Respond by Day 5 to at least one of your colleagues who chose a diff
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Respond by Day 5 to at least one of your colleagues who chose a different topic related to consultancy contracts in one or more of the following ways: Expand on your colleague’s posting. Colleagues Post The OD contract important in regards to general organizational development as it helps frame the expectations, emotional responses to procedural changes, and relationships within an organization. Two critical aspects of the OD contract is its design and its focus (situational or dispositional). The design of a contract influences the expectations, relationship, behavior, and emotions people experience while participating in the organization. The level and kind (i.e. positive or negative) reactions to change, as well as expectations for roles and the larger organization strongly depend on the person, team, or organization’s perspective. This is our second element, focus, which outlines how an individual naturally tend towards one of two styles (promotional or preventative), though accepts the influence a situation can bring. The promotional style is a more creative and optimistic perspective, whereas the preventative perspective is more conservative and strategic. Similar to design, the contract, person, team and organization’s relationships, psychological reaction, and behaviors (Weber and Mayer, 2011). Both an OD contract’s design and focus have the ability to create positive or negative outcomes for an organization, as well as the individuals working within it. The client-consultant relationship benefits from a clear understanding of their partner’s expectations, role, organizational contract design, and perspective as it provides transparency and the opportunity for a strong and sustainable relationship (Brown, 2011). Without an OD contract that clearly outlines its design, there is the risk of miscommunication and contention between partners, as was demonstrated in Davis’ Fresno case (2013). Without a clear understanding of the focus, and whether it aligns with a promotional or preventative perspective, there is the risk of misalignment between partners’ responses to variables and expectations (Weber and Mayer, 2011). The relationship between client and consultant depends on transparency, honesty, and trust. Without having a clear view of how the relationship is framed, neither partner will know what to expect. Without having a transparent understanding of how they will respond to situations, partners will have difficulty working together to accomplish goals. Finally, without having a clear point of view of how the partners may emotionally respond to working with one another through the change process, there will be difficulty addressing the true focus of change and continuing a sustainable relationship. reference Davis, L. (2013). Fresno disputes Wilshire’s “unreasonable” charge. Money Management Letter, 109 . Retrieved from https://web-a-ebscohost-com.ezp.waldenulibrary.org/ehost/detail/detail?vid=1&sid=ed9cf89c-9891-48e ...
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Conflict ManagementWoods and King (2010) describe conflict as d.docx
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Woods and King (2010) describe conflict as "differences of opinion", which are natural (p. 224). The causes of conflict listed by Woods and King (2010) can all be broken down to the root of disagreeing. This doesn't mean that the disagreement is a negative, just that there is not an agreement.
What is conflict?
The implication is that conflict is not always negative. Conflict can be beneficial for the organization as well. Since conflict can be both rewarding and harmful, proper conflict management is necessary to be able to recognize the type of conflict, conflict resolution, and uses of conflict. Managers and leader tend to shy away from conflict or seek to minimize conflict because of how it is generally defined and perceived, but conflict can enable innovation and problem solving strategies within an organization. Conflict is thus a constant force and needs to be managed so that benefits are realized, not the harm.
Types of conflict?
If imagining a conflict scenario, we are most likely picturing two people arguing with each other about some topic. Our recent experience at home or work could influence exactly what we picture, whether the actors involved or the actual topic. Conflict is not always between two people. Conflict can be internal, between two people, within a group, between groups, or on a large scale between organizations.
Internal Conflict
Easily recognizable when conflict exist between or among multiple entities, a type of conflict that affects our decision making and not always apparent to those we interact with is internal conflict. This is the result of differences of opinion that an individual has about a topic or focus. The conflict could arise from opposing values, such as comparing your own values to the values of the organization, or when presented with a choice. Recalling our look at Victor Vroom, Vroom laid the groundwork for what would become Cognitive Dissonance Theory, or the presumption that individuals will adapt their behavior or make choices that reduce the feelings of discomfort that result from holding two conflicting beliefs.
An example to provide context can be found when a part-time employee is deciding whether or not to accept a supervisory role within an organization. Opportunities for advancement are generally perceived to be a positive attribute, but the selected employee may not see advancement within the organization as an opportunity or as a beneficial decision. The student seeking to work for income without being burdened by responsibility and a service employee that prefers the income and flexibility of their current role serve as examples of workers that may not be interested in advancement within the organization. Not advancing within the organization is representative of their opinion or attitude that they may construct their employment experience upon. This attitude is the basis for consistency between what the person knows and what the person does. To parti.
Running head CONFLICTS IN CARE DELIVERY1CONFLICTS IN CARE DE.docx
Running head: CONFLICTS IN CARE DELIVERY 1
CONFLICTS IN CARE DELIVERY 7
Conflict in Care Delivery
Student Name
Professor Name
January 5, 2016
Introduction
Conflict is one of the issues that happens in any association uniquely hospitals where persistent human connections happen. Nurses assume distinctive parts, for example, mind supplier, instructor, and supervisor. These parts prompt to different sorts of cooperation among attendants and other human services colleagues, which fundamentally increment the likelihood for conflict to emerge in clinic settings among medical nurses. Conflict is a dynamic procedure that can be certain or negative, or healthy, inside workplace. Conflict is the results of experienced or saw varieties in like manner objectives, values, thoughts, states of mind, convictions, emotions, or activities. Conflict emerge for some reasons: it can start given rivalry among experts and varieties in monetary and expert qualities. Rare assets, change, ineffectively characterized parts and desires, the capacity to function as a group, interpersonal relational abilities, and assumptions about the level of execution in different attendants' parts are all wellsprings of conflict in health care associations.
Type of Conflict
The nurses in the health care organization face three type of conflicts: Organisational, Interpersonal, and, individual conflict. I have encounter the interpersonal conflict. Interpersonal conflict happens between people in the workplace. On the off chance that two individuals are on an identical power level, interpersonal differences may bring about the inconvenience. In any case, on the off chance that one individual has genuine or seen power over the other, the circumstance can prompt to struggle. Interpersonal conflict is strife that happens between people. Interpersonal conflicts happen when strain comes about because of contrasts between two or more individuals; frequently individuals dared to progress in the direction of shared objectives. Regular reasons for interpersonal conflict incorporate contrasts in social back- ground, sex, race, and qualities (Esther Chang, 2015).
Section level staff nurture often experiences interpersonal conflict as they manage the work of authorized pragmatic medical caretakers or nursing colleagues who hold a diverse impression of customer care needs and how they accommodated. Section level staff attendants are relied upon to distinguish and attempt to determine these contentions by elucidating parts and capacities. Struggle determination methods regularly incorporate communication with the managerial staff to deal with the struggle and work toward distinguishing issue arrangements. These collective interchanges may prompt to a framework change through a quality change prepare (Jerry M. Suls, 2010).
Stages of Conflict
1 Latent conflict. This stage includes the reckoning of contention. Rivalry for assets or insufficient correspondence can be indicators of c ...
Dynamics of Psychological Contracting
Tomprou, M., Nikolaou, I. & Bourantas, D. (2007). The Potential Dynamics Of Psychological Contracting During Selection And Socialization. Annual Meeting of the Academy of Management, Philadelphia, USA.
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Factors such as; Past rivalry, personality,
ego, attitude and approach affect the relationship
between emotional intelligence and conflict and
clash formation. Conflict arises due to a person’
related problems like he thinks he is everything, his
style of dealing and behaviour, his thinking and
opinions etc. The fundamental factors of the link
between emotional intelligence and policy of
conflict management are identified as;
communication and mutual relationships, interest
for self, interest for others and shifting and reperception
of the clash situation. As conflicts can
have both positive and negative impacts on
organizations, so it's the duty of management to
control the role of conflicts by bringing effective
leadership for the better and success of the
organization. The role should be made and strategy
should be applied in such a way that it can
minimize the conflict and positive steps in term of
leadership among the staff. This review will
highlight the present consideration of emotional
intelligence (EI) and management styles toward the
leadership for the exploration of key areas and
lighter for the future direction. BBA 2026, Organizational Communication 1 Course Learn.docx
BBA 2026, Organizational Communication 1
Course Learning Outcomes for Unit I
Upon completion of this unit, students should be able to:
2. Apply elements of the organizational communication process to enhance organizational
communication events.
2.1 Identify the categories of communication competencies.
2.2 Classify elements of the organizational communication process.
2.3 Categorize factors that define the communications eras.
4. Formulate effective strategies in overcoming real or perceived communication barriers within an
organization.
4.1 Discuss the effect that shared meaning has on organizational communication interactions.
6. Interpret nonverbal communication practices within an organization.
6.1 Identify the role of nonverbal communication as it relates to creating shared meaning
between speak and receiver.
Reading Assignment
Chapter 1:
Organizational Communication: A Competency-Based Approach
Click here to access the Chapter 1 Presentation.
Click here to access a PDF version of the Chapter 1 Presentation.
In order to access the resources below, you must first log into the myCSU Student Portal and access the
Business Source Complete database within the CSU Online Library.
Emanoil, M., Ramona, T., & Lucia, F. (2013). Efficient organizational communication - A key to success.
Studies in Business & Economics, 8(2), 74-78.
Gentry, W. A., & Kuhnert, K. W. (2007). Sending signals: Nonverbal communication can speak volumes.
Leadership in Action, 27(5), 3-7
Lucas, E. (2009). Check the label. Professional Manager, 18(6), 22-25.
Tracy, B. (2014). Getting your ideas across. Supervision, 75(5), 14-16.
Unit Lesson
“No man is an island unto himself” is a saying that holds true in the study of organizational communication.
Think about the organizations in which people operate—businesses, civic groups, military, professional clubs,
religious organizations, and family units. No matter a person’s role, there will be a need to connect with others
to accomplish certain tasks and goals. In this unit, a foundation for understanding organizational
communication is laid by introducing the communication process and fundamental concepts that will be built
on throughout the course.
UNIT I STUDY GUIDE
Building a Solid Foundation for
Organizational Communication
https://online.columbiasouthern.edu/CSU_Content/Courses/Business/BBA/BBA2026/14H/Chapter1_Presentation.ppsx
https://online.columbiasouthern.edu/CSU_Content/Courses/Business/BBA/BBA2026/14H/Chapter1_Presentation.pdf
BBA 2026, Organizational Communication 2
UNIT x STUDY GUIDE
Title
Organizational Communication
Creating shared meaning is a result of effectively communicating with others (Shockley-Zalabak, 2015).
