research evidence into this practice problem would cost, available resources, and timing. For instance, it is less likely for individuals living in a low socioeconomic community to prioritize a 30 minutes time slot five days a week for exercising activities. Barriers like work schedules, family commitment, and financial obligations may impede these practices. The lack of motivation may also be a factor. Most individuals may not have a membership to the local gym, and rain and cold weather may prevent walking in the local park. The lack of appropriate lighting in the parks may fend off participation in outdoor activities in the fall and winter months. According to Tucker, the individuals, the location, and the practice itself and have a huge role in influencing evidence-based practice (2017). For an evidence-based practice to be adapted effectively it must be realistic in all public health settings.
What strategies might you adopt to be aware of new evidence?
I would create an interprofessional group to include clinical and research practitioners to discuss new and upcoming research evidence appropriate to the practice problem. Focus groups both locally and nationally as well as globally are great outlets to discover what is working in different areas of healthcare. Small focus group outlets in which to gather people with the same interest to discuss and present new research (Chamberlain College of Nursing 2020). I would sign up for alerts on new research, evidence-based practice interventions, and quality improvement publications on obesity throughout the country and globally. Tucker indicated that research experts are great resources to look into and introduce the latest pieces of evidence (2017). I also believe an expert Ph.D. colleague would be a great mentor to help guide me in this practice problem intervention. Dang and Dearholt indicated that a team approach between DNP and Ph.D. scholars influenced the best clinical outcome.
How will you det.
Mobilization Plan Scoring Guide Grading RubricCriteria Non.docx
Mobilization Plan Scoring Guide Grading Rubric
Criteria Non-performance Basic Proficient Distinguished
Identify the major
stakeholders within the
health care system that
would be affected by the
mobilization plan.
Does not identify the
major stakeholders within
the health care system that
would be affected by the
mobilization plan.
Identifies some, but not all of
the major stakeholders within
the health care system that
would be affected by the
mobilization plan.
Identifies the major
stakeholders within the
health care system that
would be affected by the
mobilization plan.
Identifies the major stakeholders
within the health care system that
would be affected by the
mobilization plan, and evaluates the
suitability of an organization for a
medical mission.
Apply systems thinking to
determine the impact of the
mobilization effort on
hospital staffing and care
patterns.
Does not apply systems
thinking to determine the
impact of the mobilization
effort on hospital staffing
and care patterns.
Identifies staffing and care
patterns at the hospital, but
does not use systems thinking
to examine the impact of the
mobilization effort on staffing
and patient care.
Applies systems thinking
to determine the impact
of the mobilization effort
on hospital staffing and
care patterns.
Applies systems thinking to
determine the impact of the
mobilization effort on hospital
staffing and care patterns, and offers
specific strategies to maximize
staffing and maintain a high level of
patient care.
Describe the medical
mission team's
organizational structure and
how power is distributed.
Does not describe the
medical mission team's
organizational structure
and how power is
distributed.
Describes the medical mission
team's organizational structure
but not how power is
distributed.
Describes the medical
mission team's
organizational structure
and how power is
distributed.
Describes the medical mission
team's organizational structure and
how power is distributed; the
structure is designed so that power is
equal among mission team members.
Assess how the
organizational structure
empowers team members.
Does not assess how the
organizational structure
empowers team members.
Describes how the medical
mission team's organizational
structure operates, but does not
address how it empowers the
team members.
Assesses how the
organizational structure
empowers team
members.
Assesses how the organizational
structure empowers team members,
and provides examples of how all
team members are empowered to
make decisions within the context of
their expertise.
Identify key actions needed
to assure quality of care and
safety for mission patients
and personnel.
Does not identify key
actions needed to assure
quality of care and safety
for mission patients and
personnel.
Identifies key actions to assure ...
CHAPTER 93. Suds’s Bottling Company does bottling, labeling, a.docx
CHAPTER 9
3. Suds’s Bottling Company does bottling, labeling, and distribution work for several local microbreweries. The demand rate for Wortman’s beer is 600 cases (24 bottles each) per week. Suds’s bottling production rate is 2,400 cases per week, and the setup cost is $800. The value of inventory is $12.50 per case, and the annual holding cost is 30 percent of the inventory value. Suds’s facilities operate 52 weeks each year. What is the economic production lot size?
CHAPTER 12
2. Cyberphone, a manufacturer of cell phone accessories, ended the current year with annual sales (at cost) of $48 million. During the year, the inventory of accessories turned over six times. For the next year, Cyberphone plans to increase annual sales (at cost) by 25 percent.
a. What is the increase in the average aggregate inventory value required if Cyberphone maintains the same inventory turnover during the next year?
b. What change in inventory turns must Cyberphone achieve if, through better supply chain management, it wants to support next year’s sales with no increase in the average aggregate inventory value?
This course has helped me to gain invaluable insights about the advanced practice nursing roles. I have also been able to master most of the predesignated course outcomes, although I must admit that I require further development in some areas. An important area in which I have been able to learn a lot pertains to the different roles and scope of practice for nurses working in advanced arenas. These arenas include clinical, education, administration, informatics, research, and health policy arenas (Hamric, Hanson, Tracy, & O'Grady, 2014). While I was able to learn that these professionals might have different responsibilities and roles, I also grasped the nature of interdependence between the various professionals and the importance of multidisciplinary collaboration for advancing the profession and ensuring the dispensation of quality care to patients.
From the class lectures and assignments, I also gained a heightened understanding of the core competencies that apply to advanced practice nurses. These competencies can play a central role in improving the quality of care dispensed to patient and fostering the professional development of the advanced practice nurses. Some of the competencies that cut across all APN roles include effective communication, responsive leadership, coaching and mentorship, consultation, teamwork, people development, as well as respect for diversity (Goodman, Reidy, & Cartier, 2012). Among these competencies, the one that would benefit me from further improvement is diversity awareness. To improve my skills in this competency domain, I aspire to find mentorship from my superiors, enrolling in multicultural courses in addition to providing care to diverse patients where I can get firsthand account about dealing with multicultural issues in health care.
As I have further learned in this course, health promotion a.
Annotated Bibliography – Gender, Race & CrimeMACJ560 (PLEASE P.docx
Annotated Bibliography – Gender, Race & Crime
MACJ560
(PLEASE PLACE IN ALPHABETICAL ORDER)
1. Living and Health Conditions of Women on a Female Prison Unit
Ribeiro César Alves, Érica Surama; Barbosa Davim, Rejane Marie; Monteiro e. Oliveira, Luciana Ferreira; Ribeiro César Rodrigues, Erta Soraya; de França Nóbrega, Mércia; Anbar Torquato, Jamili Journal of Nursing UFPE / Revista de Enfermagem UFPE, Mar2016; 10(3): 958-968. 11p. (Article - research) ISSN: 1981-8963, Database: CINAHL Complete
2. An Exploratory Study to Determine the Quality of Life (QoL) and Factors Leading to Imprisonment among Women Prisoners in a Selected Women Prison.
Nair, Asha P; Jose, Tessy Treesa; Lobo, Daisy Josephine; International Journal of Nursing Education, Jul-Sep2016; 8(3): 19-23. 5p. (Article - research, tables/charts) ISSN: 0974-9349, Database: CINAHL Complete
3. Health conditions prior to imprisonment and the impact of prison on health: Views of detained women.
Alves, Joana; Maia, Ângela; Teixeira, Filipa; Qualitative Health Research, Vol 26(6), May, 2016 pp. 782-792. Publisher: Sage Publications; [Journal Article], Database: PsycINFO
4. Prison nurseries: Experiences of incarcerated women during pregnancy.
Fritz, Stephanie; Whiteacre, Kevin; Journal of Offender Rehabilitation, Vol 55(1), Jan, 2016 pp. 1-20. Publisher: Taylor & Francis; [Journal Article], Database: PsycINFO
5. The HIV Prison Paradox: Agency and HIV-Positive Women’s Experiences in Jail and Prison in Alabama.
Sprague, Courtenay; Scanlon, Michael L.; Radhakrishnan, Bharathi; Pantalone, David W.; Qualitative Health Research, Aug2017; 27(10): 1427-1444. 18p. (Article - research, tables/charts) ISSN: 1049-7323, Database: CINAHL Complete
6. Best Practices for Nutrition Care of Pregnant Women in Prison.
Shlafer, Rebecca J.; Stang, Jamie; Dallaire, Danielle; Forestell, Catherine A.; Hellerstedt, Wendy; Journal of Correctional Health Care, Jul2017; 23(3): 297-304. 8p. (Article) ISSN: 1078-3458, Database: CINAHL Complete
7. Prison ain’t free like everyone thinks': Financial stressors faced by incarcerated women.
Harner, Holly M.; Wyant, Brian R.; Da Silva, Fernanda; Qualitative Health Research, Vol 27(5), Apr, 2017 pp. 688-699. Publisher: Sage Publications; [Journal Article], Database: PsycINFO
8. You’re a woman, a convenience, a cat, a poof, a thing, an idiot’: Transgender women negotiating sexual experiences in men’s prisons in Australia.
Wilson, Mandy; Simpson, Paul L.; Butler, Tony G.; Richters, Juliet; Yap, Lorraine; Donovan, Basil; Sexualities, Vol 20(3), Mar, 2017 pp. 380-402. Publisher: Sage Publications; [Journal Article], Database: PsycINFO
9. Examining external support received in prisonand concerns about reentry among incarcerated women.
Mancini, Christina; Baker, Thomas; Sainju, Karla Dhungana; Golden, Kristin; Bedard, Laura E.; Gertz, Marc; Feminist Criminology, Vol 11(2), Apr, 2016 pp. 163-190. Publisher: Sage Publications; [Journal Article], Database: PsycINFO
10. Chal.
httpsfairplayforkids.orgReview 2–3 of the organizations
https://fairplayforkids.org/
Review 2–3 of the organization's current social action campaigns. (Note: You can locate the current campaigns on the home page listed under "The Latest" or from the home page selecting "Get Involved" followed by "Take Action.")
http://cdn-media.waldenu.edu/2dett4d/Walden/EDUC/6357/CH/mm/audio_player/index_week4.html
Click on Institutional Bias: "The Many Ways Institutionalized Bias Sends Messages to Children"
Running head: The Future of Nursing in Leadership 1
The Future of Nursing in Leadership
The Future of Nursing in Leadership
Phase 1 Planning
Student’s name: Yusleiby Castillo
Professor’s name: Nora Hernandez-Pupo
Date: May 26, 2022
Transitional Nursing
At all stages of their engagement, nurse-patient communication is critical. It is crucial in the initial stages of nurse-patient interaction because it establishes the context for why a patient has come to seek medical or health support. A nurse gets to hear from a patient about what led them to the medical center and what is wrong with them at the introduction stage. This is also the time when nurses may reassure their patients that they will provide all possible aid. Ethical considerations are crucial in the medical field.
During patient-nurse interactions, nurses have the opportunity to enlighten patients on their ethical obligations when it comes to the provision of medical services. Nurses and other health personnel also request agreement from patients at this point in order to perform specific operations or tests, as these procedures would not be possible without it (Jensen, 2015).
It is critical that nurses communicate with patients in a variety of ways. Nurses work with patients of all ages, genders, and cultures, as well as patients suffering from various illnesses. It is critical for a nurse to understand how to interact successfully with these patients in order to provide the best and most suitable nursing care. Nurses may choose to develop personal ties with their patients in order to better interact with them in certain situations, such as chronic diseases or while dealing with elderly patients. Kindness and compassion characterize personal interactions (Neese, 2015). The sort of communication that a nurse uses is determined by the patient's age and condition. The type of communication utilized with young patients differs from that used with adult patients. Patient-nurse communication is critical because it affects how a patient is treated.
The future of nursing in leadership
Nurses in the healthcare field are ...
17In this paper, please write a discussion r
1
7
In this paper, please write a discussion relating to the topic of SANE (also marked in red). The discussion section should contain three to five paragraphs and should be a discussion of how the literature review impacts your topic. Go back to your thesis statement and be sure to clearly apply your literature review to your thesis statement. You can add practice examples here.
SANE
Name
School
Date
Instructor
SANE
To help with holistic and timely healing of sexual assault patients, shortage of resources should be addressed and more sexual assault team members must be procured. This is a vicious cycle that needs to be addressed by the community as a whole. The turnover rate for SANE nurses is high, while sexual assault patients face long-term mental and physical effects. Additionally, the society they live in engage in victim-blaming, and their trauma is minimized. While healthcare institutions are challenged with the pandemic, sexual abuse rates, and their intensity have risen with lockdowns. Although, methods to improve the quality of care are ongoing; additional steps should be taken to control further damage. This paper will give an overview of the SANE program, present the ongoing issues faced by sexual assault patients and some possible solutions to these issues.
Literature Review
ProQuest was primarily used for searching for all 4 Journal articles and Google Scholar was used for the 2 websites. The terms “sexual assault”, “shortage of forensic nurses”, PTSD in sexual assault victims” etc. were used. Articles within 5 years was entered in the filter.
