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Respond to each peer initial post with 3-4 sentences long Peer # one Conflict is a part of any organization no matter how successful they are. I see it a lot in our voting members and to a lesser degree with our Board of Directors. Our voting members are about double the amount of the Board so I think naturally there is a little more disagreement. In order to resolve conflict, it is important to understand the reason behind the issue. Then it is important to follow through with addressing the situation immediately after being identified. Another step in resolution includes getting as much information as possible by speaking to all parties involved. Conflict doesn’t only happen with voting members and the Board, but also within the office. The most recent issue happened in a meeting last week. Our customer service rep cut someone off in a meeting out of frustration and it was definitely not done in a professional manner. It was incredibly uncomfortable as a meeting attendee not to mention her direct higher up and the CFO were in this meeting. I think that if this conflict isn’t resolved, it will continue to manifest in various ways and turn into one of them quitting or getting fired. I know that this has been brewing because I try to keep the lines of communication open around the office. Our customer service rep is frustrated with our ticketing manager because he does too much. When he steps in and goes outside of his department, he gets involved in things that he doesn’t need to, puts more work on himself and ends up working additional hours that aren’t necessary. In this meeting, he ended up trying to take the lead which was not necessary. Our customer service rep got frustrated and I would describe her as yelling at him to tell him that this wasn’t his meeting to run. I am not in a position to necessarily intervene, however, I have been talking to my Operations Director who is the direct supervisor for both of them. If I were to be able to take the lead on this, my tactic would start with meeting with them both individually. For one, to discuss what their responsibilities are and try to work toward them staying in their lane, so to speak. There are plenty of people around to help that he does not need to be the hero. When that happens, something ends up getting neglected. With the customer service rep, her general tact is nonexistent. I think the discussion with her starts with how to communicate appropriately with coworkers. This happens to be an issue with others in the office. She could achieve a lot more if she could learn how to better approach people. This wasn’t necessarily her place to step in. I am not sure in this case, that it is necessary to bring the parties together as both issues do not seem to involve the other. If they both fixed the items I have discussed, I think it would naturally resolve any issue they have had. However, if I brought them together, the message I would convey to both is a reset of what our roles co.
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Hello everyone,
This is a great discussion, difficult conversations. That is because there are conversations that I need to have but will avoid them because its difficult. With that known I enjoyed reading the different articles for this week.
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Hello everyone,
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My original Post. Use for a reference only if needed.
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Reference
Gee, V., & Gee, S. (2011). Business improv: Experiential learning exercises to train employees to handle every situation with success. New York : McGraw-Hill Professional.
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Interview
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Revenue Cycle Workflow Scenarios
Inherent in the Revenue Cycle workflows is the need to collaborate with other departments to ensure performance benchmarks are met and the ultimate goal of timely and accurate cash flow is attained. In this activity, you will identify which departments need to work together to resolve the situation presented in several scenarios.
To complete this assignment, do the following:
Download the scenarios below.
Beneath each scenario, identify the department(s) involved from the list below and explain each department's role in resolving the issue.
Patient Access/Admissions
HIMs
Coding
Patient Accounts/Billing
Chargemaster Management
Accounts Receivable
CDI
Utilization Management
Clinical Services (Providers, Radiology, Nursing, and other Ancillary Services)
Administration
.
Review and reflect on what you learned in the past 8 weeks. What .docx
Review and reflect on what you learned in the past 8 weeks. What is the most practical and easily applied lesson you learned?
(Easily was: Decision analysis)
What was the hardest to grasp? Why? What else do you need to know about Quantitative Analysis?
(Hardest one was: Waiting Lines)
.
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Plp
The document provides a summary of the key learnings from three sessions of an Interpersonal Growth Program (IGP). The sessions covered interpersonal needs theory, a case study on a new manager facing challenges, and a case study where introducing a new team member disrupted group dynamics. The document summarizes that the sessions taught about understanding personal and others' behaviors based on interpersonal needs, not letting small issues negatively impact work, and the importance of considering group dynamics when making changes.
Communication skills
BENEFITS
High moral in the organization, high productivity, increased profit, Labour stability, effective branding, ever increasing output of goods and services
Good communication skills are crucial in a leader if they are to remain a leader. A leader can be defined as someone who plays a prominent role in a business or a department within it. There are also religious, political and community leaders, leaders of groups and teams, and so on. In this guide, we will be looking at business leaders and how good communication skills are an important part of effective leadership.
Being human to manage organisational change
Get a glimpse of what happens behind the scenes during a merger or acquisition and restructuring through a collection of short stories.
The truth can hurt. Many change management guides will suggest line managers as the preferred messenger. Managers who have not been “people managers” will find it particularly challenging to initiate difficult conversations. They have no starting point … and they will not admit it. They just know it will
be awkward to start having those conversations when times are rough.