Organizational communication can be understood as the interactions required in directing a group toward a
common goal (Eisenberg, Goodall, & Trethewey, 2014). Those who can connect with others to creat ...
Recommended
Conflict ManagementWoods and King (2010) describe conflict as d.docx
Conflict Management
Woods and King (2010) describe conflict as "differences of opinion", which are natural (p. 224). The causes of conflict listed by Woods and King (2010) can all be broken down to the root of disagreeing. This doesn't mean that the disagreement is a negative, just that there is not an agreement.
What is conflict?
The implication is that conflict is not always negative. Conflict can be beneficial for the organization as well. Since conflict can be both rewarding and harmful, proper conflict management is necessary to be able to recognize the type of conflict, conflict resolution, and uses of conflict. Managers and leader tend to shy away from conflict or seek to minimize conflict because of how it is generally defined and perceived, but conflict can enable innovation and problem solving strategies within an organization. Conflict is thus a constant force and needs to be managed so that benefits are realized, not the harm.
Types of conflict?
If imagining a conflict scenario, we are most likely picturing two people arguing with each other about some topic. Our recent experience at home or work could influence exactly what we picture, whether the actors involved or the actual topic. Conflict is not always between two people. Conflict can be internal, between two people, within a group, between groups, or on a large scale between organizations.
Internal Conflict
Easily recognizable when conflict exist between or among multiple entities, a type of conflict that affects our decision making and not always apparent to those we interact with is internal conflict. This is the result of differences of opinion that an individual has about a topic or focus. The conflict could arise from opposing values, such as comparing your own values to the values of the organization, or when presented with a choice. Recalling our look at Victor Vroom, Vroom laid the groundwork for what would become Cognitive Dissonance Theory, or the presumption that individuals will adapt their behavior or make choices that reduce the feelings of discomfort that result from holding two conflicting beliefs.
An example to provide context can be found when a part-time employee is deciding whether or not to accept a supervisory role within an organization. Opportunities for advancement are generally perceived to be a positive attribute, but the selected employee may not see advancement within the organization as an opportunity or as a beneficial decision. The student seeking to work for income without being burdened by responsibility and a service employee that prefers the income and flexibility of their current role serve as examples of workers that may not be interested in advancement within the organization. Not advancing within the organization is representative of their opinion or attitude that they may construct their employment experience upon. This attitude is the basis for consistency between what the person knows and what the person does. To parti.
Running head CONFLICTS IN CARE DELIVERY1CONFLICTS IN CARE DE.docx
Running head: CONFLICTS IN CARE DELIVERY 1
CONFLICTS IN CARE DELIVERY 7
Conflict in Care Delivery
Student Name
Professor Name
January 5, 2016
Introduction
Conflict is one of the issues that happens in any association uniquely hospitals where persistent human connections happen. Nurses assume distinctive parts, for example, mind supplier, instructor, and supervisor. These parts prompt to different sorts of cooperation among attendants and other human services colleagues, which fundamentally increment the likelihood for conflict to emerge in clinic settings among medical nurses. Conflict is a dynamic procedure that can be certain or negative, or healthy, inside workplace. Conflict is the results of experienced or saw varieties in like manner objectives, values, thoughts, states of mind, convictions, emotions, or activities. Conflict emerge for some reasons: it can start given rivalry among experts and varieties in monetary and expert qualities. Rare assets, change, ineffectively characterized parts and desires, the capacity to function as a group, interpersonal relational abilities, and assumptions about the level of execution in different attendants' parts are all wellsprings of conflict in health care associations.
Type of Conflict
The nurses in the health care organization face three type of conflicts: Organisational, Interpersonal, and, individual conflict. I have encounter the interpersonal conflict. Interpersonal conflict happens between people in the workplace. On the off chance that two individuals are on an identical power level, interpersonal differences may bring about the inconvenience. In any case, on the off chance that one individual has genuine or seen power over the other, the circumstance can prompt to struggle. Interpersonal conflict is strife that happens between people. Interpersonal conflicts happen when strain comes about because of contrasts between two or more individuals; frequently individuals dared to progress in the direction of shared objectives. Regular reasons for interpersonal conflict incorporate contrasts in social back- ground, sex, race, and qualities (Esther Chang, 2015).
Section level staff nurture often experiences interpersonal conflict as they manage the work of authorized pragmatic medical caretakers or nursing colleagues who hold a diverse impression of customer care needs and how they accommodated. Section level staff attendants are relied upon to distinguish and attempt to determine these contentions by elucidating parts and capacities. Struggle determination methods regularly incorporate communication with the managerial staff to deal with the struggle and work toward distinguishing issue arrangements. These collective interchanges may prompt to a framework change through a quality change prepare (Jerry M. Suls, 2010).
Stages of Conflict
1 Latent conflict. This stage includes the reckoning of contention. Rivalry for assets or insufficient correspondence can be indicators of c ...
Dynamics of Psychological Contracting
Tomprou, M., Nikolaou, I. & Bourantas, D. (2007). The Potential Dynamics Of Psychological Contracting During Selection And Socialization. Annual Meeting of the Academy of Management, Philadelphia, USA.
A Review of Emotional Intelligence and Conflict Management Styles Towards Lea...
A Review of Emotional Intelligence and Conflict Management Styles Towards Lea...IJCSIS Research Publications
Factors such as; Past rivalry, personality,
ego, attitude and approach affect the relationship
between emotional intelligence and conflict and
clash formation. Conflict arises due to a person’
related problems like he thinks he is everything, his
style of dealing and behaviour, his thinking and
opinions etc. The fundamental factors of the link
between emotional intelligence and policy of
conflict management are identified as;
communication and mutual relationships, interest
for self, interest for others and shifting and reperception
of the clash situation. As conflicts can
have both positive and negative impacts on
organizations, so it's the duty of management to
control the role of conflicts by bringing effective
leadership for the better and success of the
organization. The role should be made and strategy
should be applied in such a way that it can
minimize the conflict and positive steps in term of
leadership among the staff. This review will
highlight the present consideration of emotional
intelligence (EI) and management styles toward the
leadership for the exploration of key areas and
lighter for the future direction. BBA 2026, Organizational Communication 1 Course Learn.docx
BBA 2026, Organizational Communication 1
Course Learning Outcomes for Unit I
Upon completion of this unit, students should be able to:
2. Apply elements of the organizational communication process to enhance organizational
communication events.
2.1 Identify the categories of communication competencies.
2.2 Classify elements of the organizational communication process.
2.3 Categorize factors that define the communications eras.
4. Formulate effective strategies in overcoming real or perceived communication barriers within an
organization.
4.1 Discuss the effect that shared meaning has on organizational communication interactions.
6. Interpret nonverbal communication practices within an organization.
6.1 Identify the role of nonverbal communication as it relates to creating shared meaning
between speak and receiver.
Reading Assignment
Chapter 1:
Organizational Communication: A Competency-Based Approach
Click here to access the Chapter 1 Presentation.
Click here to access a PDF version of the Chapter 1 Presentation.
In order to access the resources below, you must first log into the myCSU Student Portal and access the
Business Source Complete database within the CSU Online Library.
Emanoil, M., Ramona, T., & Lucia, F. (2013). Efficient organizational communication - A key to success.
Studies in Business & Economics, 8(2), 74-78.
Gentry, W. A., & Kuhnert, K. W. (2007). Sending signals: Nonverbal communication can speak volumes.
Leadership in Action, 27(5), 3-7
Lucas, E. (2009). Check the label. Professional Manager, 18(6), 22-25.
Tracy, B. (2014). Getting your ideas across. Supervision, 75(5), 14-16.
Unit Lesson
“No man is an island unto himself” is a saying that holds true in the study of organizational communication.
Think about the organizations in which people operate—businesses, civic groups, military, professional clubs,
religious organizations, and family units. No matter a person’s role, there will be a need to connect with others
to accomplish certain tasks and goals. In this unit, a foundation for understanding organizational
communication is laid by introducing the communication process and fundamental concepts that will be built
on throughout the course.
UNIT I STUDY GUIDE
Building a Solid Foundation for
Organizational Communication
https://online.columbiasouthern.edu/CSU_Content/Courses/Business/BBA/BBA2026/14H/Chapter1_Presentation.ppsx
https://online.columbiasouthern.edu/CSU_Content/Courses/Business/BBA/BBA2026/14H/Chapter1_Presentation.pdf
BBA 2026, Organizational Communication 2
UNIT x STUDY GUIDE
Title
Organizational Communication
Creating shared meaning is a result of effectively communicating with others (Shockley-Zalabak, 2015).
Organizational communication can be understood as the interactions required in directing a group toward a
common goal (Eisenberg, Goodall, & Trethewey, 2014). Those who can connect with others to creat ...
Article From Conflict Management to Healthcare Teams Effectiveness 2017
Article From Conflict Management to Healthcare Teams Effectiveness 2017
Conflict and Negotiation: How to get from a Problem to a Solution.
This presentation was part of my graduate studies.
Presenter’s NameCountry NameCountry Analysis1Int.docx
Presenter’s Name
Country Name
Country Analysis
1
Introduction: Country Name
Rationale
Location and Geography
Insert Map Here
2
Sociocultural Environment
Country Composition
3
Sociocultural Environment
Values and Communication
Business Etiquette
4
Sociocultural Environment: Observation Deck
Business Observations
5
Political-Legal Environment
Government and Ideologies
Corruption
6
Political-Legal Environment
Trade Regulations and Legal Considerations
7
Political-Legal Environment: Observation Deck
Business Observations
8
Economic Measures
Trade
Economic-Infrastructural Environment
9
Economic-Infrastructural Environment
10
Economic-Infrastructural Environment: Observation Deck
Business Observations
11
Final Recommendations
Market Entry Strategies
Cultural Awareness
12
References
13
Conflicts are inevitable in human life. Conflict is a situation between two interdependent
parties that entails the perceived differences that both parties claim to be negative. This may
result in negative strong emotions and certain behaviours may prevail. The consequences of
conflict are two-sided that is it can end up causing death and even destruction. On the other hand,
it may also result in a situation whereby relationships are enhanced and strengthened. Goals and
effectiveness can be achieved because of an incident of disagreement among people. Conflict is
an engine of evolution among human beings which enhances us to grow, learn and progress in
our lives, (Kuster, et.al, 2015). Therefore, conflicts should be managed in a skilled manner to
further their practical potential.