The first article explained the duties of these health care workers. It explained that these nurses examine the victim to obtain proof of an assault or physical injury. The proof is provided as evidence during the hearing of the case. The nurses also pose questions to the victims to evaluate the assault deeply for a clearer picture of the case scenario. They also administer drugs to prevent any infection as well as testing for pregnancy (Delgadillo, 2017)
The second article induced an existing shortage of SANE nurses in the majority of the developing countries. That goes hand in hand with a shortage of screening facilities in their health care centers. As the article elaborated, there are few forensic programs infiltrated in hospitals. According to SANE, Nurses are in very high demand in many countries. It further claimed that the available number of nurses is minimal. Considering the highly developing emergency cases (Lavoie et al., 2020)
The third article provided a definition and a better understanding of the term assault, SANE and Forensic nurses. It describes sexual assault as any unwilling sexual activity. It provided the more extended version of the abbreviation, SANE, as Sexual Assault Nurse examiner. It defined the SANE of the nurse who topped up studies on matters related to sexual harassment. These nurses give services to vict ...
3 hours agoholly orme RE Discussion - Week 4 - Initial Post.docx
3 hours ago
holly orme
RE: Discussion - Week 4 - Initial Post - Holly Orme
COLLAPSE
Top of Form
Nursing 6053; Leadership
Week 4 – Initial Post
Excellent leadership in nursing is likely to pull from different theories according to the job at hand, the team’s needs and the local state of affairs.
There is no simple answer to the complex question of what makes exceptional leadership in nursing, despite the existence of evidence showing that it can have a positive impact on both patient experience and outcomes, and nurse satisfaction and retention. There is some suggestion that the latter then influences the former. However, establishing what makes good nursing leadership is challenging.
A number of leadership theories describe how they can be applied to nursing and how effective they are. What appears is that different approaches are needed according to the goals of the individual leader. One thing is clear: success hinges on good relationships between leaders and their teams.
In the face of ambiguity and complexity, it seems that good leadership is an anomaly and requires careful evaluation. Where there are contradictory findings, it is important to delve deeper to uncover what each different approach has in common.
Historically, leadership studies have been focused on the beliefs and actions of leaders, leaving followers with a passive role and at the of the mercy of those they follow. Recent studies have explored the roles of both leaders and followers, and suggest that it is the nature of the relationship between them, rather than any specific behavior of their leaders, that creates effective leadership.
Hersey and Blanchard (1969) observed that the leader’s actions should be determined by the experience of the team remembering that the behaviors of good leaders are circumstantial rather than permanent. In this model, leaders evaluate the needs of the followers and adjust their actions accordingly.
Haslam et al (2011) suggest that leaders must be an essential part of the team and that their primary role is to create a sense of group uniqueness. The leader must convey what the team dynamics are and why people would want to be part of it, and motivate followers to identify with the group, by fostering a true sense of loyalty.
Uhl-Bien et al (2014) go further, suggesting that the guidance of a team is co-produced with followers and that it depends on their actions toward the leader and the leader’s reaction towards them, in an open network. The idea is that you cannot force leadership and that it must be earned from followers. In this model, there is a distinction between people in positions of authority and leaders, and leadership has to be won rather than assumed.
Avolio, who had worked with Bass on transformational leadership, developed his thinking further into authentic leadership, which emphasizes the leader’s ethics and behavioral integrity (Avolio et al, 2004). This is reflected in Haslam’s model, which requires the leader to lead by e.
Reply to my PeerStart reviewing and responding to the postings
Reply to my Peer
Start reviewing and responding to the postings of your classmates as early in the week as possible. Respond to at least two of your classmates. Participate in the discussion by asking a question, providing a statement of clarification, providing a point of view with a rationale, challenging an aspect of the discussion, or indicating a relationship between two or more lines of reasoning in the discussion. Complete your participation for this assignment by the end of the week.
Peer 1
The personality traits that I have that aid in my leadership abilities is first Dependable, I feel that I am a very dependable person and leader. My staff can rely on me for pretty much anything. I try to work with my staff when ever they may need something or a day off. Another trait would be supportive I am a very supportive person. I believe in everyone being a team player so I show that to my staff. I jump in and help whenever and where ever I can. Another trait would be Accountability I am not afraid to accept responsibility for my actions whether it be good or bad.
Traits that hinder my leadership abilities would first be Self Confidence, confidence, the sense of self-assurance without arrogance, provides nurse leaders and managers with an ability to lead through difficult times(Murray 2017).I have always had issues with this throughout my whole nursing career. I am always second guessing myself and questioning. I find that I do not want to mess up at anything or make a mistake, but then that is also how we learn best is from our mistakes. Another would be Time Management this is something that I am learning to work on currently. Another one would be delegating I find it hard to delegate tasks to my team members I usually just end up doing things myself, I do not like to micromanage. I really need to work on this especially since this trait is now in my job description.
I am currently working on all the traits that hinder my leadership abilities. I am learning new things about leadership in the position I am currently in. I am always open to learning new things. I am excited to continue to learn and grow as a leader.
References: Murray, E. J. (2017).
Nursing leadership and management for patient safety and quality care
. Philadelphia: F.A. Davis Company.
Peer 2
It’s extraordinary to think that it took a devastating pandemic in order for the general public to direct their attention towards the hardships of nursing. We finally have the chance to show the world our challenges we face every day in order to save lives and although I’m grateful for recognition, I wish it did not come at such a cost. The ability to bring awareness pertaining to the burdens of medical staff and generate conversation regarding ways to improve our healthcare system are some very important sources of power that have recently emerged due to Covid19. Despite this acknowledgement from the public, many nurses have been cornered into the position of ...
Reply to my PeerStart reviewing and responding to the postings.docx
Reply to my Peer
Start reviewing and responding to the postings of your classmates as early in the week as possible. Respond to at least two of your classmates. Participate in the discussion by asking a question, providing a statement of clarification, providing a point of view with a rationale, challenging an aspect of the discussion, or indicating a relationship between two or more lines of reasoning in the discussion. Complete your participation for this assignment by the end of the week.
Peer 1
The personality traits that I have that aid in my leadership abilities is first Dependable, I feel that I am a very dependable person and leader. My staff can rely on me for pretty much anything. I try to work with my staff when ever they may need something or a day off. Another trait would be supportive I am a very supportive person. I believe in everyone being a team player so I show that to my staff. I jump in and help whenever and where ever I can. Another trait would be Accountability I am not afraid to accept responsibility for my actions whether it be good or bad.
Traits that hinder my leadership abilities would first be Self Confidence, confidence, the sense of self-assurance without arrogance, provides nurse leaders and managers with an ability to lead through difficult times(Murray 2017).I have always had issues with this throughout my whole nursing career. I am always second guessing myself and questioning. I find that I do not want to mess up at anything or make a mistake, but then that is also how we learn best is from our mistakes. Another would be Time Management this is something that I am learning to work on currently. Another one would be delegating I find it hard to delegate tasks to my team members I usually just end up doing things myself, I do not like to micromanage. I really need to work on this especially since this trait is now in my job description.
I am currently working on all the traits that hinder my leadership abilities. I am learning new things about leadership in the position I am currently in. I am always open to learning new things. I am excited to continue to learn and grow as a leader.
References: Murray, E. J. (2017).
Nursing leadership and management for patient safety and quality care
. Philadelphia: F.A. Davis Company.
Peer 2
It’s extraordinary to think that it took a devastating pandemic in order for the general public to direct their attention towards the hardships of nursing. We finally have the chance to show the world our challenges we face every day in order to save lives and although I’m grateful for recognition, I wish it did not come at such a cost. The ability to bring awareness pertaining to the burdens of medical staff and generate conversation regarding ways to improve our healthcare system are some very important sources of power that have recently emerged due to Covid19. Despite this acknowledgement from the public, many nurses have been cornered into the position of .
Running head PERSONal leadership philosophy 1PERSONal leadersh
Running head: PERSONal leadership philosophy 1
PERSONal leadership philosophy 6
Personal Leadership Philosophy
Dayna R. Canzone
Walden University
NURS-6053, Section 50, Interprofessional Organizational and Systems Leadership
June 24, 2019
Personal Leadership Philosophy
When we think of leaders in the healthcare industry, we often focus on the famous policy-makers that have come before us. We may not realize how truly significant our own personal leadership can be to those around us. Every person has the ability to be a leader regardless of the job title that we may hold. Laureate Education (2018) shared that leaders are not defined by position or title, rather they’re characterized by their ability to craft a compelling vision while inspiring others to follow. To enhance our leadership skills, it is important to frequently acknowledge our leadership strengths and weaknesses. Laureate Education (2014) explained that it is important to understand what your skills, talents, and competencies are in order to see how they could best be served in the organization. To be a successful leader, we should frequently analyze our approach and develop a plan for continued improvement. CliftonStrengths Assessment
Positivity, includer, achiever, relator, and futuristic themes were identified in my CliftonStrengths profile. Strengths Finder (2018) explained that by focusing on your Signature Themes, separately and in combination, you can identify your talents, build them into strengths, and enjoy personal and career success. Completing this assessment allowed me to gain an understanding of my values, strengths, and areas that I wish to improve upon. I found that my positive outlook and approach to situations allows me to include and relate to those around me as I drive my team towards the achievement of our goals. Learning about the significance that my leadership style can hold for my team was an eye-opening experience that will promote internal growth and exploration. Core Values
The core values that were recognized in my report encompassed the includer and relator themes. Strengths Finder (2018) articulated that an includer is an instinctively accepting person who does not pass judgment, wants to expand groups, and wishes to include people so they feel they belong. As an includer, I feel that everyone is equally important, no one should be ignored, and everyone should be included. I have felt this deeply since I was a child, and this is the driving force behind my desire to care for others. This closely relates to the relator theme which supports my attitude considering relationship development. To truly care for my patients, I begin by cultivating a therapeutic relationship that promotes trust. I want to understand their feelings, goals, dreams, and fears, to better relate to and understand them. Staying true to the core values that drive my behaviors will support me and my team as we provide our patients with care. Behaviors to Strengthen
This asse ...
Senior Seminar in Business Administration BUS 499Coope.docx
Senior Seminar in Business Administration
BUS 499
Cooperative Strategy
Hitt, M.A., Ireland, R.D., & Hoskisson, R.E. (2009). BUS499: Strategic management: Competitiveness and globalization, concepts and cases: 2009 custom edition (8th ed.). Mason, OH: South-Western Cengage Learning.
Welcome to Senior Seminar in Business Administration.
In this lesson we will discuss Cooperative Strategy.
Please go to the next slide.
ObjectivesUpon completion of this lesson, you will be able to:Identify various levels and types of strategy in a firm
Upon completion of this lesson, you will be able to:
Identify various levels and types of strategy in a firm.
Please go to the next slide.
Supporting TopicsStrategic alliancesCooperative strategiesCompetitive risks
In order to achieve this objective, the following supporting topics will be covered:
Strategic alliances;
Cooperative strategies; and
Competitive risks.
Please go to the next slide.
Strategic AlliancesCooperative strategyStrategic allianceCombination of resources and capabilitiesExchange and sharing of resourcesFirms leverage existing resourcesCornerstone of many firms’ competitive strategy
Recognized as a viable engine of firm growth, cooperative strategy is a strategy in which firms work together to achieve a shared objective. Thus, cooperating with other firms is another strategy firms use to create value for a customer that exceeds the cost of providing that value and to establish a favorable position relative to competition.
A strategic alliance is a cooperative strategy in which firms combine some of their resources and capabilities to create a competitive advantage. Thus, strategic alliances involve firms with some degree of exchange and sharing of resources and capabilities to co-develop, sell, and service goods or services. Strategic alliances allow firms to leverage their existing resources and capabilities while working with partners to develop additional resources and capabilities as the foundation for new competitive advantages. To be certain, the reality today is that strategic alliances have become a cornerstone of many firms’ competitive strategy.
Please go to the next slide.
Strategic Alliances, continuedJoint ventureEquity strategic allianceNonequity strategic alliance
The three major types of strategic alliances include joint venture, equity strategic alliance, and nonequity strategic alliance.
A joint venture is a strategic alliance in which two or more firms create a legally independent company to share some of their resources and capabilities to develop a competitive advantage. Joint ventures, which are often formed to improve firms’ abilities to compete in uncertain competitive environments, are effective in establishing long-term relationships and in transferring tacit knowledge. Because it can’t be codified, tacit, or implied, knowledge is learned through experiences such as those taking place when people from partner firms work together in a join.
Select two countries that have been or currently are in confli.docx
Select two countries that have been or currently are in conflict.
Compare the two countries using the cultural dimensions interactive index.
Briefly describe the two countries that you selected and the conflict in which they are engaged. Explain why you selected them.
Compare the two countries on the following dimensions: collectivism-individualism, masculinity-femininity, power distance, long-term orientation, and uncertainty avoidance.
Explain what insights you had or conclusions that you might now draw about the countries and/or the conflict between them based on your comparison.
Explain the role that culture plays in this conflict and how dimensions of culture might influence the resolution of the conflict.
"Hofstede's Cultural Dimensions: Understanding Workplace Values Around the World." Notice the differences between each dimension of culture.
.
Serial KillersFor this assignment you will review a serial kille.docx
Serial Killers
For this assignment you will review a serial killer's case in depth. The killer you choose to review will also be the subject of your Week 5 final assignment, so keep your research material handy.
First, choose
one
of the following serial killers:
David Berkowitz ("Son of Sam") taunted police over a year and shot 15 people (6 died) in New York City. The movie "Summer of Sam" was about this time.
Gary Ridgway (the "Green River Killer") holds the American record for most victims. He confessed to killing 48 over a 16-year period but is suspected of having killed many more!
Wayne B. Williams is believed to be the killer of 24 children and young men in Atlanta, though there is still some doubt.