Leaders need to be clear what types of managers they have. That is critical to developing the communication and change management plan. Allow yourself to experience the emotions and contemplate what it means to be G.R.A.C.I.O.U.S. when it matters the most.
My classmate writes for me to answer. I need to answer him and he.docx
My classmate writes for me to answer. I need to answer him and her can you help with these question?
1- Brain posts this one for me to answer him. It seems that you have the highest score amongst us all, which would explain your line of work. Having your own company would require for you to be at the top or close to it. An extrovert has the ability to make it very far in life, because they have the ability to shine, or take over a room, which is needed. Companies want a person of that nature; I look for it all the time when I conduct interviews.
2- Anna posts this one for me to answer her. I would say my personality is strong and sensitive.
I am currently working at a "scrap company". We have a shredder, which means we recycle metals and ship them to the mills. My organizational environment has shifted. We used to be calmer and never worried about our jobs. We were treated nicer than we are now. Our president of the company retired and the vice president took his place. When this happened things changed for the worse.
One of my traits that do not work in an organizational culture is my emotional stability. I know things bother me more than other people. This trait gets in my way a lot. My second trait is extraversion. This trait gets me in trouble if I talk too much when I work.
The effect that an organizational culture might have on the personality traits are trying to be someone you are not. Sometimes we have to act and be a certain way in the workplace. This is a hard thing to learn sometimes.
Brian posts this for me to answer him. It seems as though I am well rounded based on my score. With my lowest score being an extrovert and my highest score in openness to experience, I believe these are good qualities to have so you can influence an organization. The need to be an extrovert in an organization is a plus if you want a promotion, as it can be seen as a soft skill. Being open to experience can help a company grow, and reach place it wouldn't think it could reach. It allows people to continue to learn and grow. I have worked on property management for the last eleven years on the operations side. Working in my line of work, you need to be well rounded in order to succeed, because we wear many hats daily.
Can you reword these answers for me in your own words? DO NOT use the same words as in the sentences.
A- Neema,
Your score does show that you are well rounded, which most project managers are because they have to. They have to be able to manage any project or team they are assigned to, if your scores had a big difference between them, I think it would affect you at your job.
B- I found this video to be very interesting because I had never thought of it that way. I do show that it is possible to change behavior to improve the environment of the workplace. It is very nice to work in a workplace where everyone works in harmony. When you get that person who doesn't want to work with others nicely it not only creates ...
Zita assignment
1. The document is a presentation by Zita Gustin applying for an executive assistant position.
2. Over 4 parts, Zita discusses her most important work experience in networking and connecting people, her most important personality trait of listening and connecting deeply, what most resonates about the company in helping people achieve their goals through education, and why she would be a great fit.
3. Zita emphasizes her skills in managing events, prioritizing time, flexibility, and working with others towards a common goal.
Communication Skills for Effective Leadership.pdf
The most important aspect of any effective communication is knowing your audience. This
audience will vary, so being flexible in your communication styles is a great skill for any leader
to have. In the course of a single day as the leader of a business or department, you might
speak to:
Staff
Shareholders
Business partners
Talented man in a low paying job
Mark was an experienced and skilled finance consultant stuck in an underpaid job he hated, with long hours, lots of responsibility, and a low wage. Despite constantly studying and attending interviews, he could never get a better job and was rejected many times without clear reasons. With help from Humantalents Group, they discovered Mark lacked sales and negotiation skills to persuade recruiters of his qualifications. They taught Mark to focus interviews on how he could solve the company's problems rather than talking about himself. After two interviews applying this new approach, Mark received two job offers and was able to choose which company and opportunity was the best fit. Learning the right skills helped Mark determine his own worth and success rather than relying on others to recognize his
InstructionsRespond to Amy Fowler post with 200 words and at le.docx
Instructions:
Respond to Amy Fowler post with 200 words and at least one reference.
My original Post. Use for a reference only if needed.
How you would manage such a person and encourage them to approach you instead of other members of management.
Triangulation in the workplace more often than not triggers unintended consequences. Direct communication is therefore recommended to prevent such consequences. To encourage employees to approach me instead of other members of management, I would put several measures in place. Firstly, my department would have an open-door policy where they can walk in and talk about matters at hand fearlessly. Secondly, during orientation, I would encourage employees to address issues and complaints directly as opposed to discussing it with other people first. Thirdly, I would also give feedback to the intended persons instead of having feedback make rounds. Importantly, I would also create structured opportunities for real dialogues within the organization. I would also strive to find out why employees were making triangulations instead of approaching me directly. Lastly, I would organize a communication workshop that would refresh employee skills of workplace communication as well as sensitize them on the consequences of triangulation (Gee & Gee, 2011).
Describe similar conflicts you have witnessed in your own work experience and share information as to how the problem was resolved.
