Leadership Essentials incorporate viable examination, an unmistakable vision, the capacity to impact others and foster individuals' ability, and the flexibility needed to look after center.
Ca l3 q9 universal employee satisfaction surveyBluecare
This survey aims to gather employee feedback on communication, culture, development and support, and compensation at their organization. Employees are asked to rate their level of agreement with statements in these areas and provide additional comments. They are also asked questions about their compensation package preferences and what could be improved as the head of their department to increase cultural safety satisfaction. The survey should be completed and returned by February 28th, 2015.
Unit 9 universal employee satisfaction surveyBluecare
This survey aims to gather employee feedback on communication, culture, development and support, and compensation at their organization. Employees are asked to rate their level of agreement with statements in these areas and provide additional comments. They are also asked questions about their compensation package preferences and what could be improved as the head of their department to increase cultural safety satisfaction. The survey should be completed and returned by February 28, 2015.
- The document appears to be an initial report from a student enrolled in an online course, providing background information and responses to survey questions.
- The student has some interest in design thinking but no direct experience, and this is their first online course. They were motivated to enroll due to personal interest in the subject and wanting to learn new skills.
- The student expressed openness to failure as important for learning, and confidence in their ability to be creative with practice. Their main concerns about the online course are that it is their first time and they are somewhat shy about online teamwork.
Presenting this set of slides with name - Change Readiness Assessment Powerpoint Presentation Slides. We bring to you to the point topic specific slides with apt research and understanding. Putting forth our PPT deck comprises of twentysix slides. Our tailor made Change Readiness Assessment Powerpoint Presentation Slides editable presentation deck assists planners to segment and expound the topic with brevity. The advantageous slides on Change Readiness Assessment Powerpoint Presentation Slides is braced with multiple charts and graphs, overviews, analysis templates agenda slides etc. to help boost important aspects of your presentation. Highlight all sorts of related usable templates for important considerations. Our deck finds applicability amongst all kinds of professionals, managers, individuals, temporary permanent teams involved in any company organization from any field.
Method of measuring job satisfaction
Generally there are 2 methods
simple global rating and summation
and also a 3rd personal interview for extreme circumstances.
This document provides guidance on effective survey design. It discusses what surveys can measure, including behaviors, attitudes, demographics, and preferences. It also describes different types of survey questions such as open-ended, closed-ended, rating scales, rankings, and checklists. Common problems with question wording like bias, unequal comparisons, and threats to self-esteem are explained. The document recommends using question scales that directly measure the concept in question rather than artificial agreement scales. It emphasizes the importance of pilot testing surveys and refining questions based on feedback.
- An employee satisfaction survey found scores improved in most categories over the past three years, except for employee development which scored in the 60 range consistently.
- The letter questions why employee development scores, particularly in reward, recognition, training and advancement, remain low given competitive pay and high enjoyment/commitment scores. It suggests reassessing business issues and priorities.
- Training scores also show weakness and the letter recommends evaluating the training content, purpose, and customer/employee feedback to improve results.
Leadership Essentials incorporate viable examination, an unmistakable vision, the capacity to impact others and foster individuals' ability, and the flexibility needed to look after center.
Ca l3 q9 universal employee satisfaction surveyBluecare
This survey aims to gather employee feedback on communication, culture, development and support, and compensation at their organization. Employees are asked to rate their level of agreement with statements in these areas and provide additional comments. They are also asked questions about their compensation package preferences and what could be improved as the head of their department to increase cultural safety satisfaction. The survey should be completed and returned by February 28th, 2015.
Unit 9 universal employee satisfaction surveyBluecare
This survey aims to gather employee feedback on communication, culture, development and support, and compensation at their organization. Employees are asked to rate their level of agreement with statements in these areas and provide additional comments. They are also asked questions about their compensation package preferences and what could be improved as the head of their department to increase cultural safety satisfaction. The survey should be completed and returned by February 28, 2015.
- The document appears to be an initial report from a student enrolled in an online course, providing background information and responses to survey questions.
- The student has some interest in design thinking but no direct experience, and this is their first online course. They were motivated to enroll due to personal interest in the subject and wanting to learn new skills.
- The student expressed openness to failure as important for learning, and confidence in their ability to be creative with practice. Their main concerns about the online course are that it is their first time and they are somewhat shy about online teamwork.
Presenting this set of slides with name - Change Readiness Assessment Powerpoint Presentation Slides. We bring to you to the point topic specific slides with apt research and understanding. Putting forth our PPT deck comprises of twentysix slides. Our tailor made Change Readiness Assessment Powerpoint Presentation Slides editable presentation deck assists planners to segment and expound the topic with brevity. The advantageous slides on Change Readiness Assessment Powerpoint Presentation Slides is braced with multiple charts and graphs, overviews, analysis templates agenda slides etc. to help boost important aspects of your presentation. Highlight all sorts of related usable templates for important considerations. Our deck finds applicability amongst all kinds of professionals, managers, individuals, temporary permanent teams involved in any company organization from any field.
Method of measuring job satisfaction
Generally there are 2 methods
simple global rating and summation
and also a 3rd personal interview for extreme circumstances.
This document provides guidance on effective survey design. It discusses what surveys can measure, including behaviors, attitudes, demographics, and preferences. It also describes different types of survey questions such as open-ended, closed-ended, rating scales, rankings, and checklists. Common problems with question wording like bias, unequal comparisons, and threats to self-esteem are explained. The document recommends using question scales that directly measure the concept in question rather than artificial agreement scales. It emphasizes the importance of pilot testing surveys and refining questions based on feedback.
- An employee satisfaction survey found scores improved in most categories over the past three years, except for employee development which scored in the 60 range consistently.
- The letter questions why employee development scores, particularly in reward, recognition, training and advancement, remain low given competitive pay and high enjoyment/commitment scores. It suggests reassessing business issues and priorities.
- Training scores also show weakness and the letter recommends evaluating the training content, purpose, and customer/employee feedback to improve results.
Feedback & Surveys - How to use the Constant Contact Toolkit Part 2Frithjof Petscheleit
Take Marketing To the Next Level with the Constant Contact Toolkit
Finally, with a single login you can engage and grow your audience in all the places that matter: the inbox, mobile, social media, and the web. The Constant Contact Toolkit has beautiful, customizable templates to create your campaign fast. Integrated contact management and real-time reporting insights help you see results with each campaign.
This webinar series introduces all the awesome new Constant Contact tools. With one click you can sign up and take part in all free sessions.
Newsletters and Announcements
Surveys and Feedback
Event Promo & Registration
Deals and Promotions
Auto responders
This document summarizes the results of a job satisfaction survey conducted at Cuesta College in 2011. It finds that job satisfaction levels are low due to budget cuts, lack of compensation increases, and declining morale. Faculty and staff feel devalued and that the administration does not support a collaborative work environment. Survey results show dissatisfaction with compensation, benefits, and campus work culture. Recommendations include improving communication, fostering collaboration between groups, and supporting professional development to boost morale.
One of the most important part of talent and human capital management is engagement and one of the tool to measure engagement is by Gallup Q12 employee engagement survey.Hope this article will help you.
The document presents the results of a questionnaire given to 50 employees of private sector banks to assess their job satisfaction. Most employees reported being strongly or completely satisfied with working at their organization and would recommend it. They agreed that their job provides learning opportunities and they have the necessary tools, training, and recognition. While communication and salary were areas needing some improvement, employees felt positively about their supervisors and career prospects. In conclusion, the majority of bank employees reported being completely satisfied in their roles.