At the workplace, there are several types of conflict: Conflict over the decisions and ideas
in business, boss conflicts with staff, personality clashing at work and even organization
mismanagement of the needs of the staff in general. Employees are likely to express conflict
through insults, bullying, anger and being uncooperative with their colleagues, (Field, 2012).
Workplace conflict is not good for productivity in business and it can harm the operations of the
organization through disruptions of tasks assigned, turnover rates and job terminations can be
experienced from the same and high decreased production rates. Workplace conflict can also
create emotional stress among most parties involved.
Since conflict refers to a process in which one party asserts that their interests are being
opposed by the other party or if they are overstepping, we will discuss the five stages of the
process of conflict. First, the potential to express opposition or incompatibility which is
enhanced through communication and it is also based on personal variables. The second stage
which is cognition and personalization entails the perception of the conflict itself from the
different groups that are involved. Third stage; intentions of handling the conflict are another
crucial ...
Psychological Contract Creation
Tomprou, M. & Nikolaou, I. (2006). Exploring the dynamics of newcomers’ psychological contract creation; An alternative socio-cognitive approach. 26th International Congress of Applied Psychology, Athens, Greece.
Jurnal 6
Artikel ilmiah ini adalah pengembangan dari tugas individual penulis saat S2 di The Hague Univ. Fokus tulisan ini adalah pada metode praktis untuk mengaplikasikan keterampilan komunikasi pada level organisasi atau perusahaan, terutama strategi pelaksanaan dialog dengan stakeholder.
Artikel ini sebelumnya telah dipublikasikan pada jurnal ilmiah inspirasi. Univ. Muhammadiyah Bengkulu. ISSN 0854-4808.
CONFLICT MANAGEMENT IN HEALTHCARETekeste AbateWest.docx
CONFLICT MANAGEMENT IN HEALTHCARE
Tekeste Abate
West Coast University
LDR 432 Principles of Leadership for Healthcare Organizations
Professor Coleen Poitinger
February 12, 2017
CONFLICT MANAGEMENT IN HEALTHCARE
The aim of conflict management is to enhance learning and group outcomes,
including effectiveness or performance in organizational settings. Properly managed conflict
can improve group outcomes. (Rahim, 2002).
The opportunities inherent in a conflict management system can be categorized
recognition of conflict as indicator to allow early identification of problems, promotion of a
proactive response to problems and conflict, encouragement of a culture of mutual respect,
open communication, and problem solving during inquiry or intervention relating to conflict,
and a means of working towards potential resolution.
Unaddressed interpersonal conflict can interfere with the personal well-being of the
individual, result in negative co-worker relationships, undermine safe patient care/outcomes;
and be disruptive to the organization. High relationship conflict appears to cause dysfunction
in team work, diminished commitment to team decisions and decrease organizational
commitment (Registered Nurses’ Association of Ontario, 2012). Conflict occurs at many
levels within an organization, among and between many healthcare providers and can be
about many things.
The management and resolution of conflict is critical to the effective functioning of the
organization. The nature of the health-care delivery system creates tension as professional
care-givers seek to meet the needs of patients and their families as well as the sometimes
competing demands of the system itself. Differences in perspectives based on the educational
socialization to their professions, position, authority and power often lead to conflicts in the
health care arena (Mills, 2002).
The increasing prevalence and subsequent impact of interpersonal conflict in health-
care settings necessitates for requirement for organizations to have a process to manage
conflict that may occur. Interpersonal conflictive interactions among members of the Health-
care team create subtle unpleasant experiences that result in negative attitudes and behaviors.
In turn, this can create a stressful work environment with negative consequences such as job
dissatisfaction, weak organizational commitment, and a lack of trust and sense of support in
the workplace.
Conflict, resentment and interpersonal disputes occur when someone believes their
values, needs or identity have been undermined or challenged. The most strongly negative
feelings associated with interpersonal conflict are anger, fear and contempt, which lead
people to disengage, or to engage destructively (“Developing Conflict, Resilient”). Without
a current conflict management system in place, it is difficult to know how various dis.
Handling Adversaries and Allies
Become more politically intelligence in Stakeholder Management
During challenging times there’s pressure on the way we work together and the way that we handle change. Stakeholder management from both the change agent (e.g. a project manager, programme manager, portfolio manager, head of transformation/change, HR Director) and Business As Usual perspectives (i.e. the customers of change programmes) are equally important. Engagement with stakeholders needs alternative strategies to match your unique context. Make yourself less vulnerable to hierarchical power exercised by key players. Stakeholder management skills include analysis, planning, mapping and engagement.
EXPLORING KEY ELEMENTS REQUIRED FOR ORGANIZATIONAL TRUST AND THE CONSEQUENTIA...
This paper focuseson the status of organizational trust in Muscatand its impact on organizational learning (OL) which is based on the willingness of employees sharing knowledge gathered through experience to improve organizational performance and sustainable competitiveness [1]. Online structured questionnaire andMicrosoft Excel used to collect and analyze the data showed significant organizational trust exist
within organizations including organizational transparency, management style, employees’ welfare and support, and job security. But still, minimalOL and sharing was happening contradicting theories that suggest organizational trust leads to important group collaboration, willingness of employees to share
knowledge gathered through their experience and its close link to OL. Lack of compassion and being too controlling at timeswere also raisedas concerns and existing knowledge sharing technological support were also not having much impact. Bringing people together for more effective communications among teams and promoting knowledge sharing culture can lead the way.
DBA 7420, Organizational Behavior and Comparative Mana.docx
DBA 7420, Organizational Behavior and Comparative Management 1
Course Learning Outcomes for Unit VII
Upon completion of this unit, students should be able to:
6. Examine how differentiating characteristics factor into organizational behavior.
6.1 Summarize motivation in organizations.
6.2 Assess work-related attitudes such as feelings about the job, organization, and people at work.
6.3 Examine emotions and their impact on the job.
Course/Unit
Learning Outcomes
Learning Activity
6.1
Unit Lesson
Unit VII Annotated Bibliography
6.2
Unit Lesson
Chapter 3, pp. 74–94
Chapter 4, pp. 102–128
Unit VII Annotated Bibliography
6.3
Unit Lesson
Chapter 3, pp. 74–94
Chapter 4, pp. 102–128
Unit VII Annotated Bibliography
Reading Assignment
Chapter 3: Attitudes and Job Satisfaction, pp. 74–94
Chapter 4: Emotions and Moods, pp. 102–128
Unit Lesson
Introduction
As humans, we all deal with an influx of emotions and moods daily. How many times have you heard people
dreading that Monday was approaching? How many times have you overheard people celebrating that Friday
arrived? Life happens, and we all must deal with how we feel about that. We have all heard people identify
some as having a good attitude or a bad attitude, but what does that really mean? Many people think of
outlooks or perspectives about something when thinking about attitudes; however, it is much more complex
than that. In this unit, we will learn about emotions and moods and how they can influence our attitudes. We
will also explore how they impact the workplace and what this means for managers.
Emotions and Moods
As we begin to delve into a discussion on feelings, we need to have a solid understanding of some basic
terminology. Key words include affect, emotions, and moods. Everyone experiences each of these from time
to time; however, few fully understand the difference. Would you know how to distinguish an emotion from a
mood?
UNIT VII STUDY GUIDE
Attitudes, Emotions, and Impacts
DBA 7420, Organizational Behavior and Comparative Management 2
UNIT x STUDY GUIDE
Title
Whenever we experience something, it tends to affect us in some way. The effect can encompass a broad
range of feelings from good to bad. Regardless of where the effect is on the scale, it is how we feel. An
emotion, in this instance, is a short-lived feeling based upon a specific event that occurred in our life (Robbins
& Judge, 2019). In contrast, a mood is more of a longer-term emotion that is less intense and not necessarily
specific to a life event.
When we consider the many events that occur in the workplace, any of these may trigger an emotion or lead
to a mood. What sets many of us apart from others is something known as emotional intelligence. This
emotional intelligence is an ability to not only be in tune with our emotions and that of others. We need to be
able to understand how we should handle and respond to t.
DBA 7420, Organizational Behavior and Comparative Mana.docx
DBA 7420, Organizational Behavior and Comparative Management 1
Course Learning Outcomes for Unit VII
Upon completion of this unit, students should be able to:
6. Examine how differentiating characteristics factor into organizational behavior.
6.1 Summarize motivation in organizations.
6.2 Assess work-related attitudes such as feelings about the job, organization, and people at work.
6.3 Examine emotions and their impact on the job.
Course/Unit
Learning Outcomes
Learning Activity
6.1
Unit Lesson
Unit VII Annotated Bibliography
6.2
Unit Lesson
Chapter 3, pp. 74–94
Chapter 4, pp. 102–128
Unit VII Annotated Bibliography
6.3
Unit Lesson
Chapter 3, pp. 74–94
Chapter 4, pp. 102–128
Unit VII Annotated Bibliography
Reading Assignment
Chapter 3: Attitudes and Job Satisfaction, pp. 74–94
Chapter 4: Emotions and Moods, pp. 102–128
Unit Lesson
Introduction
As humans, we all deal with an influx of emotions and moods daily. How many times have you heard people
dreading that Monday was approaching? How many times have you overheard people celebrating that Friday
arrived? Life happens, and we all must deal with how we feel about that. We have all heard people identify
some as having a good attitude or a bad attitude, but what does that really mean? Many people think of
outlooks or perspectives about something when thinking about attitudes; however, it is much more complex
than that. In this unit, we will learn about emotions and moods and how they can influence our attitudes. We
will also explore how they impact the workplace and what this means for managers.
Emotions and Moods
As we begin to delve into a discussion on feelings, we need to have a solid understanding of some basic
terminology. Key words include affect, emotions, and moods. Everyone experiences each of these from time
to time; however, few fully understand the difference. Would you know how to distinguish an emotion from a
mood?