I have participated in triangulation in the past. The work environment did not take complaints and suggestions positively, therefore the only way to let management know was through triangulation such that the information cannot be traced to a specific employee. Another instance is when a colleague at a company I worked for could not address the manager directly since she claimed he had harassed her sexually. In the first scenario, the triangulation problem should have been resolved by the management investigating why information reached them through triangulation. Since employees were not ready to be fired or bullied for pointing out issues, the management should have stepped in by establishing better communication structures. In the second scenario, the sexual harassment matter should have been dealt with first by the human resource department. Once that matter is put to rest, then the manager and employee should find an amicable way to communicate and especially the systems put in place in the workplace.
Reference
Gee, V., & Gee, S. (2011). Business improv: Experiential learning exercises to train employees to handle every situation with success. New York : McGraw-Hill Professional.
Instructions:
Respond to Amy Fowler post with 200 words and at least one reference.
Amy Fowler Post
Triangulation can be tricky if you are the person being spoken about or if you are the third party that the complainer is speaking to. I feel both positions have an obligation to stop the behavior. “There are three general responses to tackle t ...
Communicating at work - Cullaborate Article
- Nicole Cullen is a communications and conflict management expert who started her career as a litigation lawyer before working in ombudsman and mediation roles. She now runs her own consulting firm that provides conflict resolution services.
- The biggest mistake people make in workplace communication is failing to consider the communication style and preferences of the recipient. Understanding how to effectively communicate with different personalities and adapting one's style is key to avoiding misunderstandings.
- Establishing rapport is the first step to successful workplace communication and can be done through mirroring body language, paying attention to personal space, and getting to the same physical level as the other person. Framing issues effectively also influences how they are perceived.
Assignment Read the interview questions and answers below reg.docx
Assignment: Read the interview questions and answers below regarding a new small business
created by an entrepreneur and evaluate what you read. Summarize, in written form (at least 3
pages long), your most important observations and insights that you gathered from the interview
below. Make sure to include answers to ALL of the following in your write up:
1. Discuss whether you feel the interviewee/Samantha was a lifestyle or a high-potential
entrepreneur and why (Samantha is a lifestyle entrepreneur).
Definition of a lifestyle entrepreneur: An individual that creates a business with the
purpose of altering their personal lifestyle and not for the sole purpose of making profits.
A lifestyle entrepreneur focuses more on the life rewards provided to people that enjoy
and have a passion for what they are doing. There is a possibility that the business will do
particularity well since the individual has a passion for what he/she is doing.
2. Who do you think can become an entrepreneur (what type person, characteristics should
an entrepreneur have? Did the interviewee/Samantha demonstrate them? Do you think
the interviewee/Samantha epitomizes an entrepreneur?)
3. What surprised you the most from the interview.
4. What knowledge was confirmed by the interview.
5. What new insights developed.
6. What are the implications for you personally as a result of this interview, your goals, and
your aspirations?
-----------------------------------------------------------------------------------------------------------------
Interview
Interviewee: Samantha (Attorney)
Small Business Created: Litigation Firm
Business Inception: Started six months ago – since March 2, 2015
Interview Questions and Answers
1. What did the entrepreneur do before s/he started the business?
Samantha was a HUD (United State Department of Housing and Urban Development)
attorney, since August 15, 2009. Left HUD on June 1, 2015. Is now an entrepreneur
100% of the time now.
2. Who were their role models?
Samantha had some contemporaries/peers that had their own firms that were her role
models, not a particular person influenced her decision, but definitely people that she
gleaned information from that had entrepreneurial backgrounds that helped her get an
idea of having her own law firm would be like.
3. How did s/he become interested in entrepreneurship?
In working at HUD as attorney, she became uncomfortable with the environment. The
management had changed, the work had slightly changed and the work was no longer
challenging. She was doing just enough to get by, becoming slowly disillusioned and
unhappy with her employment situation. She found this unhappiness with her job to be
affected her everyday life, her life outside of the job and her family. She started to look
for a job in the private sector, but she started to consider opening her own firm.
4. How they decided to create the new ventur ...
Difficultconversationsscript
The document discusses skills for having difficult conversations in the workplace. It covers 5 keys to effective communication: listening, disagreeing constructively, offering criticism constructively, negotiation, and client communication. The modules discuss what makes a conversation difficult, how to have a learning conversation to understand different perspectives, how conversations can disintegrate due to differences in people's backgrounds and views, and how to handle feelings and respond effectively in difficult talks. The goal is to improve workplace relationships and performance through strengthened communication abilities.
Mckinsey questions
1. The situation involved working with a colleague while temporarily posted in Pittsburgh. They had to share a house but came from different backgrounds and had disagreements, which negatively impacted their working relationship.
2. The key challenges were a lack of communication and unwillingness to resolve issues, which affected work productivity.
3. To overcome these challenges, the person scheduled a casual meeting with their colleague to openly discuss the issues bothering each of them and come to an understanding.
4. After communicating effectively, they were able to resolve their personal issues and return to enjoying a comfortable working relationship without further problems.