Online Assignment 1) Using an online survey tool (Qualtrics, S.docxcherishwinsland
Online Assignment
1) Using an online survey tool (Qualtrics, Survey Monkey, Google forms, etc.), create a survey assessing your own leadership characteristics. Use the descriptors developed in class with a Likert scale to send to at least 10 people who can assess your leadership traits. This will be anonymous since you will send your respondents a link to your survey.
Upon receiving your results, write a brief (approximately 1 page) summary of your results and what they mean to you. Let me know of anything you found surprising or in line with how you see yourself. What do these results mean for you going forward as a leader? .
2) Write down (type) your five most important priorities in your life right now (i.e., health, money, career success, new home, finding love, new job….whatever. These can be personal, professional, or a combination of both. Put them in order of importance, with 1=the absolute most important.
3) What are five gratitudes you have at this moment? In other words, type five things you are grateful/thankful for at this moment in your life.
4) What are five goals you have currently on your plate? These can be personal, professional, or a combination of both. Type these.
5) Look up the mission, purpose, and guiding principles of a few firms with which you are familiar (i.e., Chick-fil-a, Home Depot, etc.). Here’s an example of Greystone Power’s: http://www.greystonepower.com/wp-content/uploads/2014/03/Our-Vision-Our-Mission.pdf
6) While organizations construct these statements, we as individuals should have our very own mission/purpose statement and guiding principles/behaviors that will support that mission. We know from research that people are more likely to commit and stick to something they write down. Having this document in consistent view will make you more likely to stick to it. So, I’d like you to type your own mission/purpose statement for life (this can be personal and/or professional) and a list of guiding principles/behaviors that will uphold that mission (see Greystone link above for a business example…again, you are doing this as an individual).
7) You can upload your document. Please be sure to type your responses to all elements, points 1-6.
Default Report
LeadershipJuly 1st 2018, 1:44 pm MDT
Q2 - Multi-tasker
#
Field
Minimum
Maximum
Mean
Std Deviation
Variance
Count
1
Multi-tasker
1.00
7.00
1.52
0.96
0.93
71
#
Answer
%
Count
1
Strongly agree
66.20%
47
2
Agree
22.54%
16
3
Somewhat agree
8.45%
6
4
Neither agree nor disagree
1.41%
1
5
Somewhat disagree
0.00%
0
6
Disagree
0.00%
0
7
Strongly disagree
1.41%
1
Total
100%
71
Q3 - Confident
#
Field
Minimum
Maximum
Mean
Std Deviation
Variance
Count
1
Confident
1.00
7.00
1.44
1.00
1.01
71
#
Answer
%
Count
1
Strongly agree
71.83%
51
2
Agree
22.54%
16
3
Somewhat agree
2.82%
2
4
Neither agree nor disagree
0.00%
0
5
Somewhat disagree
0.00%
0
6
Disagree
1.41%
1
7
Strongly disagree
1.41%
1
Total
100%
71
Q4 - Influential
#
Field.
This document provides guidance on conducting surveys to gather customer feedback. It discusses the importance of having a clear objective for the survey and asking focused questions that can lead to actions. It recommends structuring the survey with a mix of closed-ended and open-ended questions, keeping it to 10-12 questions that take 5-8 minutes to complete. The document also covers when to conduct surveys, analyzing and sharing the results, and starting with smaller surveys to get feedback.
Aaron Wolowiec, MSA, CAE, CMP, CTA delivered this presentation during the MSAE Meeting Planning Conference in Mt. Pleasant, MI on Wednesday, April 19, 2017.
Learn This Efficient Model for Building High Performing Teams.pdfCenterfor HCI
No matter what industry you work in, productive and efficient teams are a must for success. Yet it’s not always easy to create and maintain a well-oiled team. For this, the Drexler-Sibbet Team Performance Model is there as it provides a simple, step-by-step framework for understanding team development. For more information regarding the benefits of executive coaching and human capital consultants, please visit the Center for human capital innovation.
Motivation in the workplace – Equity TheoryPrepared by Group.docxgilpinleeanna
Motivation in the workplace – Equity Theory
Prepared by Group 3: Kip Walker, Kyle Gummere, Sean Hall
Agenda
Equity Theory
Interview Questions
Interview Answers
Results of the Data
Supportive Answers
Divergent Answers
Conclusion and Recommendations
Reference
Appendix
2
Equity Theory
Equity Theory: What motivates people to work?
Developed in 1960’s by John S. Adams
Focus: Input and outcome
Employees compare their job’s inputs with an outcome ratio
Inequality causes employees to act to correct inequality
Human motivation of fairness between inputs and outputs
Developed by John Adams in the 1960s to explain the main motivation factor for employees. Equity Theory Hinges on what input an employee gives vs what they receive as an output (Guerrero, Anderson, Walid, 263). According to the Hashemite University employees compare their input to an output ratio. These inputs can include education, intelligence, experience training, skills, seniority, age, time background etc. and outputs include pay, intrinsic rewards supervisor satisfaction, benefits job status etc. (Al-Zawahreh, Al-Madi 158-170). As long as the inputs and outputs stay in balance in the mind of the employee the employee stays motivated. When there is an imbalance the theory states that the employee will attempt to re-create balance. When an imbalance exists will seek to reduce it by distorting inputs and/or outcomes in their own minds (“cognitive distortion”), directly altering inputs and or outcomes, or leaving the organization (Carrell, Dittrich 202-210).
3
Interview Questions
Synopsis: Utilize survey questions to draw conclusions and evaluate the validity of Equity Theory
Survey Questions:
Question 1: Have you ever experienced a situation in the work place where you felt that you were being treated unfairly compared to a coworker? In the situation, how did you react? Did your work ethic or output suffer?
Question 2: What do you consider to be the number one factor that motivates you in your current position?
Question 3: If you received a pay cut, and your coworkers did not, how would this effect your output?
Question 4: If I were to increase your salary by 150%, do you believe that you would be 150% more productive?
Question 5: Do you agree with the statement that the individuals who get paid more than you are more productive and contribute more to the company than you do? Why or why not?
The synopsis for our research project is as follows: Question 1 was designed to test if people have felt an imbalance in the workplace which correlates directly to the equity theory.
Question 2 was designed to ascertain which outputs (factor) is the most important to the individual (intrinsic vs extrinsic motivators).
Question 3 was meant to determine what action an individual would be willing to take if the perceived imbalance was deemed too great.
Question 4 examines the opposite reaction once might take. Finally,
question 5 is meant to determine whether there is a ...
Understanding Workplace Stress by Buddha TravelJames Brodie
This document summarizes the results of a survey about workplace stress conducted with 51 respondents. Key findings include:
- 35% of respondents did not feel that management values employees as the most important asset.
- Almost a third of respondents did not support the idea that management should encourage quality time away from work.
- 30% of workers did not feel valued by their team.
- Many respondents reported regularly working more hours than they should and feeling pressure to do so.
- Over half of respondents felt they had unclear goals and responsibilities.
- Many struggled to separate work and personal time due to working long hours and using personal devices for work.
- Over 40% did not feel comfortable discussing challenges with management.
Quantitative AnalysisView RubricDue Date Mar 16, 2016 2359.docxmakdul
Quantitative Analysis
View Rubric
Due Date: Mar 16, 2016 23:59:59 Max Points: 195
Details:
This assignment requires you to perform a quantitative analysis of data from a hypothetical research study you are conducting. The study is briefly described and the data that has been collected is provided. Specific directions for performing the analysis are given.