John Allen Muhammad and Lee Boyd Malvo were the "DC snipers" who shot 13 people (ten died) over three weeks in the Washington DC area in 2002.
Ted Bundy: Confessed to almost 30 murders (there may have been more). He was known for being smart and good-looking, and acted as his own lawyer.
Jeffrey Dahmer: His case captured worldwide attention after his capture, mostly due to his habit of keeping parts of his victims long after their deaths, as well as cannibalism and necrophilia.
Kristen Gilbert: An example of a female serial killer, she was a nurse who killed hospital patients in her care.
For this assignment, create a report in Microsoft Word that covers the following points:
Summarize the case: time period, location, number of victims, etc.
Describe the killer's background, methods, and area of operation.
How did the killer select his or her victims? Was there anything that the victims did to provoke the killer?
By analyzing all of the above information, you should now be able to propose a
three-part typology
and explain your analysis. Your typology should describe the killer's
motivation, location, and organized or disorganized factors. For instance, John Wayne Gacy might be described as a
Power/Control, local, organized killer.
.
SESSION 1Michael Delarosa, Department ManagerWhat sugg.docx
SESSION 1
Michael Delarosa, Department Manager
What suggestions do you have for improvement in regards to training new supervisors?
Make sure there are opportunities for hands on problem solving. Too much of our training is theory
and supervisors need to be focused on the real-world problems that come up.
What challenges do supervisors in our plants encounter that training would help them resolve?
I'd say that a lot of the challenges we see relate to the diversity on the line. There are a lot of different
types of people working at CapraTek and they don't always play well together.
What are the most important abilities for supervisors in our plants?
Well… the first thing that comes to mind is the ability to find information. Whether it's technical
information or answers for the people who report to you. Another key ability though is the ability to
acquire technical expertise. No one comes in knowing it all, but the ability to gain necessary
knowledge is very important.
What knowledge does a new supervisor need?
A solid understanding of the job itself. Supervisors provide a lot of training to new employees, so they
need to know our systems and processes inside and out.
Should training be conducted face to face, online, or a combination of both?
I'd say a combination. There are some topics that don't really need a classroom experience, but
others where the face-to-face interaction provides as much as the actual training materials. If it had to
be one or the other, I'd definitely say face to face.
Leland Butler, Shift Supervisor
What suggestions do you have for improvement in regards to training new supervisors?
Don't think you can cover this stuff once and be done with it. I went through supervisor training when I
was promoted, but I've gotta admit, I don't remember much of it. That kind of stuff doesn't always
stick unless you're doing it. Having an opportunity to be in the job and then get training on what you're
actually dealing with is better than sitting in a training room listening to someone talk about theories
and policies.
What challenges do supervisors in our plants encounter that training would help them resolve?
Well… like I said, being able to apply the leadership and supervisory ideas in realistic situations. I'm a
hands-on kind of person and it's always better if I can do something, so maybe like getting training on
performance reviews or some of the paperwork we're all dealing with. That would be helpful.
What are the most important abilities for supervisors in our plants?
Communication and flexibility. Hands down. You need to be able to shift gears decisively and
communicate with your team.
What knowledge does a new supervisor need?
He or she needs to know what the role of their team is to the division. How it all fits together. A good
supervisor needs to be able to communicate to the people who report to him what's going on and why
things are the way they are. So, he's got to be in .
Sheet11a & 1b.RESDETAILRes NumCheck InCheck OutCust IDCustFNameCus.docx
Sheet11a & 1b.RESDETAILRes NumCheck InCheck OutCust IDCustFNameCustLNameCust PhoneCust TypeCust DescLoyalty IDAgent IDAgentFNameAgentLNameAgent TypeAgent DescGuest CountRoom NumRoom TypeRoom DescRate TypeRate DescRate Amt10019/5/209/7/2085WesleyTanner(817)555-1193CCorporate32320Megan SmithFDFront Desk2224KKing BedCCorporate$12010019/5/209/7/2085WesleyTanner(817)555-1193CCorporate32320Megan SmithFDFront Desk2225D2 Double BedsCCorporate$12510029/1/209/10/20100Breanna Rhodes(214)555-9191IIndividual1295Janice MayTTelephone4305D2 Double BedsSStandard$14910039/9/209/11/2015JeffMinerIIndividual14John KingRCOnline Res Center3409D2 Double BedsWWeekend$9910049/12/209/14/2077KimJackson(817)555-4911CCorporate21028Ray SchultzTTelephone4320D2 Double BedsCCorporate$11010049/12/209/14/2077KimJackson(817)555-4911CCorporate21028Ray SchultzTTelephone4409D2 Double BedsCCorporate$10510049/12/209/14/2077KimJackson(817)555-4911CCorporate21028Ray SchultzTTelephone4321KKing BedCCorporate$11210059/15/209/18/20119Mary Vaughn(817)555-2334IIndividual11820MeganSmithFDFront Desk1302KKing BedSStandard$13910069/24/209/26/2097Chris Mancha(469)555-3440IIndividual15314John KingRCOnline Res Center2501KSKing SuiteWWeekend$11910069/24/209/26/2097Chris Mancha(469)555-3440IIndividual15314John KingRCOnline Res Center2502KSKing SuiteWWeekend$11910079/20/209/25/20100Breanna Rhodes(214)555-9191IIndividual12920MeganSmithFDFront Desk2302KKing BedSStandard$139100810/1/2010/3/2085Wesley Tanner(817)555-1193CCorporate3235Janice MayTTelephone3320D2 Double BedsWWeekend$89100810/1/2010/3/2085Wesley Tanner(817)555-1193CCorporate3235Janice MayTTelephone3321KKing BedWWeekend$99100910/1/2010/4/2028Renee Walker(214)555-9285IIndividual13514John KingRCOnline Res Center2502KSKing SuiteWWeekend$129100910/1/2010/4/2028Renee Walker(214)555-9285IIndividual13514John KingRCOnline Res Center2409D2 Double BedsWWeekend$129101010/1/2010/9/2023Shelby DayIIndividual28Ray SchultzTTelephone4225D2 Double BedsWWeekend$1091c.RESDETAIL (ResNum, RoomNum, CheckIn, CheckOut, CustID, CustFName, CustLName, CustPh, CustType, LoyaltyID, AgentID, AgentFName, AgentLName, AgentDesc, GuestCt, RoomType, RoomDesc, RateType, RateDesc, RateAmt)1d. Dependency Diagram for 1NF2a. Table Structure Format for 2NFRESDETAIL (ResNum, RoomNum, RateAmt)ROOM (RoomNum, RoomType, RoomDesc)RESERVATION (ResNum, CheckIn, CheckOut, CustID, CustFName, CustLName, CustPh, CustType, LoyaltyID, AgentID, AgentFName, AgentLName, AgentDesc, GuestCt, RateType, RateDesc)2b. Dependency Diagrams3a. Table Structure Format for 3NFRESDETAIL (ResNum, RoomNum, RateAmt)ROOM (RoomNum, RoomType)ROOMTYPE (RoomType, RoomDesc)RESERVATION (ResNum, CheckIn, CheckOut, CustID, AgentID, GuestCt, RateType)CUSTOMER (CustID, CustFName, CustLName, CustPh, LoyaltyID)CUSTTYPE (CustType, CustTypeDesc)AGENT (AgentID, AgentFName, AgentLName, AgentType)AGENTTYPE (AgentType, AgentDesc)RATETYPE (RateType, RateDesc)3b. Dependency Diagrams for 3NF4. Relational Schema4b. ERD
Sheet2
ima.
Selecting & Implementing Interventions – Assignment #4.docx
Selecting & Implementing Interventions – Assignment #4
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Behavioral Interventions
Behav. Intervent. 19: 205–228 (2004)
Published online in Wiley InterScience (www.interscience.wiley.com). DOI: 10.1002/bin.161
MODIFICATIONS TOBASIC FUNCTIONAL
ANALYSIS PROCEDURES IN SCHOOL
SETTINGS: A SELECTIVE REVIEW
Janet Ellis* and Sandy Magee
University of North Texas, Denton, TX, USA
This review describes applied behavioral research involving functional analyses conducted in public
school settings. Functional analyses in public school settings often require added conditions. The
modified conditions described herein include changes to experimental designs, antecedent changes that
include task variation, tasks included, idiosyncratic variables, physiological conditions, and modified
escape conditions. Finally, consequent modifications cover peer attention, tangibles, varied attention,
and altered escape. Copyright # 2004 John Wiley & Sons, Ltd.
INTRODUCTION
The primary body of functional analysis (FA) literature has historically focused on
persons with developmental disabilities in institutional/residential settings who
engaged in severe self-injurious behavior (SIB). Mace and Lalli (1991) noted that
interventions based on FAs conducted in experimental settings under highly
controlled analog conditions may be effective only to the extent that those analog
conditions match the subject’s natural environment. Johnston (1993) recommended
that, once a procedure has been experimentally developed, its value and applicability
should be assessed under practical/natural conditions. Further, passage of Public Law
105-17, Individuals with Disabilities Education Act (IDEA), in 1997 mandated that a
‘functional behavioral assessment’ be conducted on students who exhibit significant
behavior and adjustment problems. For at least these reasons, FA research has moved
beyond the tightly controlled laboratory setting and into more natural environments
involving more diverse populations. Development of behavioral assessments of
problem behavior in school settings had empirical roots—for example, 36 years ago
Thomas, Becker, and Armstrong (1968) noted that classroom teacher’s disapproval
increased rates of student’s disruptive behavior. These assessments allowed effective
Copyright # 2004 John Wiley & Sons, Ltd.
*Correspondence to: Janet Ellis, Department of Behavior Analysis, University of North Texas, P.O. Box 310919,
Denton, TX 76203-0919, USA. E-mail: [email protected]
1099078x, 2004, 3, D
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A Case Study of Global Leadership Development
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A Case Study of Global
Leadership Development
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“GLD is a challenging task that has become more imp.
Shared Reading FrameworkFollow this framework when viewing the v.docx
Shared Reading Framework
Follow this framework when viewing the video lessons for Days 1,2, & 3 from Ms. Chan’s class. Compare and contrast Ms. Chan’s teaching to what is listed on this page.
(Whole)
Read aloud a shared or big book to the students. Label each step and clearly state how you will accomplish this.
·
Introduce the book: Explain what you will say to the students to introduce the book to them, if you choose to point out concepts of book, concepts of print, predicting, etc.
·
Picture Walk: Explain what you will do to provide a Picture Walk for the students, telling all that you will say to the students.
·
Read the book aloud: Explain how you will read the book aloud to the students, will you stop, on what pages, what will you say.
·
Students’ Responses: Develop a set of both literal and higher-order thinking questions to elicit student responses, use Bloom’s or Webb’s as a guide to questions.
(PART)
Direct Instruction (Name the reading skill and explain what it means)
· Explain:
(I do) Explain to the students what they will be learning and why they should learn it. Explain the skill they will be learning and explain “how it works” Summarize the skill in your own words. Teacher tells students everything you want them to learn
(objectives).
· Demonstrate
: (I do) Show the students what you would like them to do. Demonstrate to them what they will be doing to help them learn the skill. You must explain what you will do to demonstrate the skill you will be teaching. PROVIDE EXAMPLES and link to your explain step.
· Guide:
(We do, more teacher responsibility, some student responsibility) Guide the students to discuss and/or attempt the skill you just demonstrated. Explain how you will guide the students to allow them opportunities to try to apply the skill. Give support and feedback. Teacher brings students into discussion about objective and gives guidance and feedback
. (Feedback must be accurate, positive and encouraging, but also firm.)
· Practice:
(We do, more student responsibility) Explain specifically how you will guide the students to practice applying the skill by allowing them to work together with less teacher support but still feedback.
(WHOLE)
· Application:
(You do) (Read the book again and this time ask the students to apply what they learned about the reading skill to the book you are rereading.) Explain what you will have the students do to apply the skill to the text. The students should demonstrate that they can meet objective in this step.
· Students Reflect:
(You do) Develop a set of 6 – 8 questions you would ask the students to reflect on what they learned about the reading skill and what they learned from the book you read to them. This is a good time to ask questions that would meet.
Self-disclosureDepth of reflectionResponse demonstrates an in.docx
Self-disclosure/Depth of reflection
Response demonstrates an in-depth reflection on, and personalization of, the theories, concepts, and/or strategies presented in the course materials to date. Viewpoints and interpretations are insightful and well supported. Clear, detailed examples are provided, as applicable. Demonstrates an open, non-defensive ability to self-appraise, discussing both growth and frustrations as they related to learning in class, as well as implications for future learning.
Analysis/Connection to reading and outside experiences
In-depth synthesis of thoughtfully selected aspects of experiences related to the course topics. Makes clear connections between what is learned from readings, outside experiences and the topics. The reflection is an in-depth analysis of the learning experience, the value of the derived learning to self or others, and the enhancement of the student’s appreciation for the discipline. Demonstrate further analysis and insight resulting from what you have learned from readings, includes reference to at least two readings other than those assigned for class.
Connection to course objectives and BSN outcomes
Synthesize, analyze and evaluate thoughtfully selected aspects of ideas or issues from the class discussion as they relate to the course learning outcomes and the BSN program outcome. (Review your syllabus and students handbook to help make connections)
Structure, organization and grammar
Writing is clear, concise, and well organized with excellent sentence/paragraph construction. Thoughts are expressed in a coherent and logical manner. There are no more than three spelling, grammar, or syntax errors per page of writing.