Hummel_3301_L4A1
The document summarizes an interview the author conducted with Michael Heins, a Unit Director (UD) at HEB. Some key responsibilities of a UD include leading over 300 employees, managing sales and profits, developing employees' careers, and terminating employees when necessary. The author learned that being a UD requires working nights, weekends, and holidays. They were surprised to learn that UDs are directly responsible for terminating employees. Michael explained that HEB has a good termination process in place. The author was interested in the developmental aspect of the UD role in helping employees grow their careers. However, they were concerned about the demanding work hours and how that could impact family life. After reflecting, the author remains interested in the U
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Pair 1Each team pair is required to complete Sections 1 and 2 of.docx
The document provides information for an assignment on leadership styles. It includes an overview section with details about the leader being interviewed, Monica Tolson, and why she was chosen. It outlines sections to be completed, including conclusions about Monica's leadership style, how she motivates others, and integrating concepts from chapters 8 and 9 on leadership and motivation theories.
How to be a good employee.2
This presentation is about how to be a good employee. Share this with your new employee, freshers who are not aware about some basic performance factor. Show them your employee caring activity and organisational goal.
Similar to Respond to each peer initial post with 3-4 sentences longPeer .docx (20)
My classmate writes for me to answer. I need to answer him and he.docx
My classmate writes for me to answer. I need to answer him and he.docx
InstructionsRespond to Amy Fowler post with 200 words and at le.docx
InstructionsRespond to Amy Fowler post with 200 words and at le.docx
Assignment Read the interview questions and answers below reg.docx
Assignment Read the interview questions and answers below reg.docx
Pair 1Each team pair is required to complete Sections 1 and 2 of.docx
Pair 1Each team pair is required to complete Sections 1 and 2 of.docx
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Download the scenarios below.
Beneath each scenario, identify the department(s) involved from the list below and explain each department's role in resolving the issue.
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I own a 75 gallon, saltwater fish tank. In that tank we have fish, crabs, shrimp, snails and corals. In order to keep these creatures alive and growing, its important to have the correct lighting, temperature and food source.
Zooplankton
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zooplankton
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Zooplankton
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Zooplankton
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ooplankton
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cyclomorphosis
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zooplankton
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Most
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Zooplankton
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2.
One animal organism that I found interesting was the species of multicellular Nematodes.
Nematodes are the most plentiful multicellular animals on the planet. They are everywhere; in soil and on decomposing material, from the cold environments to the tropics, in all plant life, in almost all animals, including humans, and also insects (“Information”, 2016).
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Post replies to at least
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Dear Eliie2121,
Apparently you have a challenge with your composition skills. You have good ideas but you are having trouble expressing them. I would suggest that you go to the Writing Center and get some assistance. I am not an English instructor but there are so many errors in your writing that it is my feeling that you need this writing assistance. Even in this email to me there are numerous errors of grammar. I am going to write your question over correctly so that you can see the errors. Please look carefully at the punctuation I have added and the changes. So, in answer to your initial question here, you need to write better and be aware of what you are writing (as I pointed out in my post response to you).
So, if I am reading your response to my discussion question, is it not what you wanted me to write or is it that I see things differently on the questions? Please let me know one way or another so that I can make corrections on it.
On your paper there were missing commas, incorrect capitalization, missing words, plurals needed, etc. Hopefully, you can see that some assistance is needed. I am here to assist you and this is the best advice I can give you so that you can be successful in graduate school and in your teaching career.
Dr. Todd
The first response is to the teacher and the other 2 is students from the class. I need you to read what the top post
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Instructor Todd
I have a correction to make on your post. It is in regard to this sentence: The main participants in the meeting are the parents, children, and the school. Children are not present at these meetings unless it is the child with the disability. The school is not present at these meetings either. By the use of this word, you are probably not referring to the physical school or buil.
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Response to this discussion post with at least 200 words. Needs refernece to back up response
The United States maintains a complex network of law enforcement agencies at the local, state and federal levels. These agencies have varying degrees of specialty and work closely with one another and the courts. Functions performed by the levels of police agencies in the United States run a gamut, from preventing the importation of illegal drugs to ensuring the safety of students at universities. The role of a police agency depends upon its location and jurisdiction. many as 23,000 local and state police agencies exist in the United States as of 2011, depending upon the method of counting them. Types of police agencies under state jurisdiction include local township or city police forces, state police, countrywide sheriff's offices, state highway patrols and constables. The structure and levels of state police agencies differs in each state. Hawaii, for instance, maintains no state police force per Se, but rather a Department of Public Safety. In most states, sheriffs serve as elected officials and act as political liaisons between state governments and police agencies. Various agencies perform specialized police functions at state level. Fish and game wardens, for instance, enforce hunting, fishing, boating laws. According to O'Connor, 35 U.S. states invest independent agencies such as the Department of Criminal Investigations, Department of Motor Vehicles and Alcohol Beverage Control with special, limited powers of law enforcement and investigation. These agencies enforce laws within their jurisdiction, often with the cooperation of other police agencies. Other special divisions of police agencies include K-9 units, which work with police dogs, HAZMAT units, which handle hazardous materials and SWAT, or special tactical units.