General Requirements:
Use the following information to ensure successful completion of the assignment:
· This assignment uses a grading rubric.
· Download the Quantitative Analysis Resource.
Directions:
Complete this assignment using the directions listed on the first page of the Quantitative Analysis Resource.
PSY815.v10R.QuantitativeAnalysis_Student.docx
Rubric
Clearly and thoroughly incorporates the results of the surveys in a summary table.
Clearly and thoroughly presents a frequency distribution figure formatted according to APA guidelines.
Clearly and thoroughly presents an assessment of whether or not the organization is ready for change, substantiated by evidence from the summary of survey results.
Thesis and/or main claim are comprehensive. The essence of the paper is contained within the thesis. Thesis statement makes the purpose of the paper clear.
Clear and convincing argument that presents a persuasive claim in a distinctive and compelling manner. All sources are authoritative.
Writer is clearly in command of standard, written, academic English.
All format elements are correct.
In-text citations and a reference page are complete and correct. The documentation of cited sources is free of error.
College of Doctoral Studies
Quantitative Analysis Resource
Stage II Questionnaire: Resistance to Change
Data Imports, Inc. is a company located in San Antonio, Texas. Organizational leaders recently decided to consider a sweeping change initiative that will significantly change daily operations at the company.
In order to determine whether the time is right for this change, the company’s CEO, David Long, decided to collect some data. First, he asks the employees to complete a Likert Scale survey designed to measure individual employees’ readiness for change.
Employees were instructed to answer the questions based on how they personally had behaved towards change (based on a survey from Cinte, 2006). The survey was sent to 12 employees; 8 returned it.
Assignment Directions:
You work at Data Imports, Inc., and the CEO knows you are pursuing your doctorate degree. He has asked you to perform a quantitative analysis on the data collected from the eight participants.
Perform the following tasks to complete the analysis.
1. Summarize the data.
a. Review the individual participant’s responses (pgs. 2 – 5) and provide a cumulative tally of their answers in the summary table on page 6.
2. Construct a frequency distribution figure according to the APA guidelines found in the APA Style Guide, located in the Student Success Center.
3. When your analysis is don ...
Assignment #1 Discussion BoardPrimary Discussion Response is due b.docxpetuniahita
Assignment #1 Discussion Board
Primary Discussion Response is due by Wednesday (11:59:59pm Central), Peer Responses are due by Sunday (11:59:59pm Central).
Primary Task Response:
Within the Discussion Board area, write 400–600 words that respond to the following questions with your thoughts, ideas, and comments. This will be the foundation for future discussions by your classmates. Be substantive and clear, and use examples to reinforce your ideas.
Additional Information:
You and Shawn are excited about developing the change initiative with the cross-cultural core team. Shawn is recognized in the field as an expert of change management. He relies on the foundational change management steps and his understanding of human behavior as it relates to the acceptance of change. At the end of the day, in the elevator ride down to the parking garage, you and Shawn talk about implementing change at AGC.
"I'm glad we can work together on developing the change initiative," he says. "Your experience as a consultant for other organizations that needed to change to survive will work well with my background."
"That's what I'm here for," you say. "I know that human beings are likely to react adversely to change, so I've developed some steps that should be addressed to facilitate the implementation of change."
"What about problems?" Shawn asks. "And people who will resist the change? How do we turn negative attitudes around?"
"Those are all good questions," you say. "Would you like me to send you my comments?"
"Yes," he says. "I can review them over the weekend."
"Let me know if you want to discuss anything in more detail," you say.
"Thanks," he says. "I will."
Later that evening, you go over the following list of things you need to share with Shawn:
Identify the basic steps that Shawn and his team should follow to successfully implement change at AGC.
What kinds of problems should Shawn and his core team anticipate early in the change process?
What recommendations can you provide to Shawn and his team to help prepare them for anticipated problems and unanticipated problems?
What recommendations can you make to help Shawn and the team ensure that the optimization of global human capital management will not be viewed adversely by the employees on this multinational organization?
Responses to Other Students:
Respond to at least 2 of your fellow classmates with at least a 100-word reply about their Primary Task Response regarding items you found to be compelling and enlightening. Support your response with academic references from your textbook and reputable websites from which the author’s name may be specifically documented. To help you with your discussion, please consider the following questions:
What did you learn from your classmate's posting?
What additional questions do you have after reading the posting?
What clarification do you need regarding the posting?
What differences or similarities do you see between your posting and other classmates' postin.
The document provides information about a presentation on stress management given at Rana Milk Foods. It discusses definitions of stress from past research. Stress management involves tools and techniques to reduce stress and its impacts. Hans Selye viewed stress as neither entirely positive nor negative. Rana Milk Foods was established in 2004 and processes milk into products under the Royal brand. The presentation objectives were to study stress reasons, effects on performance, and stress removal methods among management. A survey was conducted using convenient sampling of 100 respondents at Rana Milk Foods to analyze stress levels and impacts. The findings showed some employees experienced depression, worried about colleagues, and felt stress sometimes.
This document outlines information and deadlines for students in a CREM EWRT 2 class. It discusses that the instructor's last office hours will be tomorrow from 1:30-2:30 PM. It also notes that the final participation grade will be calculated by Monday morning and details the assignments and deadlines, including: the Integrated Project write-up is due Monday by 11 AM, the Integrated Project presentation is during the final exam period on Monday from 11:30 AM to 1:30 PM, and Paper 4 is due Wednesday by 8 AM. It provides details on the participation points and requirements for the Integrated Project assignments.
This survey aims to understand the workplace preferences and characteristics of Generation Y individuals (born 1981-1994). It asks about their educational background, important job attributes, preferred mentor type, and level of agreement with statements about adaptability, communication, work hours, rewards, and reasons for staying with or leaving their current employer. Responses will be kept confidential.
According to the textbook, the Federal Disaster Assistance Act of 19.docxronak56
According to the textbook, the Federal Disaster Assistance Act of 1950 (P.L. 81-875) defined the roles and responsibilities during natural disasters. Once the president issued a disaster declaration, federal relief resources could flow to the affected areas for response and recovery. The president would then delegate administrative control of relief efforts to the Housing and Home Finance Administration. This law also instituted the federal role in natural disasters as a supportive role, while instituting primary responsibility for disaster response and recovery with local and state governments. How had this changed by 1978? Why did it change? Do you agree with the change? Why, or why not?
300 WORDS
APA FORMAT
.
According to the Council on Social Work Education, Competency 5 Eng.docxronak56
According to the Council on Social Work Education, Competency 5: Engage in Policy Practice:
Social workers understand that human rights and social justice, as well as social welfare and services, are mediated by policy and its implementation at the federal, state, and local levels. Social workers understand the history and current structures of social policies and services, the role of policy in service delivery, and the role of practice in policy development. Social workers understand their role in policy development and implementation within their practice settings at the micro, mezzo, and macro levels and they actively engage in policy practice to effect change within those settings. Social workers recognize and understand the historical, social, cultural, economic, organizational, environmental, and global influences that affect social policy. They are also knowledgeable about policy formulation, analysis, implementation, and evaluation. Social workers:
Identify social policy at the local, state, and federal level that impacts well-being, service delivery, and access to social services;
Assess how social welfare and economic policies impact the delivery of and access to social services;
Apply critical thinking to analyze, formulate, and advocate for policies that advance human rights and social, economic, and environmental justice.
This assignment is intended to help students demonstrate the behavioral components of this competency in their field education.
To prepare: Working with your field instructor, identify, evaluate, and discuss policies established by the local, state, and federal government (within the last five years) that affect the day to day operations of the field placement agency.