UNIT VII STUDY GUIDE
Attitudes, Emotions, and Impacts
DBA 7420, Organizational Behavior and Comparative Management 2
UNIT x STUDY GUIDE
Title
Whenever we experience something, it tends to affect us in some way. The effect can encompass a broad
range of feelings from good to bad. Regardless of where the effect is on the scale, it is how we feel. An
emotion, in this instance, is a short-lived feeling based upon a specific event that occurred in our life (Robbins
& Judge, 2019). In contrast, a mood is more of a longer-term emotion that is less intense and not necessarily
specific to a life event.
When we consider the many events that occur in the workplace, any of these may trigger an emotion or lead
to a mood. What sets many of us apart from others is something known as emotional intelligence. This
emotional intelligence is an ability to not only be in tune with our emotions and that of others. We need to be
able to understand how we should handle and respond to t.
Mastering Partnership Dynamics.
Gain insights into navigating partnership dynamics for a healthier relationship, focusing on mutual respect as a key element.
Collaboration in Buyer-Seller Relationships as a New Approach to Competitive ...
Although recent academic work on business relationships often discusses relationship quality as a major subject, particularly with regard to the phenomenon of seller stratification, there is still little empirical research on this important construct. In this paper, the authors provide a thorough conceptualization of relationship quality and its possible antecedents, i.e., bond relationship, Temporal, Social, and Structural bond, drawing on an empirical base of 219 buyers questionnaires, Structural equations modeling (SEM) is used to assess the simultaneous effects of the predictive variables. An empirical survey confirms the impact of the relational bond dimension on the satisfaction. The satisfaction has an effect on the customer trust witch influence his commitment. The findings are discussed and the authors provide managerial implications for decision-makers from both buyer and supplier organizations.
Conflict Resolution - Maintaining Peace at Workplace
Conflict is an unavoidable aspect, and teams are certainly not exempt from this reality. Within teams, conflict can arise due to a multitude of factors, such as differing perspectives, values, and objectives. Rather than categorizing conflict as inherently good or evil, it should be seen as a necessary element that allows individuals and communities to forge meaningful relationships. The concern for management lies in how conflict is handled rather than attempting to avoid it altogether. When conflicts are poorly managed, businesses experience a significant decline in productivity, operational effectiveness, and overall morale. Thus, the ability to resolve conflicts becomes an indispensable skill for leaders.
Conflict resolution is the technique employed to minimize the negative repercussions of conflict and maximizing positive outcomes. Achieving a mutually acceptable solution and addressing underlying issues is imperative for successful conflict resolution. Leaders who adeptly handle conflicts contribute to fostering a positive work environment where everyone feels heard and respected. Such an environment not only nurtures creativity, innovation, and high morale but also amplifies productivity. Leaders act as catalysts in conflict resolution and become the cohesive force that binds the entire team together. By skillfully managing conflicts, they lay the foundation for a harmonious and thriving team dynamic.
This presentation provides a comprehensive overview of the steps a leader can follow to resolve conflicts within teams and organizations, as suggested by the leading corporate trainer of India. It covers key aspects such as what a conflict is, what its forms could be, and understanding the root causes to its effective means of resolution.
Auraa Image Management and Consulting (AIM&C), a premier corporate training firm in India, specializes in a comprehensive range of corporate services, including Executive Presence, Leadership Skills, Professional Dressing and Grooming, Luxury Selling Skills, Communication skills, Personal branding, etc. With an unwavering commitment to excellence, AIM&C has transformed the lives of numerous clients across various leadership levels. Ms. Samira Gupta, Founder of AIM&C and the best corporate trainer in India, comes with a vast experience of 25+ years in the corporate world in various leadership roles and almost a decade-long experience in Leadership Training, Executive Presence Coaching, and Image Consulting. Partner with us to train your teams to enhance their skillsets and gain the right guidance to effectively manage change and build a supportive environment for adopting new growth-oriented changes in your organization. Embrace change and unlock your leadership potential with us.
To avail these corporate training services in India, contact us at samira@auraaimage.com/nayanika@auraaimage.com or visit www.auraaimage.com. You can also call us at +91 9958934766 or +91 7830222285.
DISCUSSIONDiscuss how Platos four cardinal virtues might help m.docx
DISCUSSION
Discuss how Plato's four cardinal virtues might help make our society better if practiced by all members.(100 WORDS)
REFLECTION
Compare the plight of the people who live in Plato's cave with the uneducated people of our world. You may use any type of education that you think the uneducated people of our world are missing out on and how it might help them change their beliefs about certain things. Keep in mind that the people in Plato's cave were chained there - against their will - does this have a parallel with today's uneducated population? Should people outside the cave have made a greater effort to go inside the cave to enlighten their fellow humans? If so, how?(250 WORDS)
.
Discussion1 Racism and PrivilegeIn many societies certain grou.docx
Discussion1 : Racism and Privilege
In many societies certain groups possess more resources and hold more power than other groups. In some of these societies, racial discrimination and racial tension also exist. While members of the societies may openly acknowledge that unequal distribution of power and racism are present in their society, many fail to examine the complex relationships between privilege and racism. Social workers must understand this complex relationship so they can educate and empower their clients. Empowerment is the cornerstone of social work practice
.
In the book
Black Empowerment,
the author,Barbara Solomon, writes, "Empowerment refers to a process whereby persons who belong to a stigmatized social category throughout their lives can be assisted to develop and increase skills in the exercise of interpersonal influence and the performance of valued social roles" (p. 6).
Empowerment practice is based on a collaborative relationship between worker and client, initiated to promote the client's power through self-actualization, self-determination, and the fulfillment of personal goals (Gutierrez, Parsons, & Cox, 1998). Further, this process includes increasing your clients' awareness of the structural oppression that exists and its impact on them. It is the role of social workers to empower clients and to bring about awareness of the inequalities that exist in society. This is done two fold—through work with clients on the micro and mezzo levels and on a macro level through work in organizations and communities.
Social workers cannot effectively empower clients without first understanding the mechanisms of oppression and how they impact their day-to-day work. Then social workers can recognize the impact on their clients' lives and apply the appropriate skills.
To prepare: Review the case study "Working With Individuals: The Case of Mary."
·
Post
an explanation of the relationship between racism and privilege.
·
Furthermore, explain how the concepts of racism and privilege relate to "Working With Individuals: The Case of Mary."
·
Explain the impact of racism and privilege on social work practice.
·
Provide recommendations for how you as a social worker might use an empowerment perspective when responding to Mary.
·
Be specific and provide examples from the case. Also, identify specific skills social workers might employ.
References (use at least 2)
Adams, M., Blumenfeld, W. J., Castaneda, C., Hackman, H. W., Peters, M. L., & Zuniga, X. (Eds.). (2013).
Readings for diversity and social justice
. (3rd ed.). New York, NY: Routledge Press.
Chapter 11, (pp. 77–86)
Chapter 12, (pp. 86–92)
Chapter 14, (pp. 96–101)
Chapter 15, (pp. 102–109)
National Association of Social Workers. (2007). Institutional racism & the social work profession: A call to action. Retrieved from
http://www.socialworkers.org/diversity/InstitutionalRacism.pdf
InstanceEndEditable InstanceEndRepeatEntry InstanceBeginRepeatEntry.
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Article From Conflict Management to Healthcare Teams Effectiveness 2017
Article From Conflict Management to Healthcare Teams Effectiveness 2017
Conflict and Negotiation: How to get from a Problem to a Solution.
This presentation was part of my graduate studies.
Presenter’s NameCountry NameCountry Analysis1Int.docx
Presenter’s Name
Country Name
Country Analysis
1
Introduction: Country Name
Rationale
Location and Geography
Insert Map Here
2
Sociocultural Environment
Country Composition
3
Sociocultural Environment
Values and Communication
Business Etiquette
4
Sociocultural Environment: Observation Deck
Business Observations
5
Political-Legal Environment
Government and Ideologies
Corruption
6
Political-Legal Environment
Trade Regulations and Legal Considerations
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Political-Legal Environment: Observation Deck
Business Observations
8
Economic Measures
Trade
Economic-Infrastructural Environment
9
Economic-Infrastructural Environment
10
Economic-Infrastructural Environment: Observation Deck
Business Observations
11
Final Recommendations
Market Entry Strategies
Cultural Awareness
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References
13
Conflicts are inevitable in human life. Conflict is a situation between two interdependent
parties that entails the perceived differences that both parties claim to be negative. This may
result in negative strong emotions and certain behaviours may prevail. The consequences of
conflict are two-sided that is it can end up causing death and even destruction. On the other hand,
it may also result in a situation whereby relationships are enhanced and strengthened. Goals and
effectiveness can be achieved because of an incident of disagreement among people. Conflict is
an engine of evolution among human beings which enhances us to grow, learn and progress in
our lives, (Kuster, et.al, 2015). Therefore, conflicts should be managed in a skilled manner to
further their practical potential.
At the workplace, there are several types of conflict: Conflict over the decisions and ideas
in business, boss conflicts with staff, personality clashing at work and even organization
mismanagement of the needs of the staff in general. Employees are likely to express conflict
through insults, bullying, anger and being uncooperative with their colleagues, (Field, 2012).
Workplace conflict is not good for productivity in business and it can harm the operations of the
organization through disruptions of tasks assigned, turnover rates and job terminations can be
experienced from the same and high decreased production rates. Workplace conflict can also
create emotional stress among most parties involved.
Since conflict refers to a process in which one party asserts that their interests are being
opposed by the other party or if they are overstepping, we will discuss the five stages of the
process of conflict. First, the potential to express opposition or incompatibility which is
enhanced through communication and it is also based on personal variables. The second stage
which is cognition and personalization entails the perception of the conflict itself from the
different groups that are involved. Third stage; intentions of handling the conflict are another
crucial ...
Psychological Contract Creation
Tomprou, M. & Nikolaou, I. (2006). Exploring the dynamics of newcomers’ psychological contract creation; An alternative socio-cognitive approach. 26th International Congress of Applied Psychology, Athens, Greece.
Jurnal 6
Artikel ilmiah ini adalah pengembangan dari tugas individual penulis saat S2 di The Hague Univ. Fokus tulisan ini adalah pada metode praktis untuk mengaplikasikan keterampilan komunikasi pada level organisasi atau perusahaan, terutama strategi pelaksanaan dialog dengan stakeholder.
Artikel ini sebelumnya telah dipublikasikan pada jurnal ilmiah inspirasi. Univ. Muhammadiyah Bengkulu. ISSN 0854-4808.