References
Lemieux, F. (Ed.). (2013).
International Police Cooperation: Emerging issues, theory and practice
. Routledge.
Manning, P. K. (2014). Role and function of the police. In
Encyclopedia of Criminology and Criminal Justice
(pp. 4510-4529). Springer New York.
.
Response 1 Systems Perspective and Social ChangeRead a sele.docx
Response 1:
Systems Perspective and Social Change
Read
a selection of your colleagues' posts.
Respond
to at least two colleagues in one of the following ways:
Critique your colleague's suggestion about how to apply a systems perspective to Lester Johnson's case.
Identify one way that a concept in your colleague's post might contribute towards advocacy and social change.
Discuss how you might apply the empowerment and strengths approach to one of the concepts your colleague has presented.
Be sure to support your responses with specific references to the resources. If you are using additional articles, be sure to provide full APA-formatted citations for your references.
Colleague 1: Julia
When working with clients, there are many factors at play that not only formed the client in their early years, but also influence them now. The factors that influence them now can include: family, living situation, job situation, friends, religious community, etc. These factors can all influence how a social worker can assist in intervening in a client’s life. Each of these factors can also be included in different systems that influence the client (Zastrow and Kirst-Ashman, 2016).
Let us take, for example, the case of Lester. Lester was an independent member in his community, church community, and was able to handle his life all by himself. However, after an automobile accident, Lester has done a 180 and can no longer clothe or clean himself (Plummer, Makris, and Brocksen, 2014). This is where systems perspective comes in: what systems in Lester’s life can the social worker use to assist Lester? From the case study, we know that Lester is close with his family, but his sister-in-law has really stepped up to the plate in helping with Lester’s care. Because of Lester’s connections with his religious community, they may be relied on for resources. Lester’s children have not been involved really at all, so they should not be counted on as a system on which Lester can rely (Plummer, Makris, and Brocksen, 2014). Lester will have to have new systems created for him, as he cannot create them for himself anymore.
As a social worker, it is crucial to know the systems on which a client can rely. System Theory is a good theory because of its ability to be used with any client. Knowing what resources are available to a client, as well as their interactions with those resources, is key in creating a treatment plan for the client.
Plummer, S. -B., Makris, S., & Brocksen, S. M. (Eds.). (2014). Working with People with Disabilities: The Case of Lester. Social work case studies: Foundation year. Baltimore, MD: Laureate International Universities Publishing. [Vital Source e-reader].
Zastrow, C. H., & Kirst-Ashman, K. K. (2016). Understanding human behavior and the social environment (10th ed.). Boston, MA: Cengage Learning.
Colleague 2: Lisa
Hello Everyone,
Multiple systems interact to impact individuals on many levels. In Lester.
Response 1 The Aging ProcessRespond to at least two colleag.docx
Response 1:
The Aging Process
Respond
to at least two colleague's post in one of the following ways:
o
From a strength's perspective, critique your colleague's approach to addressing Francine's case. Provide support for your critique.
o
Critique your colleague's strategy for applying knowledge of the aging process to work with older clients. Discuss how cultural, ethnic, and societal influences might affect the application of this strategy.
Be sure to support your responses with specific references to the resources. If you are using additional articles, be sure to provide full APA-formatted citations for your references.
Colleague 1:BM
As individuals enter the stage of late adulthood, their previous experiences, lifestyle and relationships help determine what, indeed, this stage will entail (Zastrow and Kirst-Ashman, 2016). In this week’s case study, 70- year-old Francine sought counseling for symptoms of depression, directly related to the loss of her partner of thirty years, Joan (Plummer, Makris and Brocksen, 2014). Since Francine’s family and loved ones were unaware of the extent of the the relationship between Francine and Joan, Francine did not have the necessary support as she navigated her way through her grieving process. She started drinking alcohol more often, after several years of sobriety (Plummer, et. al., 2014).
It can be assumed that Francine’s relationship with Joan, spanning thirty years, has certainly influenced her aging process. In long-term relationships, such as this one, individuals identify as being half of a partnership, as opposed to their individual beings (Zastrow and Kirst-Ashman, 2016). These defining relationships allow for individuals to feel supported and share experiences throughout their daily lives. This relationship is at the crux of Francine’s being, and although her partner has passed, its value can be utilized to help Francine cope with the loss and navigate through the remainder of her life. Additionally, Francine’s extensive experience within the workforce will also positively contribute to her aging process. Throughout these years, Francine’s interaction with people, both professionally and socially, have helped to promote a healthy inner being. While she may not be feeling sociable after Joan’s passing, referencing her forty year career will be a helpful tool for her clinician.