The Assignment (1-2 pages):
Describe the policies and their impact on the field agency.
Propose specific recommendations regarding how you, as a social work intern, and the agency can advocate for policies pertaining to advancing social justice for the agency and the clients it serves.
.
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Feedback & Surveys - How to use the Constant Contact Toolkit Part 2Frithjof Petscheleit
Take Marketing To the Next Level with the Constant Contact Toolkit
Finally, with a single login you can engage and grow your audience in all the places that matter: the inbox, mobile, social media, and the web. The Constant Contact Toolkit has beautiful, customizable templates to create your campaign fast. Integrated contact management and real-time reporting insights help you see results with each campaign.
This webinar series introduces all the awesome new Constant Contact tools. With one click you can sign up and take part in all free sessions.
Newsletters and Announcements
Surveys and Feedback
Event Promo & Registration
Deals and Promotions
Auto responders
This document summarizes the results of a job satisfaction survey conducted at Cuesta College in 2011. It finds that job satisfaction levels are low due to budget cuts, lack of compensation increases, and declining morale. Faculty and staff feel devalued and that the administration does not support a collaborative work environment. Survey results show dissatisfaction with compensation, benefits, and campus work culture. Recommendations include improving communication, fostering collaboration between groups, and supporting professional development to boost morale.
One of the most important part of talent and human capital management is engagement and one of the tool to measure engagement is by Gallup Q12 employee engagement survey.Hope this article will help you.
The document presents the results of a questionnaire given to 50 employees of private sector banks to assess their job satisfaction. Most employees reported being strongly or completely satisfied with working at their organization and would recommend it. They agreed that their job provides learning opportunities and they have the necessary tools, training, and recognition. While communication and salary were areas needing some improvement, employees felt positively about their supervisors and career prospects. In conclusion, the majority of bank employees reported being completely satisfied in their roles.
Online Assignment 1) Using an online survey tool (Qualtrics, S.docxcherishwinsland
Online Assignment
1) Using an online survey tool (Qualtrics, Survey Monkey, Google forms, etc.), create a survey assessing your own leadership characteristics. Use the descriptors developed in class with a Likert scale to send to at least 10 people who can assess your leadership traits. This will be anonymous since you will send your respondents a link to your survey.
Upon receiving your results, write a brief (approximately 1 page) summary of your results and what they mean to you. Let me know of anything you found surprising or in line with how you see yourself. What do these results mean for you going forward as a leader? .
2) Write down (type) your five most important priorities in your life right now (i.e., health, money, career success, new home, finding love, new job….whatever. These can be personal, professional, or a combination of both. Put them in order of importance, with 1=the absolute most important.
3) What are five gratitudes you have at this moment? In other words, type five things you are grateful/thankful for at this moment in your life.
4) What are five goals you have currently on your plate? These can be personal, professional, or a combination of both. Type these.
5) Look up the mission, purpose, and guiding principles of a few firms with which you are familiar (i.e., Chick-fil-a, Home Depot, etc.). Here’s an example of Greystone Power’s: http://www.greystonepower.com/wp-content/uploads/2014/03/Our-Vision-Our-Mission.pdf
6) While organizations construct these statements, we as individuals should have our very own mission/purpose statement and guiding principles/behaviors that will support that mission. We know from research that people are more likely to commit and stick to something they write down. Having this document in consistent view will make you more likely to stick to it. So, I’d like you to type your own mission/purpose statement for life (this can be personal and/or professional) and a list of guiding principles/behaviors that will uphold that mission (see Greystone link above for a business example…again, you are doing this as an individual).
7) You can upload your document. Please be sure to type your responses to all elements, points 1-6.
Default Report
LeadershipJuly 1st 2018, 1:44 pm MDT
Q2 - Multi-tasker
#
Field
Minimum
Maximum
Mean
Std Deviation
Variance
Count
1
Multi-tasker
1.00
7.00
1.52
0.96
0.93
71
#
Answer
%
Count
1
Strongly agree
66.20%
47
2
Agree
22.54%
16
3
Somewhat agree
8.45%
6
4
Neither agree nor disagree
1.41%
1
5
Somewhat disagree
0.00%
0
6
Disagree
0.00%
0
7
Strongly disagree
1.41%
1
Total
100%
71
Q3 - Confident
#
Field
Minimum
Maximum
Mean
Std Deviation
Variance
Count
1
Confident
1.00
7.00
1.44
1.00
1.01
71
#
Answer
%
Count
1
Strongly agree
71.83%
51
2
Agree
22.54%
16
3
Somewhat agree
2.82%
2
4
Neither agree nor disagree
0.00%
0
5
Somewhat disagree
0.00%
0
6
Disagree
1.41%
1
7
Strongly disagree
1.41%
1
Total
100%
71
Q4 - Influential
#
Field.
This document provides guidance on conducting surveys to gather customer feedback. It discusses the importance of having a clear objective for the survey and asking focused questions that can lead to actions. It recommends structuring the survey with a mix of closed-ended and open-ended questions, keeping it to 10-12 questions that take 5-8 minutes to complete. The document also covers when to conduct surveys, analyzing and sharing the results, and starting with smaller surveys to get feedback.
Aaron Wolowiec, MSA, CAE, CMP, CTA delivered this presentation during the MSAE Meeting Planning Conference in Mt. Pleasant, MI on Wednesday, April 19, 2017.
Learn This Efficient Model for Building High Performing Teams.pdfCenterfor HCI
No matter what industry you work in, productive and efficient teams are a must for success. Yet it’s not always easy to create and maintain a well-oiled team. For this, the Drexler-Sibbet Team Performance Model is there as it provides a simple, step-by-step framework for understanding team development. For more information regarding the benefits of executive coaching and human capital consultants, please visit the Center for human capital innovation.
Motivation in the workplace – Equity TheoryPrepared by Group.docxgilpinleeanna
Motivation in the workplace – Equity Theory
Prepared by Group 3: Kip Walker, Kyle Gummere, Sean Hall
Agenda
Equity Theory
Interview Questions
Interview Answers
Results of the Data
Supportive Answers
Divergent Answers
Conclusion and Recommendations
Reference
Appendix
2
Equity Theory
Equity Theory: What motivates people to work?
Developed in 1960’s by John S. Adams
Focus: Input and outcome
Employees compare their job’s inputs with an outcome ratio
Inequality causes employees to act to correct inequality
Human motivation of fairness between inputs and outputs
Developed by John Adams in the 1960s to explain the main motivation factor for employees. Equity Theory Hinges on what input an employee gives vs what they receive as an output (Guerrero, Anderson, Walid, 263). According to the Hashemite University employees compare their input to an output ratio. These inputs can include education, intelligence, experience training, skills, seniority, age, time background etc. and outputs include pay, intrinsic rewards supervisor satisfaction, benefits job status etc. (Al-Zawahreh, Al-Madi 158-170). As long as the inputs and outputs stay in balance in the mind of the employee the employee stays motivated. When there is an imbalance the theory states that the employee will attempt to re-create balance. When an imbalance exists will seek to reduce it by distorting inputs and/or outcomes in their own minds (“cognitive distortion”), directly altering inputs and or outcomes, or leaving the organization (Carrell, Dittrich 202-210).
3
Interview Questions
Synopsis: Utilize survey questions to draw conclusions and evaluate the validity of Equity Theory
Survey Questions:
Question 1: Have you ever experienced a situation in the work place where you felt that you were being treated unfairly compared to a coworker? In the situation, how did you react? Did your work ethic or output suffer?