CONFLICT MANAGEMENT IN HEALTHCARETekeste AbateWest.docx
CONFLICT MANAGEMENT IN HEALTHCARE
Tekeste Abate
West Coast University
LDR 432 Principles of Leadership for Healthcare Organizations
Professor Coleen Poitinger
February 12, 2017
CONFLICT MANAGEMENT IN HEALTHCARE
The aim of conflict management is to enhance learning and group outcomes,
including effectiveness or performance in organizational settings. Properly managed conflict
can improve group outcomes. (Rahim, 2002).
The opportunities inherent in a conflict management system can be categorized
recognition of conflict as indicator to allow early identification of problems, promotion of a
proactive response to problems and conflict, encouragement of a culture of mutual respect,
open communication, and problem solving during inquiry or intervention relating to conflict,
and a means of working towards potential resolution.
Unaddressed interpersonal conflict can interfere with the personal well-being of the
individual, result in negative co-worker relationships, undermine safe patient care/outcomes;
and be disruptive to the organization. High relationship conflict appears to cause dysfunction
in team work, diminished commitment to team decisions and decrease organizational
commitment (Registered Nurses’ Association of Ontario, 2012). Conflict occurs at many
levels within an organization, among and between many healthcare providers and can be
about many things.
The management and resolution of conflict is critical to the effective functioning of the
organization. The nature of the health-care delivery system creates tension as professional
care-givers seek to meet the needs of patients and their families as well as the sometimes
competing demands of the system itself. Differences in perspectives based on the educational
socialization to their professions, position, authority and power often lead to conflicts in the
health care arena (Mills, 2002).
The increasing prevalence and subsequent impact of interpersonal conflict in health-
care settings necessitates for requirement for organizations to have a process to manage
conflict that may occur. Interpersonal conflictive interactions among members of the Health-
care team create subtle unpleasant experiences that result in negative attitudes and behaviors.
In turn, this can create a stressful work environment with negative consequences such as job
dissatisfaction, weak organizational commitment, and a lack of trust and sense of support in
the workplace.
Conflict, resentment and interpersonal disputes occur when someone believes their
values, needs or identity have been undermined or challenged. The most strongly negative
feelings associated with interpersonal conflict are anger, fear and contempt, which lead
people to disengage, or to engage destructively (“Developing Conflict, Resilient”). Without
a current conflict management system in place, it is difficult to know how various dis.
Handling Adversaries and Allies
Become more politically intelligence in Stakeholder Management
During challenging times there’s pressure on the way we work together and the way that we handle change. Stakeholder management from both the change agent (e.g. a project manager, programme manager, portfolio manager, head of transformation/change, HR Director) and Business As Usual perspectives (i.e. the customers of change programmes) are equally important. Engagement with stakeholders needs alternative strategies to match your unique context. Make yourself less vulnerable to hierarchical power exercised by key players. Stakeholder management skills include analysis, planning, mapping and engagement.
EXPLORING KEY ELEMENTS REQUIRED FOR ORGANIZATIONAL TRUST AND THE CONSEQUENTIA...
This paper focuseson the status of organizational trust in Muscatand its impact on organizational learning (OL) which is based on the willingness of employees sharing knowledge gathered through experience to improve organizational performance and sustainable competitiveness [1]. Online structured questionnaire andMicrosoft Excel used to collect and analyze the data showed significant organizational trust exist
within organizations including organizational transparency, management style, employees’ welfare and support, and job security. But still, minimalOL and sharing was happening contradicting theories that suggest organizational trust leads to important group collaboration, willingness of employees to share
knowledge gathered through their experience and its close link to OL. Lack of compassion and being too controlling at timeswere also raisedas concerns and existing knowledge sharing technological support were also not having much impact. Bringing people together for more effective communications among teams and promoting knowledge sharing culture can lead the way.
DBA 7420, Organizational Behavior and Comparative Mana.docx
DBA 7420, Organizational Behavior and Comparative Management 1
Course Learning Outcomes for Unit VII
Upon completion of this unit, students should be able to:
6. Examine how differentiating characteristics factor into organizational behavior.
6.1 Summarize motivation in organizations.
6.2 Assess work-related attitudes such as feelings about the job, organization, and people at work.
6.3 Examine emotions and their impact on the job.
Course/Unit
Learning Outcomes
Learning Activity
6.1
Unit Lesson
Unit VII Annotated Bibliography
6.2
Unit Lesson
Chapter 3, pp. 74–94
Chapter 4, pp. 102–128
Unit VII Annotated Bibliography
6.3
Unit Lesson
Chapter 3, pp. 74–94
Chapter 4, pp. 102–128
Unit VII Annotated Bibliography
Reading Assignment
Chapter 3: Attitudes and Job Satisfaction, pp. 74–94
Chapter 4: Emotions and Moods, pp. 102–128
Unit Lesson
Introduction
As humans, we all deal with an influx of emotions and moods daily. How many times have you heard people
dreading that Monday was approaching? How many times have you overheard people celebrating that Friday
arrived? Life happens, and we all must deal with how we feel about that. We have all heard people identify
some as having a good attitude or a bad attitude, but what does that really mean? Many people think of
outlooks or perspectives about something when thinking about attitudes; however, it is much more complex
than that. In this unit, we will learn about emotions and moods and how they can influence our attitudes. We
will also explore how they impact the workplace and what this means for managers.
Emotions and Moods
As we begin to delve into a discussion on feelings, we need to have a solid understanding of some basic
terminology. Key words include affect, emotions, and moods. Everyone experiences each of these from time
to time; however, few fully understand the difference. Would you know how to distinguish an emotion from a
mood?
UNIT VII STUDY GUIDE
Attitudes, Emotions, and Impacts
DBA 7420, Organizational Behavior and Comparative Management 2
UNIT x STUDY GUIDE
Title
Whenever we experience something, it tends to affect us in some way. The effect can encompass a broad
range of feelings from good to bad. Regardless of where the effect is on the scale, it is how we feel. An
emotion, in this instance, is a short-lived feeling based upon a specific event that occurred in our life (Robbins
& Judge, 2019). In contrast, a mood is more of a longer-term emotion that is less intense and not necessarily
specific to a life event.
When we consider the many events that occur in the workplace, any of these may trigger an emotion or lead
to a mood. What sets many of us apart from others is something known as emotional intelligence. This
emotional intelligence is an ability to not only be in tune with our emotions and that of others. We need to be
able to understand how we should handle and respond to t.
DBA 7420, Organizational Behavior and Comparative Mana.docx
DBA 7420, Organizational Behavior and Comparative Management 1
Course Learning Outcomes for Unit VII
Upon completion of this unit, students should be able to:
6. Examine how differentiating characteristics factor into organizational behavior.
6.1 Summarize motivation in organizations.
6.2 Assess work-related attitudes such as feelings about the job, organization, and people at work.
6.3 Examine emotions and their impact on the job.
Course/Unit
Learning Outcomes
Learning Activity
6.1
Unit Lesson
Unit VII Annotated Bibliography
6.2
Unit Lesson
Chapter 3, pp. 74–94
Chapter 4, pp. 102–128
Unit VII Annotated Bibliography
6.3
Unit Lesson
Chapter 3, pp. 74–94
Chapter 4, pp. 102–128
Unit VII Annotated Bibliography
Reading Assignment
Chapter 3: Attitudes and Job Satisfaction, pp. 74–94
Chapter 4: Emotions and Moods, pp. 102–128
Unit Lesson
Introduction
As humans, we all deal with an influx of emotions and moods daily. How many times have you heard people
dreading that Monday was approaching? How many times have you overheard people celebrating that Friday
arrived? Life happens, and we all must deal with how we feel about that. We have all heard people identify
some as having a good attitude or a bad attitude, but what does that really mean? Many people think of
outlooks or perspectives about something when thinking about attitudes; however, it is much more complex
than that. In this unit, we will learn about emotions and moods and how they can influence our attitudes. We
will also explore how they impact the workplace and what this means for managers.
Emotions and Moods
As we begin to delve into a discussion on feelings, we need to have a solid understanding of some basic
terminology. Key words include affect, emotions, and moods. Everyone experiences each of these from time
to time; however, few fully understand the difference. Would you know how to distinguish an emotion from a
mood?
UNIT VII STUDY GUIDE
Attitudes, Emotions, and Impacts
DBA 7420, Organizational Behavior and Comparative Management 2
UNIT x STUDY GUIDE
Title
Whenever we experience something, it tends to affect us in some way. The effect can encompass a broad
range of feelings from good to bad. Regardless of where the effect is on the scale, it is how we feel. An
emotion, in this instance, is a short-lived feeling based upon a specific event that occurred in our life (Robbins
& Judge, 2019). In contrast, a mood is more of a longer-term emotion that is less intense and not necessarily
specific to a life event.
When we consider the many events that occur in the workplace, any of these may trigger an emotion or lead
to a mood. What sets many of us apart from others is something known as emotional intelligence. This
emotional intelligence is an ability to not only be in tune with our emotions and that of others. We need to be
able to understand how we should handle and respond to t.
Mastering Partnership Dynamics.
Gain insights into navigating partnership dynamics for a healthier relationship, focusing on mutual respect as a key element.
Collaboration in Buyer-Seller Relationships as a New Approach to Competitive ...
Although recent academic work on business relationships often discusses relationship quality as a major subject, particularly with regard to the phenomenon of seller stratification, there is still little empirical research on this important construct. In this paper, the authors provide a thorough conceptualization of relationship quality and its possible antecedents, i.e., bond relationship, Temporal, Social, and Structural bond, drawing on an empirical base of 219 buyers questionnaires, Structural equations modeling (SEM) is used to assess the simultaneous effects of the predictive variables. An empirical survey confirms the impact of the relational bond dimension on the satisfaction. The satisfaction has an effect on the customer trust witch influence his commitment. The findings are discussed and the authors provide managerial implications for decision-makers from both buyer and supplier organizations.
Conflict Resolution - Maintaining Peace at Workplace
Conflict is an unavoidable aspect, and teams are certainly not exempt from this reality. Within teams, conflict can arise due to a multitude of factors, such as differing perspectives, values, and objectives. Rather than categorizing conflict as inherently good or evil, it should be seen as a necessary element that allows individuals and communities to forge meaningful relationships. The concern for management lies in how conflict is handled rather than attempting to avoid it altogether. When conflicts are poorly managed, businesses experience a significant decline in productivity, operational effectiveness, and overall morale. Thus, the ability to resolve conflicts becomes an indispensable skill for leaders.