APA format, page limitations and spelling
Follows APA professional writing style of using 12 point Times New Roman
font, 1inch margins all around, correct
APA headings, and correct format of title page.
.
Sheet1Excel for Finance Majorsweek 1week 2week 3week 4week 5week 6.docx
Sheet1Excel for Finance Majorsweek 1week 2week 3week 4week 5week 6week 7week 8week 9week 10week 11week 12week 13week 14week 15week 16TTHTTHTTHTTHTTHTTHTTHTTHTTHTTHTTHTTHTTHTTHTTHTTHTuesday, August 30, 20168/30/169/1/169/6/169/8/169/13/169/15/169/20/169/22/169/27/169/29/1610/4/1610/6/1610/11/1610/13/1610/18/1610/20/1610/25/1610/27/1611/1/1611/3/1611/8/1611/10/1611/15/1611/17/1611/22/1611/24/1611/29/1612/1/1612/6/1612/8/1612/13/1612/15/16Sign here to indicate attendanceStudent NameStudent ID#Amaya, Brick1235678Bergstrom, Elise1458678Byard, Victoria1681678Costa, Tatyana1904678Derevyanchuk, Dimitri1127678Deshon, Anne1350678Dijkstra, Keith1573678Hail, Adam1796678Harston, Steven2019678Lee, Derek2242678Mcelhannon, Steven2465678Mcquade, Arthur2688678Moskalenko, Tanner2911678Parry, Justin3134678Prasad, Kritnesha3357678Simmons, Benjamin William3580678Soderman, Julia3803678Tverdokhlebova, Julia4026678Wade, Victoria4249678Weiss, Rene4472678Wilson, Jay4695678
Sheet2Student NameStudent ID#Ama, Mary1235783Brown, Victoria1681783Craft Tanya1904783Davy, Miller1127783Dillon, Troy1350783Dijkstra, Karpreet1573783Holmn, Allen1796783Happ, Steven2019783Levi, Dave2242783Maden, Steven2465783McArthur, King2688783Moska, Smith2911783Parson, Jay3134783Simmon, William3580783Sodeir, Jason3803783Tekhleboka, Matt4026783Wahl, Mary4249783Wise, Wilma4472783Woomson, Missy4695783
Sheet1Excel for Finance Majorsweek 1week 2week 3week 4week 5week 6week 7week 8week 9week 10week 11week 12week 13week 14week 15week 16TTHTTHTTHTTHTTHTTHTTHTTHTTHTTHTTHTTHTTHTTHTTHTTHTuesday, August 30, 20168/30/169/1/169/6/169/8/169/13/169/15/169/20/169/22/169/27/169/29/1610/4/1610/6/1610/11/1610/13/1610/18/1610/20/1610/25/1610/27/1611/1/1611/3/1611/8/1611/10/1611/15/1611/17/1611/22/1611/24/1611/29/1612/1/1612/6/1612/8/1612/13/1612/15/16Sign here to indicate attendanceStudent NameStudent ID#Amaya, Brick1235678Bergstrom, Elise1458678Byard, Victoria1681678Costa, Tatyana1904678Derevyanchuk, Dimitri1127678Deshon, Anne1350678Dijkstra, Keith1573678Hail, Adam1796678Harston, Steven2019678Lee, Derek2242678Mcelhannon, Steven2465678Mcquade, Arthur2688678Moskalenko, Tanner2911678Parry, Justin3134678Prasad, Kritnesha3357678Simmons, Benjamin William3580678Soderman, Julia3803678Tverdokhlebova, Julia4026678Wade, Victoria4249678Weiss, Rene4472678Wilson, Jay4695678
Sheet2Student NameStudent ID#Ama, Mary1235783Brown, Victoria1681783Craft Tanya1904783Davy, Miller1127783Dillon, Troy1350783Dijkstra, Karpreet1573783Holmn, Allen1796783Happ, Steven2019783Levi, Dave2242783Maden, Steven2465783McArthur, King2688783Moska, Smith2911783Parson, Jay3134783Simmon, William3580783Sodeir, Jason3803783Tekhleboka, Matt4026783Wahl, Mary4249783Wise, Wilma4472783Woomson, Missy4695783
.
Seemingly riding on the coattails of SARS-CoV-2, the alarming sp.docx
Seemingly riding on the coattails of SARS-CoV-2, the alarming spread of monkeypox across western Europe and the United States has filled the news cycle through the summer of 2022. Monkeypox is an orthopoxvirus, similar in presentation to smallpox and chickenpox (Varicella zoster). In contrast to the related poxviruses, monkeypox has been reported to spread by sexual contact and direct skin-to-skin contact, as well as through the traditional respiratory droplet route. While there is currently no effective treatment for infected individuals, two vaccines with good efficacy are available to help stem the spread of the disease. Likewise, individuals that have been vaccinated against smallpox with vaccinia virus have some protection against contracting monkeypox. While changes in sexual behavior among vulnerable populations has so far limited the outbreak, the disease is still spreading throughout the country and has caused a handful of deaths.
What is the life cycle of monkeypox, and how exactly is it spread? What does the fact that vaccination against smallpox provides some protection against monkeypox indicate about this virus? Also, what does the spread of monkeypox reveal about the susceptibility of the population to smallpox, a disease that has been considered eradicated worldwide since the late 1980s?
In addition to your original response, you will need to respond to at least two other students’ original posts. Responses should be substantive in nature instead of just reiterating what the original poster stated, or a “good job explaining” or “me too” type of post.
Please note that in your response, plagiarism is not allowed. Please do NOT simply cut and paste information from books, journals, websites, or other sources. In addition, direct quotation of sources, regardless of whether or not the source is cited, is not allowed. Please summarize the material and what you have learned in your own words.
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Similar to Reply 11. Is trustworthy Sara is trustworthy. She always keeps.docx
17In this paper, please write a discussion r
1
7
In this paper, please write a discussion relating to the topic of SANE (also marked in red). The discussion section should contain three to five paragraphs and should be a discussion of how the literature review impacts your topic. Go back to your thesis statement and be sure to clearly apply your literature review to your thesis statement. You can add practice examples here.
SANE
Name
School
Date
Instructor
SANE
To help with holistic and timely healing of sexual assault patients, shortage of resources should be addressed and more sexual assault team members must be procured. This is a vicious cycle that needs to be addressed by the community as a whole. The turnover rate for SANE nurses is high, while sexual assault patients face long-term mental and physical effects. Additionally, the society they live in engage in victim-blaming, and their trauma is minimized. While healthcare institutions are challenged with the pandemic, sexual abuse rates, and their intensity have risen with lockdowns. Although, methods to improve the quality of care are ongoing; additional steps should be taken to control further damage. This paper will give an overview of the SANE program, present the ongoing issues faced by sexual assault patients and some possible solutions to these issues.
Literature Review
ProQuest was primarily used for searching for all 4 Journal articles and Google Scholar was used for the 2 websites. The terms “sexual assault”, “shortage of forensic nurses”, PTSD in sexual assault victims” etc. were used. Articles within 5 years was entered in the filter.
The first article explained the duties of these health care workers. It explained that these nurses examine the victim to obtain proof of an assault or physical injury. The proof is provided as evidence during the hearing of the case. The nurses also pose questions to the victims to evaluate the assault deeply for a clearer picture of the case scenario. They also administer drugs to prevent any infection as well as testing for pregnancy (Delgadillo, 2017)
The second article induced an existing shortage of SANE nurses in the majority of the developing countries. That goes hand in hand with a shortage of screening facilities in their health care centers. As the article elaborated, there are few forensic programs infiltrated in hospitals. According to SANE, Nurses are in very high demand in many countries. It further claimed that the available number of nurses is minimal. Considering the highly developing emergency cases (Lavoie et al., 2020)
The third article provided a definition and a better understanding of the term assault, SANE and Forensic nurses. It describes sexual assault as any unwilling sexual activity. It provided the more extended version of the abbreviation, SANE, as Sexual Assault Nurse examiner. It defined the SANE of the nurse who topped up studies on matters related to sexual harassment. These nurses give services to vict ...
3 hours agoholly orme RE Discussion - Week 4 - Initial Post.docx
3 hours ago
holly orme
RE: Discussion - Week 4 - Initial Post - Holly Orme
COLLAPSE
Top of Form
Nursing 6053; Leadership
Week 4 – Initial Post
Excellent leadership in nursing is likely to pull from different theories according to the job at hand, the team’s needs and the local state of affairs.
There is no simple answer to the complex question of what makes exceptional leadership in nursing, despite the existence of evidence showing that it can have a positive impact on both patient experience and outcomes, and nurse satisfaction and retention. There is some suggestion that the latter then influences the former. However, establishing what makes good nursing leadership is challenging.
A number of leadership theories describe how they can be applied to nursing and how effective they are. What appears is that different approaches are needed according to the goals of the individual leader. One thing is clear: success hinges on good relationships between leaders and their teams.
In the face of ambiguity and complexity, it seems that good leadership is an anomaly and requires careful evaluation. Where there are contradictory findings, it is important to delve deeper to uncover what each different approach has in common.
Historically, leadership studies have been focused on the beliefs and actions of leaders, leaving followers with a passive role and at the of the mercy of those they follow. Recent studies have explored the roles of both leaders and followers, and suggest that it is the nature of the relationship between them, rather than any specific behavior of their leaders, that creates effective leadership.
Hersey and Blanchard (1969) observed that the leader’s actions should be determined by the experience of the team remembering that the behaviors of good leaders are circumstantial rather than permanent. In this model, leaders evaluate the needs of the followers and adjust their actions accordingly.
Haslam et al (2011) suggest that leaders must be an essential part of the team and that their primary role is to create a sense of group uniqueness. The leader must convey what the team dynamics are and why people would want to be part of it, and motivate followers to identify with the group, by fostering a true sense of loyalty.
Uhl-Bien et al (2014) go further, suggesting that the guidance of a team is co-produced with followers and that it depends on their actions toward the leader and the leader’s reaction towards them, in an open network. The idea is that you cannot force leadership and that it must be earned from followers. In this model, there is a distinction between people in positions of authority and leaders, and leadership has to be won rather than assumed.
Avolio, who had worked with Bass on transformational leadership, developed his thinking further into authentic leadership, which emphasizes the leader’s ethics and behavioral integrity (Avolio et al, 2004). This is reflected in Haslam’s model, which requires the leader to lead by e.
Reply to my PeerStart reviewing and responding to the postings
Reply to my Peer
Start reviewing and responding to the postings of your classmates as early in the week as possible. Respond to at least two of your classmates. Participate in the discussion by asking a question, providing a statement of clarification, providing a point of view with a rationale, challenging an aspect of the discussion, or indicating a relationship between two or more lines of reasoning in the discussion. Complete your participation for this assignment by the end of the week.
Peer 1
The personality traits that I have that aid in my leadership abilities is first Dependable, I feel that I am a very dependable person and leader. My staff can rely on me for pretty much anything. I try to work with my staff when ever they may need something or a day off. Another trait would be supportive I am a very supportive person. I believe in everyone being a team player so I show that to my staff. I jump in and help whenever and where ever I can. Another trait would be Accountability I am not afraid to accept responsibility for my actions whether it be good or bad.
Traits that hinder my leadership abilities would first be Self Confidence, confidence, the sense of self-assurance without arrogance, provides nurse leaders and managers with an ability to lead through difficult times(Murray 2017).I have always had issues with this throughout my whole nursing career. I am always second guessing myself and questioning. I find that I do not want to mess up at anything or make a mistake, but then that is also how we learn best is from our mistakes. Another would be Time Management this is something that I am learning to work on currently. Another one would be delegating I find it hard to delegate tasks to my team members I usually just end up doing things myself, I do not like to micromanage. I really need to work on this especially since this trait is now in my job description.
I am currently working on all the traits that hinder my leadership abilities. I am learning new things about leadership in the position I am currently in. I am always open to learning new things. I am excited to continue to learn and grow as a leader.
References: Murray, E. J. (2017).
Nursing leadership and management for patient safety and quality care
. Philadelphia: F.A. Davis Company.
Peer 2
It’s extraordinary to think that it took a devastating pandemic in order for the general public to direct their attention towards the hardships of nursing. We finally have the chance to show the world our challenges we face every day in order to save lives and although I’m grateful for recognition, I wish it did not come at such a cost. The ability to bring awareness pertaining to the burdens of medical staff and generate conversation regarding ways to improve our healthcare system are some very important sources of power that have recently emerged due to Covid19. Despite this acknowledgement from the public, many nurses have been cornered into the position of ...
Reply to my PeerStart reviewing and responding to the postings.docx
Reply to my Peer
Start reviewing and responding to the postings of your classmates as early in the week as possible. Respond to at least two of your classmates. Participate in the discussion by asking a question, providing a statement of clarification, providing a point of view with a rationale, challenging an aspect of the discussion, or indicating a relationship between two or more lines of reasoning in the discussion. Complete your participation for this assignment by the end of the week.
Peer 1
The personality traits that I have that aid in my leadership abilities is first Dependable, I feel that I am a very dependable person and leader. My staff can rely on me for pretty much anything. I try to work with my staff when ever they may need something or a day off. Another trait would be supportive I am a very supportive person. I believe in everyone being a team player so I show that to my staff. I jump in and help whenever and where ever I can. Another trait would be Accountability I am not afraid to accept responsibility for my actions whether it be good or bad.