Question 2: What do you consider to be the number one factor that motivates you in your current position?
Question 3: If you received a pay cut, and your coworkers did not, how would this effect your output?
Question 4: If I were to increase your salary by 150%, do you believe that you would be 150% more productive?
Question 5: Do you agree with the statement that the individuals who get paid more than you are more productive and contribute more to the company than you do? Why or why not?
The synopsis for our research project is as follows: Question 1 was designed to test if people have felt an imbalance in the workplace which correlates directly to the equity theory.
Question 2 was designed to ascertain which outputs (factor) is the most important to the individual (intrinsic vs extrinsic motivators).
Question 3 was meant to determine what action an individual would be willing to take if the perceived imbalance was deemed too great.
Question 4 examines the opposite reaction once might take. Finally,
question 5 is meant to determine whether there is a ...
Understanding Workplace Stress by Buddha TravelJames Brodie
This document summarizes the results of a survey about workplace stress conducted with 51 respondents. Key findings include:
- 35% of respondents did not feel that management values employees as the most important asset.
- Almost a third of respondents did not support the idea that management should encourage quality time away from work.
- 30% of workers did not feel valued by their team.
- Many respondents reported regularly working more hours than they should and feeling pressure to do so.
- Over half of respondents felt they had unclear goals and responsibilities.
- Many struggled to separate work and personal time due to working long hours and using personal devices for work.
- Over 40% did not feel comfortable discussing challenges with management.
Quantitative AnalysisView RubricDue Date Mar 16, 2016 2359.docxmakdul
Quantitative Analysis
View Rubric
Due Date: Mar 16, 2016 23:59:59 Max Points: 195
Details:
This assignment requires you to perform a quantitative analysis of data from a hypothetical research study you are conducting. The study is briefly described and the data that has been collected is provided. Specific directions for performing the analysis are given.
General Requirements:
Use the following information to ensure successful completion of the assignment:
· This assignment uses a grading rubric.
· Download the Quantitative Analysis Resource.
Directions:
Complete this assignment using the directions listed on the first page of the Quantitative Analysis Resource.
PSY815.v10R.QuantitativeAnalysis_Student.docx
Rubric
Clearly and thoroughly incorporates the results of the surveys in a summary table.
Clearly and thoroughly presents a frequency distribution figure formatted according to APA guidelines.
Clearly and thoroughly presents an assessment of whether or not the organization is ready for change, substantiated by evidence from the summary of survey results.
Thesis and/or main claim are comprehensive. The essence of the paper is contained within the thesis. Thesis statement makes the purpose of the paper clear.
Clear and convincing argument that presents a persuasive claim in a distinctive and compelling manner. All sources are authoritative.
Writer is clearly in command of standard, written, academic English.
All format elements are correct.
In-text citations and a reference page are complete and correct. The documentation of cited sources is free of error.
College of Doctoral Studies
Quantitative Analysis Resource
Stage II Questionnaire: Resistance to Change
Data Imports, Inc. is a company located in San Antonio, Texas. Organizational leaders recently decided to consider a sweeping change initiative that will significantly change daily operations at the company.
In order to determine whether the time is right for this change, the company’s CEO, David Long, decided to collect some data. First, he asks the employees to complete a Likert Scale survey designed to measure individual employees’ readiness for change.
Employees were instructed to answer the questions based on how they personally had behaved towards change (based on a survey from Cinte, 2006). The survey was sent to 12 employees; 8 returned it.
Assignment Directions:
You work at Data Imports, Inc., and the CEO knows you are pursuing your doctorate degree. He has asked you to perform a quantitative analysis on the data collected from the eight participants.
Perform the following tasks to complete the analysis.
1. Summarize the data.
a. Review the individual participant’s responses (pgs. 2 – 5) and provide a cumulative tally of their answers in the summary table on page 6.
2. Construct a frequency distribution figure according to the APA guidelines found in the APA Style Guide, located in the Student Success Center.
3. When your analysis is don ...
Assignment #1 Discussion BoardPrimary Discussion Response is due b.docxpetuniahita
Assignment #1 Discussion Board
Primary Discussion Response is due by Wednesday (11:59:59pm Central), Peer Responses are due by Sunday (11:59:59pm Central).
Primary Task Response:
Within the Discussion Board area, write 400–600 words that respond to the following questions with your thoughts, ideas, and comments. This will be the foundation for future discussions by your classmates. Be substantive and clear, and use examples to reinforce your ideas.
Additional Information:
You and Shawn are excited about developing the change initiative with the cross-cultural core team. Shawn is recognized in the field as an expert of change management. He relies on the foundational change management steps and his understanding of human behavior as it relates to the acceptance of change. At the end of the day, in the elevator ride down to the parking garage, you and Shawn talk about implementing change at AGC.
"I'm glad we can work together on developing the change initiative," he says. "Your experience as a consultant for other organizations that needed to change to survive will work well with my background."
"That's what I'm here for," you say. "I know that human beings are likely to react adversely to change, so I've developed some steps that should be addressed to facilitate the implementation of change."
"What about problems?" Shawn asks. "And people who will resist the change? How do we turn negative attitudes around?"
"Those are all good questions," you say. "Would you like me to send you my comments?"
"Yes," he says. "I can review them over the weekend."
"Let me know if you want to discuss anything in more detail," you say.
"Thanks," he says. "I will."
Later that evening, you go over the following list of things you need to share with Shawn:
Identify the basic steps that Shawn and his team should follow to successfully implement change at AGC.
What kinds of problems should Shawn and his core team anticipate early in the change process?
What recommendations can you provide to Shawn and his team to help prepare them for anticipated problems and unanticipated problems?
What recommendations can you make to help Shawn and the team ensure that the optimization of global human capital management will not be viewed adversely by the employees on this multinational organization?
Responses to Other Students:
Respond to at least 2 of your fellow classmates with at least a 100-word reply about their Primary Task Response regarding items you found to be compelling and enlightening. Support your response with academic references from your textbook and reputable websites from which the author’s name may be specifically documented. To help you with your discussion, please consider the following questions:
What did you learn from your classmate's posting?
What additional questions do you have after reading the posting?
What clarification do you need regarding the posting?
What differences or similarities do you see between your posting and other classmates' postin.
The document provides information about a presentation on stress management given at Rana Milk Foods. It discusses definitions of stress from past research. Stress management involves tools and techniques to reduce stress and its impacts. Hans Selye viewed stress as neither entirely positive nor negative. Rana Milk Foods was established in 2004 and processes milk into products under the Royal brand. The presentation objectives were to study stress reasons, effects on performance, and stress removal methods among management. A survey was conducted using convenient sampling of 100 respondents at Rana Milk Foods to analyze stress levels and impacts. The findings showed some employees experienced depression, worried about colleagues, and felt stress sometimes.
This document outlines information and deadlines for students in a CREM EWRT 2 class. It discusses that the instructor's last office hours will be tomorrow from 1:30-2:30 PM. It also notes that the final participation grade will be calculated by Monday morning and details the assignments and deadlines, including: the Integrated Project write-up is due Monday by 11 AM, the Integrated Project presentation is during the final exam period on Monday from 11:30 AM to 1:30 PM, and Paper 4 is due Wednesday by 8 AM. It provides details on the participation points and requirements for the Integrated Project assignments.
This survey aims to understand the workplace preferences and characteristics of Generation Y individuals (born 1981-1994). It asks about their educational background, important job attributes, preferred mentor type, and level of agreement with statements about adaptability, communication, work hours, rewards, and reasons for staying with or leaving their current employer. Responses will be kept confidential.