The case study mapped out the positive aspects in Francine’s life beautifully. Despite the depression she is currently experiencing, employing a Strength Based Perspective, focusing on her resiliency, would be an appropriate and effective method to help Francine achieve her most positive outcomes (Zastrow and Kirst-Ashman, 2016). Francine has shown a tremendous capacity throughout her life in identifying and removing the triggers causing harmful behaviors; this awareness resulted in many years of sobriety (Plummer, et. al., 2014). Furthermore, Francine, despite her current depressive state, ha.
Response Paper Craft an analytical paper based on the reading..docx
Response Paper
Craft an analytical paper
based on the reading.
Focus on what you found to be the strongest elements that help you answer the questions below
.
Explain Erick Langer’s statement from his introduction that Mandeponay “combined the skills of a caudillo and of a traditional chieftain” (93). What does he mean by this? Do you think this combination of skills helped the Chiriguano maintain their autonomy and cultural distinction or did Mandeponay’s decisions lead to their cultural destruction?
Papers should be 1 1⁄2 to 2 pages
in length, double-spaced, with 1-inch margins, and typed in 11pt. or 12pt. font. Papers may not exceed 2 pages.
The strongest essays will begin with a specific argument related to the topic and develop themes and specific, concrete examples that support and illustrate that thesis.
Papers with quoted material and lacking footnotes will receive a ZERO.
Footnotes should be formatted according to
Chicago Style
.
.
Response 1Social and Emotional IntelligenceRespond to at l.docx
Response 1
Social and Emotional Intelligence
Respond
to at least two colleagues in one of the following ways:
o
Critique your colleague's analysis of the relationship between social and emotional intelligence and cultural factors. Provide support for your critique.
o
Critique your colleague's strategy for applying social and emotional intelligence to the case of Andres. Provide support for your critique.
o
Critique your colleague's suggestion for how to apply an
understanding of social and emotional intelligence to social work practice in general. Provide support for your critique.
Be sure to support your responses with specific references to the resources. If you are using additional articles, be sure to provide full APA-formatted citations for your references.
Colleague 1: T
During the time (6 years ago) when Andres was exiting middle adulthood and enter late adulthood, he was transitioning from a period of stability to a period of instability (Plummer, Makris, & Brocksen, 2014). Major changes were ahead that would hit Andres hard. Maslow’s Hierarchy of Needs can be used to describe Andres past and present emotional and intellectual state. Prior to Andres diagnosis of a brain tumor and Parkinson’s disease, he achieved all of Maslow’s Hierarchy of Needs. Andres, physiological, safety, belongingness, self-esteem, and self-actualization needs were met. He was married, had children and grandchildren, had a great career, plenty of friends, and exercised daily. (Plummer et al, 2014). According to Maslow “When people fulfill the most elemental needs, they strive to meet those on the next level, and so forth, until the highest order of needs is reached (Zastrow & Kirst-Ashman, 2016, p. 505). Emotionally and intellectually Andres was in a good place. Now, at the age of 68, he has disabilities and has lost most of his independence. He tries to de independent, but has injured himself several times. Activities as basic as eating and bathing unassisted are forever changed. Andres has lost his independence and has become depressed as he realizes more and more that his life is forever altered. “He now uses a cane and walker to ambulate. His speech is slow and soft. He requires assistance to get dressed and eat at times due to severe tremors and the loss of dexterity in his hands”
(Plummer et al, 2014). His safety needs were not being met, especially due to his instability, disabilities, and other medical conditions. This has resulted in a lack of belongingness, low-self-esteem, and no self-actualization. But over time Andres started to accept who he has become. Even though Andres hated asking for help, he realized that asking for assistance could have prevented some of the falls and injuries (Plummer et al, 2014). Andres, accepted the help of the social worker, accepted some help from family, realized that he could not change what has happened to him, and even reclaimed some of the friendships he once had with colleagues.
Response 1 Week 2 BlogRespond to the blog post of three colle.docx
Response 1: Week 2 Blog
Respond
to the blog post of three colleagues in one or more of the following ways:
·
Make a suggestion to your colleague's post.
·
Expand on your colleague's posting.
Be sure to support your blog posts with specific references to this week's resources and provide full APA citations for your references.
Colleague 1: Carolyn
An explanation of potential challenges in adhering to confidentiality in your field education experience
My field education experience is called “brighter future”. It is an agency that most of the employee are related. And so part of their confidently is made sure that they do not share information.
A description of agency policies or mandates about confirms to evidentiality
Today at my field placement, we discuss the important of confidentiality. According to my agency policies, we have to make sure that everything we do is kept confidential. For example, I was observing and learning how to input documents into the computer. I found out that, everyone in the agency is required to keep every file, everything they do about that client has to be protected.
The files that inputted in the computer were also kept manually and under the table so that no one would know about their client’s names.