Conflict resolution is the technique employed to minimize the negative repercussions of conflict and maximizing positive outcomes. Achieving a mutually acceptable solution and addressing underlying issues is imperative for successful conflict resolution. Leaders who adeptly handle conflicts contribute to fostering a positive work environment where everyone feels heard and respected. Such an environment not only nurtures creativity, innovation, and high morale but also amplifies productivity. Leaders act as catalysts in conflict resolution and become the cohesive force that binds the entire team together. By skillfully managing conflicts, they lay the foundation for a harmonious and thriving team dynamic.
This presentation provides a comprehensive overview of the steps a leader can follow to resolve conflicts within teams and organizations, as suggested by the leading corporate trainer of India. It covers key aspects such as what a conflict is, what its forms could be, and understanding the root causes to its effective means of resolution.
Auraa Image Management and Consulting (AIM&C), a premier corporate training firm in India, specializes in a comprehensive range of corporate services, including Executive Presence, Leadership Skills, Professional Dressing and Grooming, Luxury Selling Skills, Communication skills, Personal branding, etc. With an unwavering commitment to excellence, AIM&C has transformed the lives of numerous clients across various leadership levels. Ms. Samira Gupta, Founder of AIM&C and the best corporate trainer in India, comes with a vast experience of 25+ years in the corporate world in various leadership roles and almost a decade-long experience in Leadership Training, Executive Presence Coaching, and Image Consulting. Partner with us to train your teams to enhance their skillsets and gain the right guidance to effectively manage change and build a supportive environment for adopting new growth-oriented changes in your organization. Embrace change and unlock your leadership potential with us.
To avail these corporate training services in India, contact us at samira@auraaimage.com/nayanika@auraaimage.com or visit www.auraaimage.com. You can also call us at +91 9958934766 or +91 7830222285.
Similar to Respond by Day 5 to at least one of your colleagues who chose a diff (20)
Article From Conflict Management to Healthcare Teams Effectiveness 2017
Article From Conflict Management to Healthcare Teams Effectiveness 2017
Conflict and Negotiation: How to get from a Problem to a Solution.
Conflict and Negotiation: How to get from a Problem to a Solution.
Presenter’s NameCountry NameCountry Analysis1Int.docx
Presenter’s NameCountry NameCountry Analysis1Int.docx
CONFLICT MANAGEMENT IN HEALTHCARETekeste AbateWest.docx
CONFLICT MANAGEMENT IN HEALTHCARETekeste AbateWest.docx
EXPLORING KEY ELEMENTS REQUIRED FOR ORGANIZATIONAL TRUST AND THE CONSEQUENTIA...
EXPLORING KEY ELEMENTS REQUIRED FOR ORGANIZATIONAL TRUST AND THE CONSEQUENTIA...
DBA 7420, Organizational Behavior and Comparative Mana.docx
DBA 7420, Organizational Behavior and Comparative Mana.docx
DBA 7420, Organizational Behavior and Comparative Mana.docx
DBA 7420, Organizational Behavior and Comparative Mana.docx
Collaboration in Buyer-Seller Relationships as a New Approach to Competitive ...
Collaboration in Buyer-Seller Relationships as a New Approach to Competitive ...
Conflict Resolution - Maintaining Peace at Workplace
Conflict Resolution - Maintaining Peace at Workplace
More from mickietanger
DISCUSSIONDiscuss how Platos four cardinal virtues might help m.docx
DISCUSSION
Discuss how Plato's four cardinal virtues might help make our society better if practiced by all members.(100 WORDS)
REFLECTION
Compare the plight of the people who live in Plato's cave with the uneducated people of our world. You may use any type of education that you think the uneducated people of our world are missing out on and how it might help them change their beliefs about certain things. Keep in mind that the people in Plato's cave were chained there - against their will - does this have a parallel with today's uneducated population? Should people outside the cave have made a greater effort to go inside the cave to enlighten their fellow humans? If so, how?(250 WORDS)
.
Discussion1 Racism and PrivilegeIn many societies certain grou.docx
Discussion1 : Racism and Privilege
In many societies certain groups possess more resources and hold more power than other groups. In some of these societies, racial discrimination and racial tension also exist. While members of the societies may openly acknowledge that unequal distribution of power and racism are present in their society, many fail to examine the complex relationships between privilege and racism. Social workers must understand this complex relationship so they can educate and empower their clients. Empowerment is the cornerstone of social work practice
.
In the book
Black Empowerment,
the author,Barbara Solomon, writes, "Empowerment refers to a process whereby persons who belong to a stigmatized social category throughout their lives can be assisted to develop and increase skills in the exercise of interpersonal influence and the performance of valued social roles" (p. 6).
Empowerment practice is based on a collaborative relationship between worker and client, initiated to promote the client's power through self-actualization, self-determination, and the fulfillment of personal goals (Gutierrez, Parsons, & Cox, 1998). Further, this process includes increasing your clients' awareness of the structural oppression that exists and its impact on them. It is the role of social workers to empower clients and to bring about awareness of the inequalities that exist in society. This is done two fold—through work with clients on the micro and mezzo levels and on a macro level through work in organizations and communities.
Social workers cannot effectively empower clients without first understanding the mechanisms of oppression and how they impact their day-to-day work. Then social workers can recognize the impact on their clients' lives and apply the appropriate skills.
To prepare: Review the case study "Working With Individuals: The Case of Mary."
·
Post
an explanation of the relationship between racism and privilege.
·
Furthermore, explain how the concepts of racism and privilege relate to "Working With Individuals: The Case of Mary."
·
Explain the impact of racism and privilege on social work practice.
·
Provide recommendations for how you as a social worker might use an empowerment perspective when responding to Mary.
·
Be specific and provide examples from the case. Also, identify specific skills social workers might employ.
References (use at least 2)
Adams, M., Blumenfeld, W. J., Castaneda, C., Hackman, H. W., Peters, M. L., & Zuniga, X. (Eds.). (2013).
Readings for diversity and social justice
. (3rd ed.). New York, NY: Routledge Press.
Chapter 11, (pp. 77–86)
Chapter 12, (pp. 86–92)
Chapter 14, (pp. 96–101)
Chapter 15, (pp. 102–109)
National Association of Social Workers. (2007). Institutional racism & the social work profession: A call to action. Retrieved from
http://www.socialworkers.org/diversity/InstitutionalRacism.pdf
InstanceEndEditable InstanceEndRepeatEntry InstanceBeginRepeatEntry.
Discussion(200 Word min)Identify some common miscellaneous itemize.docx
Discussion(200 Word min)
Identify some common miscellaneous itemized deductions and identify any limitations that are imposed on the deductibility of these items.
One itemized deduction allowed is for medical expenses. In what cases are medical insurance premiums paid by an individual not deductible as qualified expenses?
.
Discussion Workflow ModelingWorkflow modeling is widely used .docx
Discussion: Workflow Modeling
Workflow modeling is widely used throughout many different types of businesses, including health care organizations, to visually summarize the steps of complex processes and systems. When constructing a workflow model, it is important to ensure that the model accurately reflects the actual steps in a process.
In this Discussion, you consider a case study of a health care clinic and its process for ordering medical supplies. You then examine a workflow model that is meant to reflect that process and analyze the model’s accuracy based on the information in the case study. You also analyze the importance of accurate workflow modeling and consider strategies for creating accurate workflow models for health care processes.
Case Study:
Deerborne Dialysis is a local dialysis clinic that is part of a larger health care network, Buckeye Health. Buckeye Health executives have recently been examining the processes by which organizations within the network manage their supplies. Deerborne Dialysis was identified as an exemplary model of efficient supply management, and Buckeye Health executives have requested a workflow model of how Deerborne Dialysis handles their supply management process.
Sharon is the nurse who oversees the process of ordering and stocking supplies for Deerborne Dialysis. She knows the process well and developed a description of the steps in the supply management process. First, Sharon conducts a daily check of the supplies in the storage room. If there is a supply that is running low, Sharon submits an order to the medical supplier. When the clinic receives the shipment, Sharon unpacks the shipment and cross-checks the supplies that were shipped with the supplies that were ordered. If there is a discrepancy, the entire shipment must be returned to the medical supplier, who then rushes a new shipment to the clinic to be received the next day. If there is no discrepancy, or once the new shipment is received, unpacked, and cross-checked, Sharon stocks the shelves in the storage room and gives the supply bill to the clinic’s accountant, who ensures that the medical supplier receives payment.
Sharon has created the following workflow model to reflect the steps she goes through to manage the clinic’s inventory of supplies:
To prepare:
Review the case study above and examine the workflow model that is meant to reflect the process described in the case study.
Identify problems with the workflow model. How could the model be revised to be more accurate, clear, and effective?
Reflect on the importance of creating an accurate workflow model of health care processes. What are the challenges involved in workflow modeling? What are the consequences of inaccurate workflow models?
Consider strategies that you can use to ensure that workflow models are effective and accurate.
With these thoughts in mind:
Post
by tomorrow 9/27/16 a minimum of 550 words essay in APA format with 3 references (References .
DiscussionAshley is an attorney who specializes in family law. She.docx
Discussion
Ashley is an attorney who specializes in family law. She uses the cash method of accounting and is a calendar-year taxpayer. Last year, she represented a client in a lawsuit and billed the client $5,000 for her services. Although she made repeated attempts, Ashley was unable to collect the outstanding receivable. Finally, in November of the current year, she finds out that the individual has moved without leaving any forwarding address. Ashley’s attempts to locate the individual are futile.
What is the amount, if any, of the deduction that she may claim in connection with this bad debt?
.
Discussion Unit 7 - Option 2 Mirror of Society Option 2 Art .docx
Discussion: Unit 7 - Option 2 "Mirror of Society"
Option 2: Art
Movements
Throughout the “long” nineteenth
century - roughly
, from the French Revolution through the beginning of World War I, artists engaged intimately with developments in politics, religion, industry, race and gender relations, and popular culture.
Write a three (3) paragraph minimum response addressing the following questions and post your statement to the Discussion Board on our Blackboard site; then reply to two classmate's postings in one paragraph responses.
Which artists and works of
art - or
entire styles/
movements - best
exemplify this trend of social commentary and/or documentation?