Similar to RESPONSES100VIEWS1Tweet Share12 days (9172.docx (20)
According to the textbook, the Federal Disaster Assistance Act of 19.docxronak56
According to the textbook, the Federal Disaster Assistance Act of 1950 (P.L. 81-875) defined the roles and responsibilities during natural disasters. Once the president issued a disaster declaration, federal relief resources could flow to the affected areas for response and recovery. The president would then delegate administrative control of relief efforts to the Housing and Home Finance Administration. This law also instituted the federal role in natural disasters as a supportive role, while instituting primary responsibility for disaster response and recovery with local and state governments. How had this changed by 1978? Why did it change? Do you agree with the change? Why, or why not?
300 WORDS
APA FORMAT
.
According to the Council on Social Work Education, Competency 5 Eng.docxronak56
According to the Council on Social Work Education, Competency 5: Engage in Policy Practice:
Social workers understand that human rights and social justice, as well as social welfare and services, are mediated by policy and its implementation at the federal, state, and local levels. Social workers understand the history and current structures of social policies and services, the role of policy in service delivery, and the role of practice in policy development. Social workers understand their role in policy development and implementation within their practice settings at the micro, mezzo, and macro levels and they actively engage in policy practice to effect change within those settings. Social workers recognize and understand the historical, social, cultural, economic, organizational, environmental, and global influences that affect social policy. They are also knowledgeable about policy formulation, analysis, implementation, and evaluation. Social workers:
Identify social policy at the local, state, and federal level that impacts well-being, service delivery, and access to social services;
Assess how social welfare and economic policies impact the delivery of and access to social services;
Apply critical thinking to analyze, formulate, and advocate for policies that advance human rights and social, economic, and environmental justice.
This assignment is intended to help students demonstrate the behavioral components of this competency in their field education.
To prepare: Working with your field instructor, identify, evaluate, and discuss policies established by the local, state, and federal government (within the last five years) that affect the day to day operations of the field placement agency.
The Assignment (1-2 pages):
Describe the policies and their impact on the field agency.
Propose specific recommendations regarding how you, as a social work intern, and the agency can advocate for policies pertaining to advancing social justice for the agency and the clients it serves.
.
According to the text, economic outcomes measured by economic gr.docxronak56
According to the text, economic outcomes measured by economic growth is affected by a number of factors. Also, hundreds of empirical studies on economic growth across countries have highlighted the correlation between economic growth and a variety of variables.
Claims regarding the determinants of economic growth are conditional, and the findings depend on the variables used. However, the availability of physical capital or infrastructure, government consumption, terms of trade, macroeconomic stability, the rule of law, regulatory quality, government effectiveness, foreign direct investments, population size, and natural resource availability are the most consistent findings of empirical studies on economic growth.
Review the literature on economic growth and provide a summary of how:
Population affects economic growth
Natural Resource Abundance affects economic growth
Note: The answers you provide to each of these sub-questions should not be more than 15 sentences.
Also note that because this is a literature review you must cite credible sources; avoid using news articles.
The examples below should serve as a guide
Example 1: The example below shows how inflation affects investment in a study of the effect of inflation on investment.
The destabilizing effect of inflation on investment has been a major source of debate in economic and business literature. Generally, inflation is often considered a sign of macroeconomic instability and the inability of government to control macroeconomic policy, both of which contribute to an adverse investment climate (Fischer, 2013; Greene & Villanueva, 1991). However, the empirical evidence is still far from convincing. While some authors claim positive effects of inflation on investment, others hold that inflation poses a “stealth” threat to investments. For example, Greene and Villanueva (1991) argue that high rate of inflation adversely affects private investment activity by increasing the riskiness of long-term investment projects. Also, Fischer (2013) observed that inflation uncertainty is associated with substantial reduction in total investment. On the contrary, McClain and Nicholes (1993) found that investment and inflation are positively related to each other.
Example 2: The example below shows how natural resource endowments affects income inequality in a study of the determinants of income inequality.
The nexus between natural resource endowments and income inequality has also been widely debated and has inspired a long history of research in both economics and political science (see, for example, Fum and Hodler, 2010; Goderis and Malone, 2011; Leamer, Maul, Rodriguez, and Schott, 1999; Carmignani, 2013; Parcero and Papyrakis, 2016; Bourguignon and Morrisson, 1998). For example, Anderson et al., (2004) argue that natural resources endowment provide a plausible explanation as to why the observed levels of inequality are significantly higher in both sub-Saharan Africa and Latin America.
According to the Council on Social Work Education, Competency 5.docxronak56
According to the Council on Social Work Education, Competency 5: Engage in Policy Practice:
Social workers understand that human rights and social justice, as well as social welfare and services, are mediated by policy and its implementation at the federal, state, and local levels. Social workers understand the history and current structures of social policies and services, the role of policy in service delivery, and the role of practice in policy development. Social workers understand their role in policy development and implementation within their practice settings at the micro, mezzo, and macro levels and they actively engage in policy practice to effect change within those settings. Social workers recognize and understand the historical, social, cultural, economic, organizational, environmental, and global influences that affect social policy. They are also knowledgeable about policy formulation, analysis, implementation, and evaluation. Social workers:
Identify social policy at the local, state, and federal level that impacts well-being, service delivery, and access to social services;
Assess how social welfare and economic policies impact the delivery of and access to social services;
Apply critical thinking to analyze, formulate, and advocate for policies that advance human rights and social, economic, and environmental justice.
This assignment is intended to help students demonstrate the behavioral components of this competency in their field education.
To prepare: Working with your field instructor, identify, evaluate, and discuss policies established by the local, state, and federal government (within the last five years) that affect the day to day operations of the field placement agency (
Georgia Department of Family and Children Services
).
The Assignment (1-2 pages):
Describe the policies and their impact on the field agency.
Propose specific recommendations regarding how you, as a social work intern, and the agency can advocate for policies pertaining to advancing social justice for the agency and the clients it serves.
.
According to the Council for Exceptional Children (CEC), part of.docxronak56
According to the Council for Exceptional Children (CEC), part of being a well-prepared special educator includes “developing relationships with families based on mutual respect and actively involving families and individuals with exceptionalities in educational decision making” (Council for Exceptional Children, 2015, Special Education Professional Ethical Principles, E). This includes advocating for parental involvement by providing information on educational rights and safeguards in a way that creates accessibility and transparent IEP meeting procedures (Council for Exceptional Children, 2015).
Hammond, Ingalls and Trussell (2008) investigated the experiences of those family members who attended an initial IEP meeting and then subsequent meetings over the next four years. Their findings indicated that the overwhelming majority of the 212 family participants agreed that the child needed special education services but had negative emotional responses to the initial team meeting. Some of the most beneficial information collected included acknowledging the emotions tied to having a child initial diagnosed with a disability; stronger communication skills by education professionals during the team meeting; and additional measures to better prepare parents for the team meetings (Hammond, Ingalls, & Trussell, 2008). Similarly, the article,
Building Parent Trust in the Special Education Setting (Links to an external site.)
(Wellner, 2012) was written to emphasize the importance of trust building strategies to avoid costly due process hearings and to maximize relationships with all involved in making decisions on behalf of the student with special needs.
Initial Post:
After reading the article, After reading the article,
The 5-Point Plan
, reviewing the Council for Exceptional Children’s (CEC) , reviewing the Council for Exceptional Children’s (CEC)
Special Education and Professional Ethical Principles and Practice Standards (Links to an external site.)