Discussing any client outside the office was a no-no. They were also required not to address any problem faced by the clients until they have any a consent letter from the client.
An explanation of potential challenges in communicating with clients within your agency
The challenges that I see with confidentiality within this agency is how they interact with each other. Some of the confidential information is shared throughout the agency and take lightly as a joke. I think it’s about time for all employee to come together and be supportive of this little fella who wanted a bike but lack of financial report
Reference:
Saxon, C., Jacinto, G. A., & Dziegielewski, S. F. (2006). Self-determination and confidentiality: The ambiguous nature of decision-making in social work practice. Journal of Human Behavior in the Social Environment, 13(4), 55–72.
Colleague 2: Melissa
With the place that I am working at Paso Del Norte Children’s Development Center, I am working in a variety of places that require different safety plans. The number one rule is to always sit by the door and have the client sit in front of u while the door is behind you. This is in order to prevent any type of danger that may occur. The bright side about working with clients that are in our organization is that these clients are willing to meet with us. It is important to keep note that these clients are in need of help and come to us in order to get help with behavioral, students with special needs, or other specific behavior’s that kids need help with. There are also a number of speech therapists that work within the building and help the kids overcome their fears or behavior patterns when dealing with this issue.
If the soc.
RESPONDwrite one responses to the two colleagues in one of the.docx
RESPOND
write one
responses to the two
colleagues in one of the following ways:
Provide an alternative suggestion of how program evaluation can be used.
Provide support or an alternative perspective on the elements of program evaluation.
·
RE: Discussion - Week 1 1st person
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Total views: 48 (Your views: 2)
As a State Correctional employee, we often use evaluations to analyze in-service training, policy reviews, programs and services, etc. It may seem as if we are over evaluating; however, this helps to ensure our services are effective.
Westat (2010) says the two reasons program evaluation exists, as written for the National Science Foundation, is to “improve a project” and “document what has been achieved” (p. 3).
The most consistent with my interest is program improvement. For instance, we had four different in-service courses with the same course information. An evaluation was passed out to the students at the end of the course to provide their opinion of the course. The comments prompted the instructors to redesign four courses into one. Evaluations are essential tool in Corrections because it allows us to
document our achievements, which will result in data to support our reentry programs.
References:
Westat, J. F. (Ed.). (2010). The 2010 user-friendly handbook for project evaluation. Retrieved
from https://www.westat.com/sites/westat.com/files/2010UFHB.pdf
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2-person
initial post WK1D1
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Total views: 54 (Your views: 3)
In my work with community corrections, I have not conducted any type of program evaluation; however, I understand program evaluation is designed to answer some key questions about a program’s effectiveness to the stakeholders (community, participants and staff). The overarching idea behind program evaluation is to ascertain if those who should benefit from the program are actually benefiting and if those performing the services to the community are skilled at providing the services. Another important aspect of program evaluation is to determine whether the allocated resources for the services are sufficient for addressing the needs of the population (The Program Manager’s Guide to Evaluation, 2010).
In looking at this week’s resources, Langbein (2012) identifies some distinct differences between program and project (p.3). A program is described as “ongoing services or activities” (Langbein, 2012, p. 3) while projects are intended to be one-time activities that has long-lasting sustainable impact on communities (p. 3). Thus, program evaluations should help determine the extent of a program’s success or lack thereof (what works and what does not work) as well as provide insight on navigating areas where unexpected circumstances occur (Westat, 2010). In short, program evaluations provide managers and administrators the data needed to prove or disprove the value of a program which ultimately impac.
Response should be a half page each, APA format please and provide.docx
Response should be a half page each, APA format please and provide reference
(1)
Describe what life span considerations you might use in applying the nursing process to infants, school-age children, younger adults, and older adults in relation to immunizations and wellness.
(2)
As a formal nursing intervention, anticipatory guidance prepares a client for that which the nurse knows could most likely occur during that person's developmental or situational stage. Discuss the anticipatory guidance possibilities you would most likely entertain when assessing an adolescent, both developmentally and situationally.
.