How was art "used" to illuminate or, in some cases, criticize certain aspects of contemporary life?
Did different preoccupations come with different eras?
Were certain styles or genres more amenable to such an enterprise?
Here are some supplementary readings/resources that could help you answering the questions above.
http
://
www
.
arthistoryunstuffed
.com/artistic-revolution-
france
/
(Art & French Revolution)
http
://
www
.
arthistoryunstuffed
.com/enlightenment/
(Art & Enlightenment)
https
://
www
.
khanacademy
.
org
/humanities/becoming-modern/avant-
garde
-
france
/realism/a/a-beginners-guide-to-realism
(Realism)
http
://
www
.
metmuseum
.
org
/
toah
/
hd
/
imml
/
hd
_
imml
.
htm
(Impressionism: Art & Modernity)
http
://
www
.
metmuseum
.
org
/
toah
/
hd
/
edph
/
hd
_
edph
.
htm
(Early Documentary Photography)
http
://
www
.
metmuseum
.
org
/
toah
/
hd
/
arso
/
hd
_
arso
.
htm
(Art & Society in the New American Republic)
http
://
www
.archives.gov/education/lessons/
brady
-photos/
(Matthew Brady's Civil War)
http
://
www
.
metmuseum
.
org
/
toah
/
hd
/
ashc
/
hd
_
ashc
.
htm
(Ashcan School/Social Realism)
http
://
www
.
moma
.
org
/learn/
moma
_learning/themes/
dada
(Dada and WWI)
.
Discussion Topic 5Monopoly is nearly always seen as something un.docx
Discussion Topic 5
Monopoly is nearly always seen as something undesirable. Courts have wrestled with monopoly for ages, sometimes defining it as: "the power to control prices and exclude competition", "restraining trade", or "unfair and anti-competitive behavior." Should monopolistic practices be condemned and outlawed? Briefly discuss.
important !!!!!!!!!!!!!!!!!!!!!!
NOT ESSAY! MORE THAN 200 WORD LESS THAN 300 WORDS!
.
Discussion that demonstrate that Ive read the assigned reading and .docx
Discussion that demonstrate that I've read the assigned reading and answer the question. Answer should be packed with historical informatio: names, dates, discussion of relevant sources, battles,events, court cases. NOT LESS THAN 300 words, NO USE OF WIKIPEDIA. Only answer from the assigned readings, no other resources.
.
Discussion wee 4Required[removed]Hall, R. E. (2008). E.docx
Discussion wee 4
Required
[removed]Hall, R. E. (2008). Evidence-based practice as social work ‘technology‘.
Irish Journal of Applied Social Studies, 8
(1), 21–29.
Retrieved from the Walden Library databases.
Daley, M. R., & Doughty, M. O. (2006). Unethical social work: Comparing licensing and NASW perspectives.
Arete
, 30(2), 36–50.
Retrieved from the Walden Library databases.
[removed]Grady, M. D., & Strom-Gottfried, K. (2011). No easy answers: Ethical challenges working with sex offenders.
Clinical Social Work Journal, 39
(1)
,
18–27.
Retrieved from the Walden Library databases.
Discussion 1: Title Protection and Licensure
When one pictures a doctor sitting at her office desk, it seems natural to imagine multiple diplomas on the wall nearby. The notion of doctors displaying their credentials seems indisputable when one considers the importance of professional credibility in instilling trust in patients.
Just as medical practitioners are responsible for achieving and maintaining proper licensure, so are social work professionals. Those who receive the title of “social worker” have met the criteria developed to demonstrate proficiency in meeting the demands associated with the profession.
For this Discussion, research the criteria for assuming the title of social worker in your state or country. Consider benefits offered by title protection and maintenance of licensure standards. Also think Kirst-Ashman, K. K., & Hull, G. H., Jr. (2012).
Understanding generalist practice
(6th ed.). Stamford, CT: Cengage Learning.
Chapter 3, “Practice Skills for Working with Groups” (pp. 94-126)
about the challenges that title protection and licensure standards may pose.
Post by Day 3
a description of strengths and challenges associated with title protection and licensure. Describe two strengths and two Although students of social work have not yet satisfied the criteria to earn the title of “social worker,” they are bound by the same ethical requirements as titled social workers. Social workers regularly face ethical issues of varying magnitude, and social work students may as well. Some issues seem obvious, while others may emerge in subtle ways.
For this Discussion, select one of the following scenarios. Consider the dilemma described, and imagine how you might feel if you found yourself in a similar situation. Think about the ethical obligations you would have as a social worker or social work student.
Scenario 1
You are a social worker in a public health department providing services to pregnant women. As part of your duties, you provide parenting education, support, and connection to community resources, and you follow up with the families and their newborns for six months after birth. Ms. C has been a client of yours during two pregnancies in the last three years. She has a 15 year-old, a nine year-old, a three year-old, and a newborn. On this day, you are making a routine visit to Ms. C, who lives in an older mobile hom.
Discussion Social Work CompetenceThe term competence connotes.docx
Discussion: Social Work Competence
The term
competence
connotes a level of preparedness for addressing issues and maintaining a high standard of practice with clients. Competent social workers have completed adequate preparations for licensure, and they are appropriately credentialed. They adhere to ethical practices by maintaining professional boundaries and honoring commitments to confidentiality. How might you demonstrate your competence as a social worker? How can you recognize competence in other social workers?
For this Discussion, review this week’s Readings. Think about elements in the articles that denote competence.
Post a description of at least two criteria that define competence in social work.
Give an example of each criterion of competence and justify your selection.
References
Social Work Policy Institute. (2010).Evidence-based practice. Retrieved from:
http://www.socialworkpolicy.org/research/evidence-based-practice-2.html
[removed]Singer, J. B. (Host). (2011, March 9). The process of evidence-based practice: An interview with Danielle E. Parish, Ph.D. [Audio podcast]. In
Social Work Podcast.
Retrieved from
http://socialworkpodcast.com/2011/03/process-of-evidence-based-practice.html
[removed]Spratt, T. (2011). Families with multiple problems: Some challenges in identifying and providing services to those experiencing adversities across the life course.
Journal of Social Work, 11
(4), 343–357.
.
Discussion The Systems Development Life Cycle and the Nurse Infor.docx
Discussion: The Systems Development Life Cycle and the Nurse Informaticist
The systems development life cycle (SDLC) is a model for planning and implementing change within an organization. It is important for many individuals to be represented in the process, especially the end users of the system or the employees who must live with the change. As informatics become more and more widespread throughout the health care field, collaboration between information technology (IT) professionals and health care practitioners is becoming increasingly important. The nurse informaticist is able to combine the perspective of the information technology side with the clinical nursing perspective.
While the titles and specific responsibilities of nurse informaticists vary across organizations and practice settings, the fundamental purpose of the role remains the same. Nurse informaticists synthesize their knowledge of how technology can improve health care with an understanding of clinical practice and workflow. This is why nurse informaticists can be instrumental in facilitating the SDLC for informatics in health care. For this Discussion, you examine the relationship between the nurse informaticist and the use of the SDLC.
To prepare:
Review the information in this week’s Learning Resources on the SDLC and the role of the nurse informaticist. Reflect on Chapter 1 of the Dennis, Wixom, and Roth course text and consider how the information about the systems analyst role translates into nursing and health care.
Consider a recent change in your organization related to the implementation of a new technology or system. How was this change handled? What was the general SDLC process? Who was involved, and what were the outcomes?
Identify whether your organization (or one with which you are familiar) has a formal title or position for the nurse informaticist. This position may be called by a different name, such as nurse informatics specialist or informatics analyst, so be sure to review the position description.
If your organization has a position for the nurse informaticist, what are the responsibilities of that position? If your organization does not have such a position, conduct research in the Walden Library and at credible online sources on the role of the nurse informaticist.
Reflect on the role of the nurse informaticist in the overall health care field. How is this position connected to the SDLC? Assess the benefits of having this specialized position within health care organizations and involving the nurse informaticist in the SDLC.
Post by tomorrow 8/30/16 550 words in APA format with a minimum of 3 references from the list provided under Required Readings. Apply the level 1 headings as numbered below:
1) A description of how the systems development life cycle is utilized in your organization (Hospital), or in one with which you are familiar, and assess its effectiveness.
2)
Assess the role of the nurse informaticist in your organization. If.
Discussion response 250 to 300 words to the message below with your .docx
Discussion response 250 to 300 words to the message below with your initial response including cited information from the text, readings, and other course related information to support your response.
What are the various organizational police functions (local, state, federal)? How do the various functional levels of policing differ from one another? What distinctions can be made about each? Is there a better solution to the way the current system(s) operate at each level? Explain.
.
Discussion QuestionWomen have a long history of being considered i.docx
Discussion Question
Women have a long history of being considered inferior to men. However, during the middle to the late 20th century, the women’s rights movement began to improve the plight of women in Western society by granting them access to societal positions previously held only by men.
Some people claim that women have finally achieved equality with men in the 21st century; others are not convinced.
How will you describe the status of equality between men and women in contemporary Western culture?
Do you see any major areas where women are still discriminated against on a large scale? If so, give at least two examples. If not, rationalize your views.
By
Saturday, June 11, 2016
, respond to the assigned discussion question. Submit your responses to the appropriate
Discussion Area
. Use the same
Discussion Area
to comment on at least two of your classmates' submissions by the end of the week. All written assignments and responses should follow APA rules for attributing sources.
.
Discussion Respiratory AlterationsIn clinical settings, patients .docx
Discussion: Respiratory Alterations
In clinical settings, patients often present with various respiratory symptoms such as congestion, coughing, and wheezing. While identifying a symptom’s underlying illness can be challenging, it is essential because even basic symptoms such as persistent coughing can be a sign of a more severe disorder. Advanced practice nurses must be able to differentiate between moderate and severe respiratory disorders, as well as properly diagnose and prescribe treatment for their patients. For this reason, you must have an understanding of the pathophysiology of respiratory disorders.