Traits that hinder my leadership abilities would first be Self Confidence, confidence, the sense of self-assurance without arrogance, provides nurse leaders and managers with an ability to lead through difficult times(Murray 2017).I have always had issues with this throughout my whole nursing career. I am always second guessing myself and questioning. I find that I do not want to mess up at anything or make a mistake, but then that is also how we learn best is from our mistakes. Another would be Time Management this is something that I am learning to work on currently. Another one would be delegating I find it hard to delegate tasks to my team members I usually just end up doing things myself, I do not like to micromanage. I really need to work on this especially since this trait is now in my job description.
I am currently working on all the traits that hinder my leadership abilities. I am learning new things about leadership in the position I am currently in. I am always open to learning new things. I am excited to continue to learn and grow as a leader.
References: Murray, E. J. (2017).
Nursing leadership and management for patient safety and quality care
. Philadelphia: F.A. Davis Company.
Peer 2
It’s extraordinary to think that it took a devastating pandemic in order for the general public to direct their attention towards the hardships of nursing. We finally have the chance to show the world our challenges we face every day in order to save lives and although I’m grateful for recognition, I wish it did not come at such a cost. The ability to bring awareness pertaining to the burdens of medical staff and generate conversation regarding ways to improve our healthcare system are some very important sources of power that have recently emerged due to Covid19. Despite this acknowledgement from the public, many nurses have been cornered into the position of .
Running head PERSONal leadership philosophy 1PERSONal leadersh
Running head: PERSONal leadership philosophy 1
PERSONal leadership philosophy 6
Personal Leadership Philosophy
Dayna R. Canzone
Walden University
NURS-6053, Section 50, Interprofessional Organizational and Systems Leadership
June 24, 2019
Personal Leadership Philosophy
When we think of leaders in the healthcare industry, we often focus on the famous policy-makers that have come before us. We may not realize how truly significant our own personal leadership can be to those around us. Every person has the ability to be a leader regardless of the job title that we may hold. Laureate Education (2018) shared that leaders are not defined by position or title, rather they’re characterized by their ability to craft a compelling vision while inspiring others to follow. To enhance our leadership skills, it is important to frequently acknowledge our leadership strengths and weaknesses. Laureate Education (2014) explained that it is important to understand what your skills, talents, and competencies are in order to see how they could best be served in the organization. To be a successful leader, we should frequently analyze our approach and develop a plan for continued improvement. CliftonStrengths Assessment
Positivity, includer, achiever, relator, and futuristic themes were identified in my CliftonStrengths profile. Strengths Finder (2018) explained that by focusing on your Signature Themes, separately and in combination, you can identify your talents, build them into strengths, and enjoy personal and career success. Completing this assessment allowed me to gain an understanding of my values, strengths, and areas that I wish to improve upon. I found that my positive outlook and approach to situations allows me to include and relate to those around me as I drive my team towards the achievement of our goals. Learning about the significance that my leadership style can hold for my team was an eye-opening experience that will promote internal growth and exploration. Core Values
The core values that were recognized in my report encompassed the includer and relator themes. Strengths Finder (2018) articulated that an includer is an instinctively accepting person who does not pass judgment, wants to expand groups, and wishes to include people so they feel they belong. As an includer, I feel that everyone is equally important, no one should be ignored, and everyone should be included. I have felt this deeply since I was a child, and this is the driving force behind my desire to care for others. This closely relates to the relator theme which supports my attitude considering relationship development. To truly care for my patients, I begin by cultivating a therapeutic relationship that promotes trust. I want to understand their feelings, goals, dreams, and fears, to better relate to and understand them. Staying true to the core values that drive my behaviors will support me and my team as we provide our patients with care. Behaviors to Strengthen
This asse ...
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3 hours agoholly orme RE Discussion - Week 4 - Initial Post.docx
3 hours agoholly orme RE Discussion - Week 4 - Initial Post.docx
Reply to my PeerStart reviewing and responding to the postings
Reply to my PeerStart reviewing and responding to the postings
Reply to my PeerStart reviewing and responding to the postings.docx
Reply to my PeerStart reviewing and responding to the postings.docx
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1st respond Authentic Leadership Manning Jones list six.docx
Running head PERSONal leadership philosophy 1PERSONal leadersh
Running head PERSONal leadership philosophy 1PERSONal leadersh
More from WilheminaRossi174
Senior Seminar in Business Administration BUS 499Coope.docx
Senior Seminar in Business Administration
BUS 499
Cooperative Strategy
Hitt, M.A., Ireland, R.D., & Hoskisson, R.E. (2009). BUS499: Strategic management: Competitiveness and globalization, concepts and cases: 2009 custom edition (8th ed.). Mason, OH: South-Western Cengage Learning.
Welcome to Senior Seminar in Business Administration.
In this lesson we will discuss Cooperative Strategy.
Please go to the next slide.
ObjectivesUpon completion of this lesson, you will be able to:Identify various levels and types of strategy in a firm
Upon completion of this lesson, you will be able to:
Identify various levels and types of strategy in a firm.
Please go to the next slide.
Supporting TopicsStrategic alliancesCooperative strategiesCompetitive risks
In order to achieve this objective, the following supporting topics will be covered:
Strategic alliances;
Cooperative strategies; and
Competitive risks.
Please go to the next slide.
Strategic AlliancesCooperative strategyStrategic allianceCombination of resources and capabilitiesExchange and sharing of resourcesFirms leverage existing resourcesCornerstone of many firms’ competitive strategy
Recognized as a viable engine of firm growth, cooperative strategy is a strategy in which firms work together to achieve a shared objective. Thus, cooperating with other firms is another strategy firms use to create value for a customer that exceeds the cost of providing that value and to establish a favorable position relative to competition.
A strategic alliance is a cooperative strategy in which firms combine some of their resources and capabilities to create a competitive advantage. Thus, strategic alliances involve firms with some degree of exchange and sharing of resources and capabilities to co-develop, sell, and service goods or services. Strategic alliances allow firms to leverage their existing resources and capabilities while working with partners to develop additional resources and capabilities as the foundation for new competitive advantages. To be certain, the reality today is that strategic alliances have become a cornerstone of many firms’ competitive strategy.
Please go to the next slide.
Strategic Alliances, continuedJoint ventureEquity strategic allianceNonequity strategic alliance
The three major types of strategic alliances include joint venture, equity strategic alliance, and nonequity strategic alliance.
A joint venture is a strategic alliance in which two or more firms create a legally independent company to share some of their resources and capabilities to develop a competitive advantage. Joint ventures, which are often formed to improve firms’ abilities to compete in uncertain competitive environments, are effective in establishing long-term relationships and in transferring tacit knowledge. Because it can’t be codified, tacit, or implied, knowledge is learned through experiences such as those taking place when people from partner firms work together in a join.
Select two countries that have been or currently are in confli.docx
Select two countries that have been or currently are in conflict.
Compare the two countries using the cultural dimensions interactive index.
Briefly describe the two countries that you selected and the conflict in which they are engaged. Explain why you selected them.
Compare the two countries on the following dimensions: collectivism-individualism, masculinity-femininity, power distance, long-term orientation, and uncertainty avoidance.
Explain what insights you had or conclusions that you might now draw about the countries and/or the conflict between them based on your comparison.
Explain the role that culture plays in this conflict and how dimensions of culture might influence the resolution of the conflict.
"Hofstede's Cultural Dimensions: Understanding Workplace Values Around the World." Notice the differences between each dimension of culture.
.
Serial KillersFor this assignment you will review a serial kille.docx
Serial Killers
For this assignment you will review a serial killer's case in depth. The killer you choose to review will also be the subject of your Week 5 final assignment, so keep your research material handy.
First, choose
one
of the following serial killers:
David Berkowitz ("Son of Sam") taunted police over a year and shot 15 people (6 died) in New York City. The movie "Summer of Sam" was about this time.
Gary Ridgway (the "Green River Killer") holds the American record for most victims. He confessed to killing 48 over a 16-year period but is suspected of having killed many more!
Wayne B. Williams is believed to be the killer of 24 children and young men in Atlanta, though there is still some doubt.
John Allen Muhammad and Lee Boyd Malvo were the "DC snipers" who shot 13 people (ten died) over three weeks in the Washington DC area in 2002.
Ted Bundy: Confessed to almost 30 murders (there may have been more). He was known for being smart and good-looking, and acted as his own lawyer.
Jeffrey Dahmer: His case captured worldwide attention after his capture, mostly due to his habit of keeping parts of his victims long after their deaths, as well as cannibalism and necrophilia.
Kristen Gilbert: An example of a female serial killer, she was a nurse who killed hospital patients in her care.
For this assignment, create a report in Microsoft Word that covers the following points:
Summarize the case: time period, location, number of victims, etc.
Describe the killer's background, methods, and area of operation.
How did the killer select his or her victims? Was there anything that the victims did to provoke the killer?
By analyzing all of the above information, you should now be able to propose a
three-part typology
and explain your analysis. Your typology should describe the killer's
motivation, location, and organized or disorganized factors. For instance, John Wayne Gacy might be described as a
Power/Control, local, organized killer.
.
SESSION 1Michael Delarosa, Department ManagerWhat sugg.docx
SESSION 1
Michael Delarosa, Department Manager
What suggestions do you have for improvement in regards to training new supervisors?
Make sure there are opportunities for hands on problem solving. Too much of our training is theory
and supervisors need to be focused on the real-world problems that come up.
What challenges do supervisors in our plants encounter that training would help them resolve?
I'd say that a lot of the challenges we see relate to the diversity on the line. There are a lot of different
types of people working at CapraTek and they don't always play well together.
What are the most important abilities for supervisors in our plants?
Well… the first thing that comes to mind is the ability to find information. Whether it's technical
information or answers for the people who report to you. Another key ability though is the ability to
acquire technical expertise. No one comes in knowing it all, but the ability to gain necessary
knowledge is very important.
What knowledge does a new supervisor need?
A solid understanding of the job itself. Supervisors provide a lot of training to new employees, so they
need to know our systems and processes inside and out.
Should training be conducted face to face, online, or a combination of both?
I'd say a combination. There are some topics that don't really need a classroom experience, but
others where the face-to-face interaction provides as much as the actual training materials. If it had to
be one or the other, I'd definitely say face to face.
Leland Butler, Shift Supervisor
What suggestions do you have for improvement in regards to training new supervisors?
Don't think you can cover this stuff once and be done with it. I went through supervisor training when I
was promoted, but I've gotta admit, I don't remember much of it. That kind of stuff doesn't always
stick unless you're doing it. Having an opportunity to be in the job and then get training on what you're
actually dealing with is better than sitting in a training room listening to someone talk about theories
and policies.
What challenges do supervisors in our plants encounter that training would help them resolve?
Well… like I said, being able to apply the leadership and supervisory ideas in realistic situations. I'm a
hands-on kind of person and it's always better if I can do something, so maybe like getting training on
performance reviews or some of the paperwork we're all dealing with. That would be helpful.
What are the most important abilities for supervisors in our plants?
Communication and flexibility. Hands down. You need to be able to shift gears decisively and
communicate with your team.
What knowledge does a new supervisor need?
He or she needs to know what the role of their team is to the division. How it all fits together. A good
supervisor needs to be able to communicate to the people who report to him what's going on and why
things are the way they are. So, he's got to be in .