, and reading
Building Parent Trust in the Special Education Setting (Links to an external site.)
you will create an initial response depending on the first letter of your last name.
If your last name begins with the letters A – M:
You will respond as one of the parent participants in this the Hammond, Ingalls and Trussell study. Begin by explaining how you felt attending your child’s first IEP meeting, using the article and the Instructor Guidance as a foundation for your narrative. Then, describe how future IEP meeting experiences changed (improved or declined) and why. Finally, using the
CEC Professional Practice Standards for Parents and Families (Links to an external site.)
and
Building Parent Trust in the Special Education Setting (Links to an external site.)
, provide at least three suggestions to the special education team leader for how to improve this experience for parents of newly diagnosed children with disabilities.
.
According to the article, Answer these two questions. Why did Ma.docxronak56
According to the article, Answer these two questions.
Why did Marx believe that capitalism would fall on its own? Why did his predictions not come true? (hint: how has the economy changed since Marx’s time?
Describe Robert Owen’s “New Lanark” community? What were his innovations? Did he suspend either private property or market economics? Are there people today who follow a similar business model?
.
According to Neuman’s theory, a human being is a total person as a c.docxronak56
According to Neuman’s theory, a human being is a total person as a client system and the person is a layered, multidimensional being. Each layer consists of a five-person variable or subsystem: (1) physiological, (2) psychological, (3) sociocultural, (4) developmental, and (5) spiritual.
Considering the 'spiritual' variable- Do you feel this variable exists at all? Does it have as wide-ranging results as Neuman claims? Is it appropriate for an APRN to participate in or work with the patient’s spiritual dimension?
.
According to Rolando et al. (2012), alcohol socialization is the pr.docxronak56
According to Rolando et al. (2012), “alcohol socialization is the process by which a person approaches and familiarizes with alcohol learns about the values connected to its use and about how, when and where s/he can or cannot drink.”
Based on the focus group findings, describe what the first drink means in both Italy and Finland, and what types of attitudes are connected with different types of socialization processes.
.
According to your readings, cloud computing represents one of th.docxronak56
According to your readings, cloud computing represents one of the most significant paradigms shifts in information technology (IT) history, due to an extension of sharing an application-hosting provider that has been around for many years, and was common in highly regulated vertical industries like banks and health care institutions. The author’s knowledge from their research continue to assert that, the impetus behind cloud computing lies on the idea that it provides economies of scale by spreading costs across many client organizations and pooling computing resources while matching client computing needs to consumption in a flexible, real-time version.
Identify the issues and risks that pose concern to organizations storing data in the cloud - briefly support your discussion.
.
According to this idea that gender is socially constructed, answer.docxronak56
According to this idea that gender is socially constructed, answer the following questions:
1. What does it mean to be a man in the U.S.? What does it mean to be a woman?
2. From what institutions do we learn these gender roles?
3. How do these clips demonstrate the ways in which gender is socially constructed in the U.S.? Do the concepts discussed in the clips resonate with you? Why or why not?
In Persepolis, the main character Marji struggles to define her identity as an Iranian woman in a changing society.
· What roles are depicted for women in Iranian society in the film? How do they change over time?
· How does Persepolis demonstrate the ways in which gender and identity are influenced in many ways, by different processes across cultures? How are gender roles in Iran similar, or different to gender in the U.S.?
· What are some of the stereotypes that exist about Muslim women and how does Abu-Lughod in “Do Muslim Women Need Saving” and Persepolis complicate these stereotypes?
Answer the following questions 2 full pages
Running head: MAJOR HEALTH CARE PROBLEMS IN THE U.S. 1
Major Health Care Problems in the U.S.
Jane Doe
ID: 1212121
MAJOR HEALTH CARE PROBLEMS IN THE U.S. 2
Major Health Care Problems in the US
Problem statement: High and continuously rising cost of health care has been and still is one of
the biggest challenges affecting the Health Care system in United States.
Methods of Examining the Problem
Both qualitative and quantitative research methods should be used to fully understand the
issue of high cost of care in the US. Quantitative methods like surveys and experimentations will
aid in estimating the prevalence, magnitude and frequency of the problem in different regions.
On the other hand, qualitative methods like case studies and observation will help describe the
extent and complexity of the issue. The two approaches need to work in complementation to
obtain a clear understanding of this menace.
Surveys, as a quantitative research method, is one of the most effective in the social
research and present a more viable method of examining the cost of health in the country. They
involve asking of questions in the form of questionnaires and interviews. Questionnaires are
written questions to which the response can be open ended or multiple-choice format. This
would be used to gain information about cost within determinants that are of
disagree/neutral/agree nature. An example is if patients are contented with the cost of services
they get or they deem the cost of cover worthy. Interviews, the researcher discussing issues with
the respondents, are to be used to gain more details on already known aspects of the system. This
may include gathering information to inform policies, administration and use of technology to
minimize the cost of care.
Since health cost in the US is not a new challenge and there have been studies about it,
qualitative methods like .
According to Thiel (2015, p. 40), CSR literature lacks consensus fo.docxronak56
According to Thiel (2015, p. 40), “CSR literature lacks consensus for a standard definition. Typically, many people who are familiar with the concept will initially define CSR within the three domains of the social, economic and natural environments.”
Come up with your own definition of what you believe is a good definition of CSR that you would like your company to follow.
Afterward, explain each part of your definition and why you believe it is best.
.
According to recent surveys, China, India, and the Philippines are t.docxronak56
According to recent surveys, China, India, and the Philippines are the three most popular countries for IT outsourcing. Write a short paper (2-4 paragraphs) explaining what the appeal would be for US companies to outsource IT functions to these countries. You may discuss cost, labor pool, language, or possibly government support as your reasons. There are many other reasons you may choose to highlight in your paper.
.
According to Rolando et al. (2012), alcohol socialization is th.docxronak56
According to Rolando et al. (2012), “alcohol socialization is the process by which a person approaches and familiarizes with alcohol learns about the values connected to its use and about how, when and where s/he can or cannot drink.”
Based on the focus group findings, describe what the first drink means in both Italy and Finland, and what types of attitudes are connected with different types of socialization processes. Respond to two posts identifying how positive values can be connected to first memories of drinking.
.
According to the author, Social Security is an essential program, .docxronak56
According to the author, Social Security is an essential program, but its future is looking unpromising unless we start by eliminating the payroll tax cap.
In the author’s proposal to keep the funding open, the author proposes the acceptance of Bernie Sanders’ “Keeping Our Social Security Promises Act,” which the author suggests would removes the payroll tax cap. To elaborate further, the author stated that the reason for the cap on the social security is because of the uneven amount of participation during elections which makes the rich influential in governance. The author stated that, research have found that the rich who made over $125,000 contributed 35% in campaigns. According to the author, this act causes a major problem regarding the shaping of the social security because people with lower income would not be able to contribute that amount of money towards campaigns. The author also states that it causes greater income equality, since those who contribute are rich and as a matter of fact get more benefits from political power in the form of payroll tax cap. This in the authors words, compromises the state of social welfare in the United States because those active in politics don’t have the same views as the poor who are focused on housing, poverty, and health. Congressional Research Service was used to predicts that, if tax cap is not removed, there will be a permanent increase of tax rate from 12.4% to 15.1% which would hurt people making less than the current tax cap currently at $132,900 or, cutting benefits by 20% in 2035 and continuously rising every year.