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Respond to each peer initial post with 3-4 sentences longPeer .docx
- 1. Respond to each peer initial post with 3-4 sentences long Peer # one Conflict is a part of any organization no matter how successful they are. I see it a lot in our voting members and to a lesser degree with our Board of Directors. Our voting members are about double the amount of the Board so I think naturally there is a little more disagreement. In order to resolve conflict, it is important to understand the reason behind the issue. Then it is important to follow through with addressing the situation immediately after being identified. Another step in resolution includes getting as much information as possible by speaking to all parties involved. Conflict doesn’t only happen with voting members and the Board, but also within the office. The most recent issue happened in a meeting last week. Our customer service rep cut someone off in a meeting out of frustration and it was definitely not done in a professional manner. It was incredibly uncomfortable as a meeting attendee not to mention her direct higher up and the CFO were in this meeting. I think that if this conflict isn’t resolved, it will continue to manifest in various ways and turn into one of them quitting or getting fired. I know that this has been brewing because I try to keep the lines of communication open around the office. Our customer service rep is frustrated with our ticketing manager because he does too much. When he steps in and goes outside of his department, he gets involved in things that he doesn’t need to, puts more work on himself and ends up working additional hours that aren’t necessary. In this meeting, he ended up trying to take the lead which was not necessary. Our customer service rep got frustrated and I would describe her as yelling at him to tell him that this wasn’t his meeting to run. I am not in a position to necessarily intervene, however, I have
- 2. been talking to my Operations Director who is the direct supervisor for both of them. If I were to be able to take the lead on this, my tactic would start with meeting with them both individually. For one, to discuss what their responsibilities are and try to work toward them staying in their lane, so to speak. There are plenty of people around to help that he does not need to be the hero. When that happens, something ends up getting neglected. With the customer service rep, her general tact is nonexistent. I think the discussion with her starts with how to communicate appropriately with coworkers. This happens to be an issue with others in the office. She could achieve a lot more if she could learn how to better approach people. This wasn’t necessarily her place to step in. I am not sure in this case, that it is necessary to bring the parties together as both issues do not seem to involve the other. If they both fixed the items I have discussed, I think it would naturally resolve any issue they have had. However, if I brought them together, the message I would convey to both is a reset of what our roles consist of. I would treat it in a way that perhaps they are unclear on what their objectives are at this point so the discussion would start with defining their roles again. Then also address that while one had reason to be frustrated, the way it was approached and the audience were definitely inappropriate. The goal within that conversation would be an understanding of where each are coming from and an apology for how it was handled. The main goal should be a stronger understanding of where each are coming from as well as a clearer awareness of what each person’s responsibilities include. As well, if there is an issue or conflict, to encourage them to talk to their higher up before they snap at each other. We do not necessarily want to lose anyone in the office at this point. Happier employees that are mission driven and motivated would be a great outcome. Peer # Two
- 3. Background Information: Suzie is the owner and director. She is never at the location. Solely depends on office manager to run the business. Suzie on shows up to site for meeting and interviews. Linda is the office manager. She is basically running the business. She has been the office manager for the past four years, does not have a degree but 30 years of experience. Lynette is Suzie’s daughter. She has a bachelor’s degree in accounting. She did an internship at a fortune 500 company and did great, declined the job because her mom offered her on at Kustom Krazies. Conflict: Kustom Krazies is a small local business, but just recently has been receiving national buzz from being featured on Good Morning America! Since the business has been growing quickly, Suzie (owner and director) brings in her daughter Lynette as the assistant director. Linda is upset and frustrated because Lynette does not know anything about the business. Which creates more work for Linda, because instead of Lynette asking for help, she just completes paperwork wrong and Linda has to go back and correct it. Also, Lynette has poor customer service so they have losing customers and receiving terrible reviews. Lynette has also created scheduling conflicts causing employees to be overworked and eventually quitting. Lynette does not come to work on time and takes a three-hour lunch break. She is never on time for appointments and has missed several with major accounts. The staff has overheard Lynette say several times that “I am just here because this is my mom’s business.” What would happen if you do not attempt to solve the conflict? There is a possibility at all the staff including Linda would quit. The business would be losing money because the scheduling errors and losing customers. The reputation of the brand would become negative because of late arrival to appointments and missed appointments.
- 4. Intervention meeting: The intervention meeting would include Suzie, Linda, and Lynette. Linda will express her concerns and ideas, then Lynette will express her concerns and ideas, last Suzie will express her concerns, ideas, and reasoning for the office manager and assistant director position. Each issue would be addressed and a common solution would be made before moving to the next issue. Messages to conflicting parties: Suzie: You have to make sure that your employees feel appreciated and valued at the company. You also have to ensure to yourself and the company that you are hiring the right person for the job title that you have given them. You also have to be at the location to actually know what is happening with the business and the employees. Linda: I understand that you are frustrated. You have been with the company from day one before the feature on Good Morning America! But, you still have to respect the decisions that Suzie chooses to make and show her that you are by her side. Lynette: I understand that this is your mother’s business, but you do have to remain professional. Showing up late, long lunches, and missed appointments are not professional. It does not only make the organization look unprofessional, but you look unprofessional as a person. Goal for outcome: That everyone recognizes their strengths and weaknesses in the meeting and come to a solution that works best for that company, where it will continue to grow. Plans: Lynette takes classes on time management and telephone and email etiquette. Lynette also learns from Linda the everyday operations. With the completion of the classes and improvement in the office, Lynette takes the role of finance manager. Linda
- 5. will become that senior executive project manager taking the responsibility of scheduling and meeting with prospect accounts. Suzie will have an open door policy and review the roles of each title before assigning a job position. Suzie will also be at the location more, creating office hours for herself where she is in the office. Since the business is continuing to expand there will be customer service employees.