Sheet11a & 1b.RESDETAILRes NumCheck InCheck OutCust IDCustFNameCus.docx
Sheet11a & 1b.RESDETAILRes NumCheck InCheck OutCust IDCustFNameCustLNameCust PhoneCust TypeCust DescLoyalty IDAgent IDAgentFNameAgentLNameAgent TypeAgent DescGuest CountRoom NumRoom TypeRoom DescRate TypeRate DescRate Amt10019/5/209/7/2085WesleyTanner(817)555-1193CCorporate32320Megan SmithFDFront Desk2224KKing BedCCorporate$12010019/5/209/7/2085WesleyTanner(817)555-1193CCorporate32320Megan SmithFDFront Desk2225D2 Double BedsCCorporate$12510029/1/209/10/20100Breanna Rhodes(214)555-9191IIndividual1295Janice MayTTelephone4305D2 Double BedsSStandard$14910039/9/209/11/2015JeffMinerIIndividual14John KingRCOnline Res Center3409D2 Double BedsWWeekend$9910049/12/209/14/2077KimJackson(817)555-4911CCorporate21028Ray SchultzTTelephone4320D2 Double BedsCCorporate$11010049/12/209/14/2077KimJackson(817)555-4911CCorporate21028Ray SchultzTTelephone4409D2 Double BedsCCorporate$10510049/12/209/14/2077KimJackson(817)555-4911CCorporate21028Ray SchultzTTelephone4321KKing BedCCorporate$11210059/15/209/18/20119Mary Vaughn(817)555-2334IIndividual11820MeganSmithFDFront Desk1302KKing BedSStandard$13910069/24/209/26/2097Chris Mancha(469)555-3440IIndividual15314John KingRCOnline Res Center2501KSKing SuiteWWeekend$11910069/24/209/26/2097Chris Mancha(469)555-3440IIndividual15314John KingRCOnline Res Center2502KSKing SuiteWWeekend$11910079/20/209/25/20100Breanna Rhodes(214)555-9191IIndividual12920MeganSmithFDFront Desk2302KKing BedSStandard$139100810/1/2010/3/2085Wesley Tanner(817)555-1193CCorporate3235Janice MayTTelephone3320D2 Double BedsWWeekend$89100810/1/2010/3/2085Wesley Tanner(817)555-1193CCorporate3235Janice MayTTelephone3321KKing BedWWeekend$99100910/1/2010/4/2028Renee Walker(214)555-9285IIndividual13514John KingRCOnline Res Center2502KSKing SuiteWWeekend$129100910/1/2010/4/2028Renee Walker(214)555-9285IIndividual13514John KingRCOnline Res Center2409D2 Double BedsWWeekend$129101010/1/2010/9/2023Shelby DayIIndividual28Ray SchultzTTelephone4225D2 Double BedsWWeekend$1091c.RESDETAIL (ResNum, RoomNum, CheckIn, CheckOut, CustID, CustFName, CustLName, CustPh, CustType, LoyaltyID, AgentID, AgentFName, AgentLName, AgentDesc, GuestCt, RoomType, RoomDesc, RateType, RateDesc, RateAmt)1d. Dependency Diagram for 1NF2a. Table Structure Format for 2NFRESDETAIL (ResNum, RoomNum, RateAmt)ROOM (RoomNum, RoomType, RoomDesc)RESERVATION (ResNum, CheckIn, CheckOut, CustID, CustFName, CustLName, CustPh, CustType, LoyaltyID, AgentID, AgentFName, AgentLName, AgentDesc, GuestCt, RateType, RateDesc)2b. Dependency Diagrams3a. Table Structure Format for 3NFRESDETAIL (ResNum, RoomNum, RateAmt)ROOM (RoomNum, RoomType)ROOMTYPE (RoomType, RoomDesc)RESERVATION (ResNum, CheckIn, CheckOut, CustID, AgentID, GuestCt, RateType)CUSTOMER (CustID, CustFName, CustLName, CustPh, LoyaltyID)CUSTTYPE (CustType, CustTypeDesc)AGENT (AgentID, AgentFName, AgentLName, AgentType)AGENTTYPE (AgentType, AgentDesc)RATETYPE (RateType, RateDesc)3b. Dependency Diagrams for 3NF4. Relational Schema4b. ERD
Sheet2
ima.
Selecting & Implementing Interventions – Assignment #4.docx
Selecting & Implementing Interventions – Assignment #4
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Behavioral Interventions
Behav. Intervent. 19: 205–228 (2004)
Published online in Wiley InterScience (www.interscience.wiley.com). DOI: 10.1002/bin.161
MODIFICATIONS TOBASIC FUNCTIONAL
ANALYSIS PROCEDURES IN SCHOOL
SETTINGS: A SELECTIVE REVIEW
Janet Ellis* and Sandy Magee
University of North Texas, Denton, TX, USA
This review describes applied behavioral research involving functional analyses conducted in public
school settings. Functional analyses in public school settings often require added conditions. The
modified conditions described herein include changes to experimental designs, antecedent changes that
include task variation, tasks included, idiosyncratic variables, physiological conditions, and modified
escape conditions. Finally, consequent modifications cover peer attention, tangibles, varied attention,
and altered escape. Copyright # 2004 John Wiley & Sons, Ltd.
INTRODUCTION
The primary body of functional analysis (FA) literature has historically focused on
persons with developmental disabilities in institutional/residential settings who
engaged in severe self-injurious behavior (SIB). Mace and Lalli (1991) noted that
interventions based on FAs conducted in experimental settings under highly
controlled analog conditions may be effective only to the extent that those analog
conditions match the subject’s natural environment. Johnston (1993) recommended
that, once a procedure has been experimentally developed, its value and applicability
should be assessed under practical/natural conditions. Further, passage of Public Law
105-17, Individuals with Disabilities Education Act (IDEA), in 1997 mandated that a
‘functional behavioral assessment’ be conducted on students who exhibit significant
behavior and adjustment problems. For at least these reasons, FA research has moved
beyond the tightly controlled laboratory setting and into more natural environments
involving more diverse populations. Development of behavioral assessments of
problem behavior in school settings had empirical roots—for example, 36 years ago
Thomas, Becker, and Armstrong (1968) noted that classroom teacher’s disapproval
increased rates of student’s disruptive behavior. These assessments allowed effective
Copyright # 2004 John Wiley & Sons, Ltd.
*Correspondence to: Janet Ellis, Department of Behavior Analysis, University of North Texas, P.O. Box 310919,
Denton, TX 76203-0919, USA. E-mail: [email protected]
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Seediscussions,stats,andauthorprofilesforthispublicati.docx
See discussions, stats, and author profiles for this publication at: https://www.researchgate.net/publication/299831446
A Case Study of Global Leadership Development
Best Practice
Article · April 2016
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University of Technology Sydney
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A Case Study of Global
Leadership Development
Best Practice
“GLD is a challenging task that has become more imp.
Shared Reading FrameworkFollow this framework when viewing the v.docx
Shared Reading Framework
Follow this framework when viewing the video lessons for Days 1,2, & 3 from Ms. Chan’s class. Compare and contrast Ms. Chan’s teaching to what is listed on this page.
(Whole)
Read aloud a shared or big book to the students. Label each step and clearly state how you will accomplish this.
·
Introduce the book: Explain what you will say to the students to introduce the book to them, if you choose to point out concepts of book, concepts of print, predicting, etc.
·
Picture Walk: Explain what you will do to provide a Picture Walk for the students, telling all that you will say to the students.
·
Read the book aloud: Explain how you will read the book aloud to the students, will you stop, on what pages, what will you say.
·
Students’ Responses: Develop a set of both literal and higher-order thinking questions to elicit student responses, use Bloom’s or Webb’s as a guide to questions.
(PART)
Direct Instruction (Name the reading skill and explain what it means)
· Explain:
(I do) Explain to the students what they will be learning and why they should learn it. Explain the skill they will be learning and explain “how it works” Summarize the skill in your own words. Teacher tells students everything you want them to learn
(objectives).
· Demonstrate
: (I do) Show the students what you would like them to do. Demonstrate to them what they will be doing to help them learn the skill. You must explain what you will do to demonstrate the skill you will be teaching. PROVIDE EXAMPLES and link to your explain step.
· Guide:
(We do, more teacher responsibility, some student responsibility) Guide the students to discuss and/or attempt the skill you just demonstrated. Explain how you will guide the students to allow them opportunities to try to apply the skill. Give support and feedback. Teacher brings students into discussion about objective and gives guidance and feedback
. (Feedback must be accurate, positive and encouraging, but also firm.)
· Practice:
(We do, more student responsibility) Explain specifically how you will guide the students to practice applying the skill by allowing them to work together with less teacher support but still feedback.
(WHOLE)
· Application:
(You do) (Read the book again and this time ask the students to apply what they learned about the reading skill to the book you are rereading.) Explain what you will have the students do to apply the skill to the text. The students should demonstrate that they can meet objective in this step.
· Students Reflect:
(You do) Develop a set of 6 – 8 questions you would ask the students to reflect on what they learned about the reading skill and what they learned from the book you read to them. This is a good time to ask questions that would meet.
Self-disclosureDepth of reflectionResponse demonstrates an in.docx
Self-disclosure/Depth of reflection
Response demonstrates an in-depth reflection on, and personalization of, the theories, concepts, and/or strategies presented in the course materials to date. Viewpoints and interpretations are insightful and well supported. Clear, detailed examples are provided, as applicable. Demonstrates an open, non-defensive ability to self-appraise, discussing both growth and frustrations as they related to learning in class, as well as implications for future learning.
Analysis/Connection to reading and outside experiences
In-depth synthesis of thoughtfully selected aspects of experiences related to the course topics. Makes clear connections between what is learned from readings, outside experiences and the topics. The reflection is an in-depth analysis of the learning experience, the value of the derived learning to self or others, and the enhancement of the student’s appreciation for the discipline. Demonstrate further analysis and insight resulting from what you have learned from readings, includes reference to at least two readings other than those assigned for class.
Connection to course objectives and BSN outcomes
Synthesize, analyze and evaluate thoughtfully selected aspects of ideas or issues from the class discussion as they relate to the course learning outcomes and the BSN program outcome. (Review your syllabus and students handbook to help make connections)
Structure, organization and grammar
Writing is clear, concise, and well organized with excellent sentence/paragraph construction. Thoughts are expressed in a coherent and logical manner. There are no more than three spelling, grammar, or syntax errors per page of writing.
APA format, page limitations and spelling
Follows APA professional writing style of using 12 point Times New Roman
font, 1inch margins all around, correct
APA headings, and correct format of title page.
.
Sheet1Excel for Finance Majorsweek 1week 2week 3week 4week 5week 6.docx
Sheet1Excel for Finance Majorsweek 1week 2week 3week 4week 5week 6week 7week 8week 9week 10week 11week 12week 13week 14week 15week 16TTHTTHTTHTTHTTHTTHTTHTTHTTHTTHTTHTTHTTHTTHTTHTTHTuesday, August 30, 20168/30/169/1/169/6/169/8/169/13/169/15/169/20/169/22/169/27/169/29/1610/4/1610/6/1610/11/1610/13/1610/18/1610/20/1610/25/1610/27/1611/1/1611/3/1611/8/1611/10/1611/15/1611/17/1611/22/1611/24/1611/29/1612/1/1612/6/1612/8/1612/13/1612/15/16Sign here to indicate attendanceStudent NameStudent ID#Amaya, Brick1235678Bergstrom, Elise1458678Byard, Victoria1681678Costa, Tatyana1904678Derevyanchuk, Dimitri1127678Deshon, Anne1350678Dijkstra, Keith1573678Hail, Adam1796678Harston, Steven2019678Lee, Derek2242678Mcelhannon, Steven2465678Mcquade, Arthur2688678Moskalenko, Tanner2911678Parry, Justin3134678Prasad, Kritnesha3357678Simmons, Benjamin William3580678Soderman, Julia3803678Tverdokhlebova, Julia4026678Wade, Victoria4249678Weiss, Rene4472678Wilson, Jay4695678
Sheet2Student NameStudent ID#Ama, Mary1235783Brown, Victoria1681783Craft Tanya1904783Davy, Miller1127783Dillon, Troy1350783Dijkstra, Karpreet1573783Holmn, Allen1796783Happ, Steven2019783Levi, Dave2242783Maden, Steven2465783McArthur, King2688783Moska, Smith2911783Parson, Jay3134783Simmon, William3580783Sodeir, Jason3803783Tekhleboka, Matt4026783Wahl, Mary4249783Wise, Wilma4472783Woomson, Missy4695783
Sheet1Excel for Finance Majorsweek 1week 2week 3week 4week 5week 6week 7week 8week 9week 10week 11week 12week 13week 14week 15week 16TTHTTHTTHTTHTTHTTHTTHTTHTTHTTHTTHTTHTTHTTHTTHTTHTuesday, August 30, 20168/30/169/1/169/6/169/8/169/13/169/15/169/20/169/22/169/27/169/29/1610/4/1610/6/1610/11/1610/13/1610/18/1610/20/1610/25/1610/27/1611/1/1611/3/1611/8/1611/10/1611/15/1611/17/1611/22/1611/24/1611/29/1612/1/1612/6/1612/8/1612/13/1612/15/16Sign here to indicate attendanceStudent NameStudent ID#Amaya, Brick1235678Bergstrom, Elise1458678Byard, Victoria1681678Costa, Tatyana1904678Derevyanchuk, Dimitri1127678Deshon, Anne1350678Dijkstra, Keith1573678Hail, Adam1796678Harston, Steven2019678Lee, Derek2242678Mcelhannon, Steven2465678Mcquade, Arthur2688678Moskalenko, Tanner2911678Parry, Justin3134678Prasad, Kritnesha3357678Simmons, Benjamin William3580678Soderman, Julia3803678Tverdokhlebova, Julia4026678Wade, Victoria4249678Weiss, Rene4472678Wilson, Jay4695678
Sheet2Student NameStudent ID#Ama, Mary1235783Brown, Victoria1681783Craft Tanya1904783Davy, Miller1127783Dillon, Troy1350783Dijkstra, Karpreet1573783Holmn, Allen1796783Happ, Steven2019783Levi, Dave2242783Maden, Steven2465783McArthur, King2688783Moska, Smith2911783Parson, Jay3134783Simmon, William3580783Sodeir, Jason3803783Tekhleboka, Matt4026783Wahl, Mary4249783Wise, Wilma4472783Woomson, Missy4695783
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Seemingly riding on the coattails of SARS-CoV-2, the alarming sp.docx
Seemingly riding on the coattails of SARS-CoV-2, the alarming spread of monkeypox across western Europe and the United States has filled the news cycle through the summer of 2022. Monkeypox is an orthopoxvirus, similar in presentation to smallpox and chickenpox (Varicella zoster). In contrast to the related poxviruses, monkeypox has been reported to spread by sexual contact and direct skin-to-skin contact, as well as through the traditional respiratory droplet route. While there is currently no effective treatment for infected individuals, two vaccines with good efficacy are available to help stem the spread of the disease. Likewise, individuals that have been vaccinated against smallpox with vaccinia virus have some protection against contracting monkeypox. While changes in sexual behavior among vulnerable populations has so far limited the outbreak, the disease is still spreading throughout the country and has caused a handful of deaths.