Consider the following three scenarios:
Scenario 1:
Ms. Teel brings in her 7-month-old infant for evaluation. She is afraid that the baby might have respiratory syncytial virus (RSV) because she seems to be coughing a lot, and Ms. Teel heard that RSV is a common condition for infants. A detailed patient history reveals that the infant has been coughing consistently for several months. It’s never seemed all that bad. Ms. Teel thought it was just a normal thing, but then she read about RSV. Closer evaluation indicates that the infant coughs mostly at night; and, in fact, most nights the baby coughs to some extent. Additionally, Ms. Teel confirms that the infant seems to cough more when she cries. Physical examination reveals an apparently healthy age- and weight-appropriate, 7-month-old infant with breath sounds that are clear to auscultation. The infant’s medical history is significant only for eczema that was actually quite bad a few months back. Otherwise, the only remarkable history is an allergic reaction to amoxicillin that she experienced 3 months ago when she had an ear infection.
Scenario 2:
Kevin is a 6-year-old boy who is brought in for evaluation by his parents. The parents are concerned that he has a really deep cough that he just can’t seem to get over. The history reveals that he was in his usual state of good health until approximately 1 week ago when he developed a profound cough. His parents say that it is deep and sounds like he is barking. He coughs so hard that sometimes he actually vomits. The cough is productive for mucus, but there is no blood in it. Kevin has had a low-grade temperature but nothing really high. His parents do not have a thermometer and don’t know for sure how high it got. His past medical history is negative. He has never had childhood asthma or RSV. His mother says that they moved around a lot in his first 2 years and she is not sure that his immunizations are up to date. She does not have a current vaccination record.
Scenario 3:
Maria is a 36-year-old who presents for evaluation of a cough. She is normally a healthy young lady with no significant medical history. She takes no medications and does not smoke. She reports that she was in her usual state of good health until approximately 3 weeks ago when she developed a “really bad cold.” The cold is characterized by a profound, deep, mucus-produci.
Discussion Racism and PrivilegeIn many societies certain groups p.docx
Discussion: Racism and Privilege
In many societies certain groups possess more resources and hold more power than other groups. In some of these societies, racial discrimination and racial tension also exist. While members of the societies may openly acknowledge that unequal distribution of power and racism are present in their society, many fail to examine the complex relationships between privilege and racism. Social workers must understand this complex relationship so they can educate and empower their clients. Empowerment is the cornerstone of social work practice
.
In the book
Black Empowerment,
the author,Barbara Solomon, writes, "Empowerment refers to a process whereby persons who belong to a stigmatized social category throughout their lives can be assisted to develop and increase skills in the exercise of interpersonal influence and the performance of valued social roles" (p. 6).
Empowerment practice is based on a collaborative relationship between worker and client, initiated to promote the client's power through self-actualization, self-determination, and the fulfillment of personal goals (Gutierrez, Parsons, & Cox, 1998). Further, this process includes increasing your clients' awareness of the structural oppression that exists and its impact on them. It is the role of social workers to empower clients and to bring about awareness of the inequalities that exist in society. This is done two fold—through work with clients on the micro and mezzo levels and on a macro level through work in organizations and communities.
Social workers cannot effectively empower clients without first understanding the mechanisms of oppression and how they impact their day-to-day work. Then social workers can recognize the impact on their clients' lives and apply the appropriate skills.
To prepare: Review the case study "Working With Individuals: The Case of Mary."
Post by Day 3
an explanation of the relationship between racism and privilege. Furthermore, explain how the concepts of racism and privilege relate to "Working With Individuals: The Case of Mary." Explain the impact of racism and privilege on social work practice. Provide recommendations for how you as a social worker might use an empowerment perspective when responding to Mary. Be specific and provide examples from the case. Also, identify specific skills social workers might employ.
.
Discussion questionThe media, and Hollywood in particular, r.docx
Discussion question
The media, and Hollywood in particular, represent one avenue in which the general public becomes familiar with the role of nurses. How does the media positively or negatively influence the public’s image of nursing? What other avenues may better educate the general public on the role and scope of nursing as well as the changing health care system?
Please use this
Grading Rubric and Helpers for this Discusion Question
Class keep in mind that we are reflecting on the image the media portrays, but our main goal is to discuss how we as individual and a group can advocate for a positive image of nursing and how we can educate the public on health care. Be sure to address all four area do this question specifically.
Here is an
additional article
that I think covers the topic well, use it in addition to your assigned reeadings, not in place of it. The link will open in a new window.
Reply posts that focus on discussion of the medias negative portrayal without supported discussion of advocacy for a positive image will not be considered substantial.
Grading Rubric and Sample Table for this DQ
Discusses how the media positively AND negatively influence the public’s image of nursing (2 points)
Uses examples and references from the units learning activities. (1 points)
Discusses/ lists avenues that we could use that may better educate the general public on the role and scope of nursing Include ways we can promote a positive view of nursing both individually and as a group (4 points)
Discusses/ lists other avenues we may better educate the general public on the changing health care system 4 points
APA and writing 3 points
Positive portrayals of nursing by media with Examples from our units learning activities
negative portrayals of nursing by media with Examples from our units learning activities
Avenues/activities to promote nursing and give positive image as individuals and as a group
Avenues to educate the public on the changing health care system
References
.
Discussion QuestionsUser-interface design techniques and human-com.docx
Discussion Questions
User-interface design techniques and human-computer interaction (HCI) evolved from studies of human interaction with machines. The field of human factors was first associated with engineering, as engineers designed machines. However, engineers used precise specifications and predictable behavior and often found the human factor frustrating. Dialogs are used to define a menu hierarchy that allows the user to navigate to each dialog. Each dialog is based on a use case documented early during the inception phase that is classified as requiring a user interface. Discuss the following questions:
What are dialog designs?
Within an iteration, can analysis and design activities occur simultaneously?
Why or why not?
How does a developer know when to do analysis and when to do design?
The definition of interface design standards states that “general principles and rules must be followed….”
Do user interface design standards restrict creativity?
Many researchers create analysis and design techniques that place the user interface at the center of the development process because they recognize the importance of the user interface to system developers and users alike. Complete the following assignment:
College Education Completion Methodology Exercise
Read the instructions for the case study “A ‘College Education Completion’ Methodology,” in Chapter 8 on page 249.
Answer questions 1-5 as instructed.
Your completed assignment should be at least 2 pages.
.
Discussion QuestionsWhat purpose does systems analysis serve Is.docx
Discussion Questions
What purpose does systems analysis serve?
Is it really necessary?
Why or why not?
Lab Activity
Complete question 8 in the Problems and Exercises section on page 62.
Use Visio to create the diagram.
If you cannot access Visio, you may use alternative software such as DIA, Word, or PowerPoint.
Systems Analysis & Design Exercise
Answer Review Questions 1-7 regarding systems analysis and design on page 28 in Chapter 1.
Your completed assignment should be at least 1 page
.
Discussion QuestionReview the Healthy People 2020 objectives for t.docx
Discussion Question
Review the Healthy People 2020 objectives for the older adult. Of the objectives listed for the older adult, which do you feel is most important? Be sure to include examples and references to support your response.
There are several vulnerable populations that have a chronic illness (older; homeless; and lesbian, gay, bisexual, and transgender populations) that face challenges when it comes to care. Choose one vulnerable population and discuss what can be done to help alleviate these challenges.
.
Discussion Questions Chapter 11 & 12 Intermediate AccountingP.docx
Discussion Questions: Chapter 11 & 12 : Intermediate Accounting
Please answer each question individually in at least 120 words per.
1.
What is the purpose of depreciation?
2.
Why is there more than one method of depreciation?
3.
How can goodwill be created?
4.
How and why would you account for the impairment of intangible assets?
5.
Why are R&D expenses not capitalized?
.
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Respond by Day 5 to at least one of your colleagues who chose a diff
- 1. Respond by Day 5 to at least one of your colleagues who chose a different topic related to consultancy contracts in one or more of the following ways: Expand on your colleague’s posting. Colleagues Post The OD contract important in regards to general organizational development as it helps frame the expectations, emotional responses to procedural changes, and relationships within an organization. Two critical aspects of the OD contract is its design and its focus (situational or dispositional). The design of a contract influences the expectations, relationship, behavior, and emotions people experience while participating in the organization. The level and kind (i.e. positive or negative) reactions to change, as well as expectations for roles and the larger organization strongly depend on the person, team, or organization’s perspective. This is our second element, focus, which outlines how an individual naturally tend towards one of two styles (promotional or preventative), though accepts the influence a situation can bring. The promotional style is a more creative and optimistic perspective, whereas the preventative perspective is more conservative and strategic. Similar to design, the contract, person, team and organization’s relationships, psychological reaction, and behaviors (Weber and Mayer, 2011). Both an OD contract’s design and focus have the ability to create positive or negative outcomes for an organization, as well as the individuals working within it. The client-consultant relationship benefits from a clear understanding of their partner’s expectations, role, organizational contract design, and perspective as it provides transparency and the opportunity for a strong and sustainable relationship (Brown, 2011). Without an OD contract that clearly
- 2. outlines its design, there is the risk of miscommunication and contention between partners, as was demonstrated in Davis’ Fresno case (2013). Without a clear understanding of the focus, and whether it aligns with a promotional or preventative perspective, there is the risk of misalignment between partners’ responses to variables and expectations (Weber and Mayer, 2011). The relationship between client and consultant depends on transparency, honesty, and trust. Without having a clear view of how the relationship is framed, neither partner will know what to expect. Without having a transparent understanding of how they will respond to situations, partners will have difficulty working together to accomplish goals. Finally, without having a clear point of view of how the partners may emotionally respond to working with one another through the change process, there will be difficulty addressing the true focus of change and continuing a sustainable relationship. reference Davis, L. (2013). Fresno disputes Wilshire’s “unreasonable” charge. Money Management Letter, 109 . Retrieved from https://web-a-ebscohost- com.ezp.waldenulibrary.org/ehost/detail/detail?vid=1&sid=ed9c f89c-9891-48e2-9375-a19e763aefae%40sdc-v- sessmgr04&bdata=JnNpdGU9ZWhvc3QtbGl2ZSZzY29wZT1za XRl#AN=87921349&db=bth Weber, L., & Mayer, K. J. (2011). Designing effective contracts: Exploring the influence of framing and expectations.
- 3. Academy of Management Review , 36(1), 53-75. Retrieved from https://web-a-ebscohost- com.ezp.waldenulibrary.org/ehost/pdfviewer/pdfviewer?vid=1& sid=c498fb03-1d8c-49ae-8400-500f889d00f7%40sdc-v- sessmgr04