What is the life cycle of monkeypox, and how exactly is it spread? What does the fact that vaccination against smallpox provides some protection against monkeypox indicate about this virus? Also, what does the spread of monkeypox reveal about the susceptibility of the population to smallpox, a disease that has been considered eradicated worldwide since the late 1980s?
In addition to your original response, you will need to respond to at least two other students’ original posts. Responses should be substantive in nature instead of just reiterating what the original poster stated, or a “good job explaining” or “me too” type of post.
Please note that in your response, plagiarism is not allowed. Please do NOT simply cut and paste information from books, journals, websites, or other sources. In addition, direct quotation of sources, regardless of whether or not the source is cited, is not allowed. Please summarize the material and what you have learned in your own words.
.
See the attachment of 1 Article belowPlease answer all the que.docx
See the attachment of 1 Article below
Please answer all the questions below in 1-2 pages (in MLA)
1) the important concepts and terms of the readings
2) the most important arguments of the readings
3) the parts of the readings they found confusing or unclear
4) how this reading relates to previous class readings, lectures, and discussions
You do not need to have a work cited page unless you have outside materials. Please let me know if you have questions.
.
SHAPING SCHOOL CULTURE BY LIVING THE VISION AND MISSIONNameI.docx
SHAPING SCHOOL CULTURE BY LIVING THE VISION AND MISSION
Name
Institution
Date
School
Hello everyone and welcome to today’s presentation. The school in focus is Highland High School which has 9 to 12th grade.
2
Name
Highland High School
Grade levels
9 to 12
Mission
The mssion of the school is to “Empower students to use knowledge, skills, and strategies to become productive members of society who use higher level thinking”. The vision of the school is Students will “Own Their learning”
3
Mission statement
“Empower students to use knowledge, skills, and strategies to become productive members of society who use higher level thinking”
Vision statement
Students will “Own Their learning”
Strategies that embed the mission and vision
It is possible for a school to convey its ethos, mission, goals, and values to its students, staff, and parents in a variety of different methods. A school's prospectus or handbook should present information in a way that is clear and easy to comprehend, taking into account the diverse ethnic group in the area and maybe translating the text into many languages. The website of the school is the spot that makes the most sense to transmit any sort of information regarding the institution as a whole, including its ethos and so on. The internet is the first place that people search for information in this day and age since it can be accessed from anywhere in the world and every school now has its own personal website. Again, in order to experience the true environment of the school, it is necessary to combine this mode of communication with a trip to the location itself.
4
Strategy 1
Communication
Repetitive communication of the mission and vision ensures it is embedded (Jensen et al., 2018)
Communications will target all stakeholders
Technology tools will be used to facilitate communication to all stakeholders
Strategies that embed the mission and vision cont…
A well-defined statement that provides an explanation of the line of work that an individual plans to pursue over the entirety of his career is an example of a career objective. It is essential for each and every student to articulate their aspirations for their future careers. They are able to devise more efficient action plans as a result of this.
5
Strategy 2
Helping students establish career goals
Students will be encouraged to work hard to actualize the goals
Successful careers enable students to become productive members of the society (Şenol & Lesinger, 2018)
Strategies that embed the mission and vision cont…
Finding and employing the appropriate faculty members is possibly the single most significant factor that will determine the institution's long-term success. Even though conducting interviews and making hires is seen by many as an art form, there are tried-and-true strategies that the school may employ to boost its chances of finding the proper people to work there. These approaches are suppo.
Select a healthcare legislature of interest. Discuss the historica.docx
Select a healthcare legislature of interest. Discuss the historical background of the legislation. For example, the person(s) who presented the bill. The committees the bill went through, and revision of the bill until it was passed into law. For example, health insurance is a problem within the USA. The ACA bill was created and pass into law.
.
See discussions, stats, and author profiles for this publicati.docx
See discussions, stats, and author profiles for this publication at: https://www.researchgate.net/publication/13998136
Self-management within a token economy for students with
learning disabilities
Article in Research in Developmental Disabilities · May 1997
DOI: 10.1016/S0891-4222(96)00045-5 · Source: PubMed
CITATIONS
17
READS
1,084
3 authors, including:
Some of the authors of this publication are also working on these related projects:
Self-regulation View project
Animal Assisted Physical Activity View project
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University of Delaware
29 PUBLICATIONS 491 CITATIONS
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University of Delaware
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https://www.researchgate.net/publication/13998136_Self-management_within_a_token_economy_for_students_with_learning_disabilities?enrichId=rgreq-db53aece611d16c3ef6017901d8bec29-XXX&enrichSource=Y292ZXJQYWdlOzEzOTk4MTM2O0FTOjY0MzI5NDUxNDEyNjg0OEAxNTMwMzg0NzcyNTky&el=1_x_2&_esc=publicationCoverPdf
https://www.researchgate.net/publication/13998136_Self-management_within_a_token_economy_for_students_with_learning_disabilities?enrichId=rgreq-db53aece611d16c3ef6017901d8bec29-XXX&enrichSource=Y292ZXJQYWdlOzEzOTk4MTM2O0FTOjY0MzI5NDUxNDEyNjg0OEAxNTMwMzg0NzcyNTky&el=1_x_3&_esc=publicationCoverPdf
https://www.researchgate.net/project/Self-regulation-5?enrichId=rgreq-db53aece611d16c3ef6017901d8bec29-XXX&enrichSource=Y292ZXJQYWdlOzEzOTk4MTM2O0FTOjY0MzI5NDUxNDEyNjg0OEAxNTMwMzg0NzcyNTky&el=1_x_9&_esc=publicationCoverPdf
https://www.researchgate.net/project/Animal-Assisted-Physical-Activity?enrichId=rgreq-db53aece611d16c3ef6017901d8bec29-XXX&enrichSource=Y292ZXJQYWdlOzEzOTk4MTM2O0FTOjY0MzI5NDUxNDEyNjg0OEAxNTMwMzg0NzcyNTky&el=1_x_9&_esc=publicationCoverPdf
https://www.researchgate.net/?enrichId=rgreq-db53aece611d16c3ef6017901d8bec29-XXX&enrichSource=Y292ZXJQYWdlOzEzOTk4MTM2O0FTOjY0MzI5NDUxNDEyNjg0OEAxNTMwMzg0NzcyNTky&el=1_x_1&_esc=publicationCoverPdf
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https://www.researchgate.net/profile/Al_Cavalier?enrichId=rgreq-db53aece611d16c3ef6017901d8bec29-XXX&enrichSource=Y292ZXJQYWdlOzEzOTk4MTM2O0FTOjY0MzI5NDUxNDEyNjg0OEAxNTMwMzg0NzcyNTky&el=1_x_5&_esc=publicationCoverPdf
https://www.researchgate.net/institution/University_of_Delaware?enrichId=rgreq-db53aece611d16c3ef6017901d8bec29-XXX&enrichSource=Y292ZXJQYWdlOzEzOTk4MTM2O0FTOjY0MzI5NDUxNDEyNjg0OEAxNTMwMzg0NzcyNTky&el=1_x_6&_esc=publicationCoverPdf
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https://ww.
Segmented Assimilation Theory and theLife Model An Integrat.docx
Segmented Assimilation Theory and the
Life Model: An Integrated Approach to
Understanding Immigrants and Their Children
Lissette M. Piedra and David W Engstrom
The life model offers social workers a promising framework to use in assisting immigrant
families. However, the complexities of adaptation to a new country may make it difficult
for social workers to operate from a purely ecological approach. The authors use segmented
assimilation theory to better account for the specificities of the immigrant experience. They
argue that by adding concepts from segmented assimilation theory to the life model, social
workers can better understand the environmental Stressors that increase the vulnerabilities
of immigrants to the potentially harsh experience of adapting to a new country. With these
concepts, social workers who work with immigrant families will be better positioned to
achieve their central goal: enhancing person and environment fit.
KEY WORDS: acculturation; assimilation; immigrants; life model; second generation
Nearly a century ago,Jane Addams (1910)
observed that immigrants needed help
integrating their European and American
experiences to give them meaning and a sense of
relation:
Power to see life as a whole is more needed in
the immigrant quarter of the city than anywhere
else Why should the chasm between fathers
and sons, yawning at the feet of each generation,
be made so unnecessarily cruel and impassable
to these bewildered immigrants? (p. 172)
The inability of some immigrant families to
integrate the cultural capital from the world left
behind with the demands of the new society creates
a gulf of experience between immigrants and their
children that can undermine the parental relation-
ship. Today, the issue of family cohesion in the face
of acculturative Stressors remains central to the im-
migrant experience and creates a sense of urgency
because it is so linked with the success of the second
generation. The size of the immigrant population
and the role their children \vill play in future labor
markets (Morales & Bonilla, 1993; Sullivan, 2006)
moves the problem from the realm of the person
to the status of a larger public concern.
Immigrant families are rapidly becoming the
"typical" American family. More than one in seven
families in the United States is headed by a foreign-
born adult. Children of immigrant parents are the
fastest growing segment of the nation's child popula-
tion (Capps, Fix, Ost, Reardon-Anderson, & Passel,
2004).The U.S. Census Bureau (2003) reported that
slightly more than 14 million children (approxi-
mately one in five) live in immigrant families; the
percentage is even higher (22 percent) for children
under the age of six (U.S. Census Bureau, 2001).
At a structural level, these changing demographics
create large-scale and long-range effects that bear
on many social services and many issues of social
pohcy (Sullivan, 2006). Specifically, the population
growth of native-born children in nonwhite.
Select a local, state, or national public policy that is relev.docx
Select a local, state, or national public policy that is relevant today in the local, regional, or national news
Examples:
Local: community or urban growth (examples: results of rezoning, reuse of public structures, closed down school/public buildings that will convert to private business enterprise).
State: Private land converted to public spaces (examples: airports, road, or highway usage).
Federal: Gun policy, drug policy, immigration (examples: effects on jobs, background checks, cultural changes in communities).
Identify how the policy was formulated from a historical standpoint and identify which stakeholders were involved in the process.
Appraise the position whether the policy creates a benefit for one group (or stakeholder) while other groups experience disadvantages or negative challenges because of public policy implementation.
.
School of Community and Environmental HealthMPH Program .docx
School of Community and Environmental Health
MPH Program
Epidemiology: MPH 746
(
Second
Assignment
)
(
Type in you name here as
First Name , Last Name
)
Read the Paper below and answer the following questions. Your answer should be typed in below; and the submitted document should be in Microsoft Word document. The answer for any question should not exceed one paragraph (5-6 lines). The deadline for submission is 11:59 pm EST Nov. 9th, 2022.
(
Ellison LF, Morrison HI:
Low serum cholesterol concentration and risk of suicide
.
Epidemiology
2001,
12
(2):168-172.
)
Question1 (Max. 0.5 point)
What is the purpose of the study?
Question2 (Max. 0.5 point)
What is the study design? What is the exposure? What is the outcome?
Question3 (Max. 2 points)
How the exposure was measured? How the outcome was measured?
Question4 (Max. 1.5 points)
From Table II, calculate the Crude Rate Ratio for serum total cholesterol <4.27 mmol/l compared to >5.77 mmol/l. (must show the details of calculation)
Question5 (Max. 1.5 points)
What is the meaning of this crude Rate Ratio?
Question6 (Max. 1.5 points)
In Table 3, what is the meaning of age and sex adjusted RR of serum total cholesterol <4.27 mmol/l compared to serum total cholesterol >5.77 mmol/l. Was there confounding by age and sex, why or why not? Is the RR statistically significant? What is the meaning of the 95%CI for the RR?
Question7 (Max. 0.5 points)
Was the ascertainment of the outcome as complete as possible? Was there a follow chart?
Question8 (Max. 0.5 points)
The authors stated in the discussion “The possibility of under-ascertainment of suicide deaths is always a concern, although it is probably unlikely that ascertainment varied by serum total cholesterol level”
Explain what the authors meant by their statement.
Question9 (Max. 0.5 points)
Were those who measured the outcome blinded from the exposure status?
Question10 (Max. 0.5 points)
Have the exposures been well measured, or is there any random or systematic misclassification?
Question11 (Max. 5 points)
Do the “exposed” differ from the “unexposed” with respect to other factors? Have these differences taken into account in the design or analysis? i.e. How the authors dealt with confounding?
1
image1.png
Students will synthesize the information they have gathered during the course to formulate a presentation advocating for a practice change in relation to an area of interest to NP practice.
Creating a Professional PowerPoint PresentationDownload Creating a Professional PowerPoint Presentation
In a PowerPoint Presentation, address the following.
1.
Title Slide
2.
Introduction (1 slide): Slide should identify concepts to be addressed and sections of the presentation. Include speaker’s notes that explain, in more detail, what will be covered.
.
School Effects on Psychological Outcomes During Adolescence.docx
School Effects on Psychological Outcomes During Adolescence
Eric M. Anderman
University of Kentucky
Data from the National Longitudinal Study of Adolescent Health were used to examine school-level
differences in the relations between school belonging and various outcomes. In Study 1, predictors of
belonging were examined. Results indicated that belonging was lower in urban schools than in suburban
schools, and lower in schools that used busing practices than those that did not. In Study 2, the relations
between belonging and psychological outcomes were examined. The relations varied depending on the
unit of analysis (individual vs. aggregated measures of belonging). Whereas individual students’
perceptions of belonging were inversely related to depression, social rejection, and school problems,
aggregated belonging was related to greater reports of social rejection and school problems and to higher
grade point average.
Research on school-level differences during adolescence often
has focused on nonpsychological outcomes, such as academic
achievement and behavioral issues, instead of on psychological
outcomes (Roeser, 1998). Indeed, research on school-level differ-
ences in nonacademic variables is quite rare. The purpose of the
present research was to examine school-level differences in a
variety of psychological outcomes, using a large nationally repre-
sentative sample of adolescents.
School Effects on Student Outcomes
Although there is an abundant literature on effective schools,
most of the research in this literature has focused on academic
variables, such as achievement, dropping out, and grade point
average (GPA; e.g., Edmonds, 1979; Miller, 1985; Murphy, Weil,
Hallinger, & Mitman, 1985). This literature generally indicates
that schools that are academically effective have certain recogniz-
able characteristics.
Some of these studies have examined differences between pub-
lic schools and other types of schools. For example, some research
indicates that students who attend public schools achieve more
academically than do students who attend other types of schools
(e.g., Coleman & Hoffer, 1987). Other research suggests that there
may be a benefit in terms of academic achievement for students
who attend Catholic schools compared with non-Catholic schools
(Bryk, Lee, & Holland, 1993). Lee and her colleagues (Lee,
Chow-Hoy, Burkam, Geverdt, & Smerdon, 1998) found that stu-
dents who attended private schools took more advanced math
courses than did students who attended public schools. However,
they also found specific benefits for Catholic schools: Specifically,
in Catholic schools, there was greater school influence on the
courses that students took, and the social distribution of course
enrollment was found to be particularly equitable.
In recent years, psychologists have started to become interested
in the effects of schooling on mental health outcomes (e.g., Boe-
kaerts, 1993; Cowen, 1991; Roeser, Eccles, & Strobel, 1998;
Rutter,.
Search the gene belonging to the accession id you selected in week 2.docx
Search the gene belonging to the accession id you selected in week 2. Use both Ensembl
https://useast.ensembl.org/index.html
and UCSC
https://genome.ucsc.edu/cgi-bin/hgGateway
genomic browsers to get these genomic/sequence features.
For transcript information including UTRs. provide:
Chromosome
Gene location
Coordinates (exons and introns) these are positions in the sequence
Total exon count -> state if this was the same as what you retrieved from NCBI. Note it could be different because it is a different organism.
ORF Strand: some tools present with signs such as -/+, others will state positive/negative or forward/reverse
promoter region
Coding Region
Coordinates (start and end sequence positions)
coding exon count (this may differ from the total count).
positions for coding exons
Compare and contrast the level of information provided by the two genomic browsers against each other and against the information you were able to get from NCBI resources
.
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June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...
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Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
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students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
special B.ed 2nd year old paper_20240531.pdf
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The French Revolution Class 9 Study Material pdf free download
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
Acetabularia Information For Class 9 .docx
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.
Palestine last event orientationfvgnh .pptx
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.
Mule 4.6 & Java 17 Upgrade | MuleSoft Mysore Meetup #46
Mule 4.6 & Java 17 Upgrade | MuleSoft Mysore Meetup #46
Event Link:-
https://meetups.mulesoft.com/events/details/mulesoft-mysore-presents-exploring-gemini-ai-and-integration-with-mulesoft/
Agenda
● Java 17 Upgrade Overview
● Why and by when do customers need to upgrade to Java 17?
● Is there any immediate impact to upgrading to Mule Runtime 4.6 and beyond?
● Which MuleSoft products are in scope?
For Upcoming Meetups Join Mysore Meetup Group - https://meetups.mulesoft.com/mysore/
YouTube:- youtube.com/@mulesoftmysore
Mysore WhatsApp group:- https://chat.whatsapp.com/EhqtHtCC75vCAX7gaO842N
Speaker:-
Shubham Chaurasia - https://www.linkedin.com/in/shubhamchaurasia1/
Priya Shaw - https://www.linkedin.com/in/priya-shaw
Organizers:-
Shubham Chaurasia - https://www.linkedin.com/in/shubhamchaurasia1/
Giridhar Meka - https://www.linkedin.com/in/giridharmeka
Priya Shaw - https://www.linkedin.com/in/priya-shaw
Shyam Raj Prasad-
https://www.linkedin.com/in/shyam-raj-prasad/
How to Make a Field invisible in Odoo 17
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Model Attribute Check Company Auto Property
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.
How libraries can support authors with open access requirements for UKRI fund...
How libraries can support authors with open access requirements for UKRI funded books
Wednesday 22 May 2024, 14:00-15:00.
The Challenger.pdf DNHS Official Publication
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
2024.06.01 Introducing a competency framework for languag learning materials ...
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Introduction to AI for Nonprofits with Tapp Network
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
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Protectable subject matters, Protection in biotechnology, Protection of other biological materials, Ownership and period of protection
Thesis Statement for students diagnonsed withADHD.ppt
Presentation required for the master in Education.
The approach at University of Liverpool.pptx
How libraries can support authors with open access requirements for UKRI funded books
Wednesday 22 May 2024, 14:00-15:00.
BÀI TẬP BỔ TRỢ TIẾNG ANH GLOBAL SUCCESS LỚP 3 - CẢ NĂM (CÓ FILE NGHE VÀ ĐÁP Á...
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June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...
The French Revolution Class 9 Study Material pdf free download
The French Revolution Class 9 Study Material pdf free download
Mule 4.6 & Java 17 Upgrade | MuleSoft Mysore Meetup #46
Mule 4.6 & Java 17 Upgrade | MuleSoft Mysore Meetup #46
How libraries can support authors with open access requirements for UKRI fund...
How libraries can support authors with open access requirements for UKRI fund...
2024.06.01 Introducing a competency framework for languag learning materials ...
2024.06.01 Introducing a competency framework for languag learning materials ...
Introduction to AI for Nonprofits with Tapp Network
Introduction to AI for Nonprofits with Tapp Network
"Protectable subject matters, Protection in biotechnology, Protection of othe...
"Protectable subject matters, Protection in biotechnology, Protection of othe...
Thesis Statement for students diagnonsed withADHD.ppt
Thesis Statement for students diagnonsed withADHD.ppt
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Reply 11. Is trustworthy Sara is trustworthy. She always keeps.docx
- 1. Reply 1 1. Is trustworthy Sara is trustworthy. She always keeps her word and is always honest with her team. 2. Is competent Sara is competent. She is always up-to-date on the latest industry trends and is able to lead her team effectively. 3. Is inspiring Sara is inspiring. She is always looking for new ways to motivate her team and always has a positive attitude. 4. Is fair Sara is fair. She always treats her team members equally and fairly. 5. Is transparent Sara is transparent. She is always open and honest with her team about her expectations and goals. 6. Is consistent Sara is consistent. She always follows through with her commitments and is always reliable. 7. Is authentic Sara is authentic. She is always true to herself and her team. 8. Is humble Sara is humble. She always puts her team first and is always willing to listen to their input. Overall, Sara is an effective leader who possesses many admirable qualities. She is competent, trustworthy, authentic, and inspires her team to be their best. She is also fair, consistent, and transparent in her leadership style. Sara is a leader that others can look up to and learn from. Reference: Yoder-Wise, P. (2014). Leading and Managing in Nursing - 5th edition. Elsevier.com. Retrieved 05 October 2022, from https://www.elsevier.com/books/leading-and-managing- in-nursing/yoder-wise/978-0-323-44913-7.
- 2. Reply 2 The score I got was 30 meaning high ethical. As I watched the episodes of Sara, I saw the different scenarios and how she would handle each. In my opinion, I believe Sara shows emotional intelligence. Emotional intelligence is when the individual is able to perceive, express, and understand people's emotions (Bru-Luna et al., 2021). All healthcare providers are always under pressure with all of the different scenarios they go through in order to provide the proper patient care. Sara would always try her best to help all of her team members to provide the best care to the patients. After watching the last episode, I know for a fact that she will not treat anyone differently if they were of the other sex or if they belonged to a different ethnic group. She has been treating all employees equally. Sara also shows organizational justice because values and respect are important to her as a leader. The opinions of the employees also matter, and when there is a change within the facility Sara is always there for her team members (Leadershipahoy, 2020). Sara has shown different leadership qualities which are important in order for your team to run smoothly. Reference: Bru-Luna, L. M., Martí-Vilar, M., Merino-Soto, C., & Cervera- Santiago, J. L. (2021). Emotional Intelligence Measures: A Systematic Review. Healthcare (Basel, Switzerland), 9(12), 1696. https://doi.org/10.3390/healthcare9121696Links to an external site. Links to an external site.Leadershipahoy. (2020, October 18). Adaptive leadership: Framework for change management! learn how to become an adaptive leader today! YouTube. Retrieved October 12, 2022, from https://www.youtube.com/watch?v=m3WiORr-oyw
- 3. Reply 1 In this week's episode, Tomas is a transgender patient who was admitted to the hospital after he fell off a roof, he was also experiencing shortness of breath. When the doctor walks in he calls him “Ms. Gutierrez” when they correct him, he just says “whatever” and all he tells him is that they will get him patched up and out of the hospital. He keeps saying “she” as he is referring to him. He does not even care enough to evaluate the patient properly. He is very disrespectful, and when Sara confronts him, he continues being disrespectful, especially since she is a female. I have witnessed this behavior before at one of my previous jobs. The individual was gay, and he would get discriminated against by the manager due to this. He was a great worker, but the manager would always try cutting his hours and he would treat him differently than he would treat others. The main quality that all leaders should show is transformational leadership, these leaders have others' interests in their hearts, they are trustworthy, and they always empower and motivate their team members (Collins et. al., 2020). Reference: Collins, E., Owen, P., Digan, J., & Dunn, F. (2020). Applying transformational leadership in nursing practice. Nursing standard (Royal College of Nursing (Great Britain) : 1987), 35(5), 59–66. https://doi.org/10.7748/ns.2019.e11408 Links to an external site. Week 8 Saving Sara, Episode 8: Sara's Season Finale. West Coast University. (n.d.). Retrieved October 11, 2022, from https://my.westcoastuniversity.edu/ Reply 2 This week's episode of saving Sara was a bit heartwrenching seeing how Tomas was treated by Dr. Tkachyck. Again Sara
- 4. presented herself as the true leader and handled the situation the way it should be handled. In my own experience, I remember not being hired for my first job after migrating to the United States because of my accent. Coming to a new country with a different accent prevented a lot of opportunities for me and I had to learn how to deal with these events as I experienced them. I had completed a 2 weeks course and was told by one of the other students who was close with the instructor that even though I had done well on my final exam my accent was too heavy and I would not be considered for the job. I felt crushed when I found out about it. Fast forward to today, being a nurse and having many different encounters with people of all races and different cultural backgrounds I feel happy to be able to learn about others and help them the best way I can. It is important to treat others with compassion whenever you have an encounter with them. This is one of the qualities I have learned about and will ensure that I instill those qualities whenever I begin work as a Registered nurse. References: Dillon, L. (2021, May 20). Strategic leadership: The 10 characteristics of a good leader. ClearPoint Strategy. https://www.clearpointstrategy.com/strategic- leadership-characteristics/ Links to an external site. Week 8 Saving Sara, Episode 8: Sara's Season Finale. West Coast University. (n.d.). https://my.westcoastuniversity.edu/ Reply 1 Evidence-based practice (EBP) is crucial for nurses to put into practice in order to ensure the use of the best scientific evidence when it comes to patient care, and also to ensure proper patient advocacy with the best patient care being
- 5. provided to all patients. Barriers that have been identified have been lack of knowledge, cultural barriers, lack of motivation, time management, and limited access to user-friendly technology (Tacia et al., 2015). I believe that this should be looked at as a priority. It should be facilitated to nurses for them to be more comfortable with incorporating EBP into their practice. They should be provided the proper training and given the proper examples regarding this since this is important when it comes to providing patients with the best care. In the near future, I hope all facilities facilitate this for all nurses, but if they do not then I will try my best to learn the best ways to incorporate EBP into my practice. Reference: Tacia, L., Biskupski, K., PheleyLinks to an external site. Links to an external site., A., & LehtoLinks to an external site. Links to an external site., R. (2015). Identifying barriers to evidence-based practice adoption: A focus group study. Clinical Nursing Studies, 3(2):90 96. http://dx.doi.org/10.5430/cns.v3n2p90 Reply 2 The brief statement on the evidenced based practice finding in one of my articles is that if certain precautions are made prior to administering a. patient medication then less patient casualties would happen. The way that I would be able to overcome a barrier in changing this practice would be having less patients while on shift to be able to not have as much stress and responsibility. The problem would be that the place of employment would not add more staff to give nurses a shorter patient list. Also nurses will continue having barriers that keep them distracted when taking out medications. The culture of the organization of my article is from a mental health institution in New West of England (Keers et al, 2018). They are interested in the change (Keers et al, 2018). I would implement a more
- 6. secure dispensing time schedule for nurses, also not give all patients medications at the same time. Additionally making sure before a medication is ordered and put up in the system all interactions are triple checked instead of nurses having to bypass the system and not really being able to identify if the medication may do interactions with another one since there is such a broad amount of medications out there. Keers RN, Plácido M, Bennett K, Clayton K, Brown P, et al. (2018) What causes medication administration errors in a mental health hospital? A qualitative study with nursing staff. PLOS ONE 13(10): e0206233. https://doi.org/10.1371/journal.pone.0206233 Reply Reply to Comment