In as much as the author makes a good point on the percentage of rich people that donated to campaign, the author failed to state how much the rich get in payroll tax cap since that is a major part of the authors argument. The authors failed to indicate how an increase in tax rate would affect people making less than the current tax cap which is $132,900. To sum it up, the author failed to expand and give more numeric evidence to support the argument.
In addition, to provide a guideline in eliminating payroll tax cap, the author suggested a bill introduced by Bernie Sanders called, Keeping Our Social Security Promises Act. The bill according to the author seeks to remove the cap placed on payroll taxes. The author further stated the bill will help Solvency to expand for 75 years without increasing taxes for those who earn less than $250,000, the only people who will see a change are those earn more than $250,000. According to the Congressional Research Service as stated by the author, removing the cap would eliminate 84% of the projected shortfall. The author stated that, the top 200 CEOs would have to contributed $341,291,106 towards Social Security when the tax cap is removed. In addition, the author stated that, removing the cap would eliminate 84% of the projected shortfall. The author proposes an increase in the taxable payroll from 12.40% to 12.83% to keep it solvent.
According to Morrish, the blame for the ever-growing problem of disc.docxronak56
According to Morrish, the blame for the ever-growing problem of discipline in schools rests at least in part on popular discipline theories, which he believes have gone to excess in allowing students to make choices concerning how they will conduct themselves in school. What are your thoughts about Morrish’s ideas?
.
According to DuBrin (2015), Cultural intelligence is an outsiders .docxronak56
According to DuBrin (2015), "Cultural intelligence is an outsider's ability to interpret someone's unfamiliar and ambiguous behavior the same way that person's compatriots would" (p. 177). In this case, how would you incorporate cultural intelligence within a team setting? Please explain.
Your journal entry must be at least 200 words
.
According to Edgar Schein, organizational culture are the shared.docxronak56
According to Edgar Schein, organizational culture are the shared beliefs and values among a group of people which influences how they perceive, think, and react in the organization. There are four types of organizational culture:
Clan-Internal focus that values flexibility
Adhocracy-A risk taking culture with an external focus on flexibility
Market-A competitive culture with an external focus on profits over employee satisfaction
Hierarchy-A structured culture valuing stability and effectiveness internally
How would you describe the organizational culture of a pr
evious or current place of employment? And why?
Do you think this type of culture is best suited to help the company achieve its strategic goals? Explain.
.
According to DuBrin (2015), the following strategies or tactics are .docxronak56
According to DuBrin (2015), the following strategies or tactics are identified for enhancing your career:
develop career goals,
capitalize on your strengths and build your personal brand,
be passionate about and proud of your work,
develop a code of professional ethics and prosocial motivation,
develop a proactive personality,
keep growing through continuous learning and self-development,
document your accomplishments,
project a professional image, and
perceive yourself as a provider of services. (p. 430)
Identify and explain three career-enhancing techniques or tactics in advancing your career.
Your essay should be at least two pages and should include an introduction, a body of supported material (paragraphs), and a conclusion. Be sure to include two references (on a reference page), and follow all other APA formatting requirements. The reference page does not count toward the total page requirement.
Be sure to apply the proper APA format for the content and references provided.
.
According to DuBrin (2015), the following strategies or tactics .docxronak56
According to DuBrin (2015), the following strategies or tactics are identified for enhancing your career:
develop career goals,
capitalize on your strengths and build your personal brand,
be passionate about and proud of your work,
develop a code of professional ethics and prosocial motivation,
develop a proactive personality,
keep growing through continuous learning and self-development,
document your accomplishments,
project a professional image, and
perceive yourself as a provider of services. (p. 430)
Identify and explain three career-enhancing techniques or tactics in advancing your career.
Your essay should be at least two pages and should include an introduction, a body of supported material (paragraphs), and a conclusion. Be sure to include two references (on a reference page), and follow all other APA formatting requirements.
.
Access the Mental Measurements Yearbook, located in the Univer.docxronak56
Access
the Mental Measurements Yearbook, located in the University Library.
Select
two assessments of intelligence and two achievement tests.
Prepare
a 13 slide presentation about your selected instruments. In your analysis, address the following:
Critique the major definitions of intelligence. Determine which theory of intelligence best fits your selected instruments. Explain how the definition and the measures are related.
Evaluate the measures of intelligence you selected for reliability, validity, normative procedures, and bias.
Your selected intelligence and achievement assessments. How are the goals of the tests similar and different? How are the tests used? What are the purposes of giving these differing tests?
.
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
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Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
13. 30.30% 30
At work I feel discriminated against
Answered: 99 Skipped: 1
TOTAL 99
Strongly Agree
Agree
Neither Agree
or Disagree
Disagree
Strongly
Disagree
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
ANSWER CHOICES RESPONSES
Strongly Agree
Agree
Neither Agree or Disagree
Disagree
Strongly Disagree
https://www.surveymonkey.com/results/SM-DMSDH9CV8/#
14. Check out our sample surveys and create your own now!
Powered by
Q10
Comments (3)
13.13% 13
30.30% 30
15.15% 15
23.23% 23
18.18% 18
I get enough time off work
Answered: 99 Skipped: 1
TOTAL 99
Comments (2)
Strongly Agree
Agree
Neither Agree
or Disagree
Disagree
Strongly
15. Disagree
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
ANSWER CHOICES RESPONSES
Strongly Agree
Agree
Neither Agree or Disagree
Disagree
Strongly Disagree
https://www.surveymonkey.com/mp/survey-templates/
https://www.surveymonkey.com/user/sign-up/
https://www.surveymonkey.com/
https://www.surveymonkey.com/results/SM-DMSDH9CV8/#
https://www.surveymonkey.com/results/SM-DMSDH9CV8/#
Data Preparation Example A
The data collection for my organizational survey was interesting
to say the least. One final e-mail reminder this week helped me
to obtain the minimum required responses I had previously set
for myself. Without the required number I feared the data may
be skewed or I didn’t capture exactly what I was looking. This
assignment will detail and document the results of my
organizational survey. First, the raw data will be posted for
review.
Data Entry:
In regards to the data entry, figure 5.3 of our textbook shows
data entry as the first step of the six step process (p. 158,
Church & Waclawski, 2001). Using a program like Microsoft
16. Excel, allowed the data entry process to be relatively seamless.
Additionally, websites like Survey Monkey also provided easy
data entry as well for a nominal fee. Shortly, the Excel
spreadsheet will detail the results of the survey conducted
within my organization.
Data Preparation:
Luckily, all 10 questions were answered within the survey. For
data analysis purposes this is exactly what is needed as
completion of all questions by all respondents does not allow
for much confusion or invalidated questions. Therefore, there
will not be a need to remove any incomplete responses.
Statistical Analysis:
The model of survey used required the respondents to answer
from five options: strongly disagree, disagree, neither agree nor
disagree, agree and strongly agree. Based on this the statistical
analysis that will be used will be the mean. The text states that
mean is, “the average response obtained for a given item across
all respondents” (p. 173, Church & Waclawski, 2001). Each
answer option is given a numerical value from 1-5; strongly
disagree is 1 point with each answer moving upward to 5 points
(strongly agree). Once calculated, I can rank them in order.
Table 1
Table 2
Response Patterns/Themes:
Based on the tables above, all the questions rated fairly high.
As data was being gathered, it was interesting to see that many
of the respondents, whether it was gender or age all felt the
same way about many of the questions. The questions are
ranked in order on Table 2. The good news is that most people
felt like their role within the organization was valued. All in
all, the survey results were positive and job satisfaction was
better than expected.
17. Write-in Comments:
Not everyone left comments on the questions when offered the
opportunity; however, the comments that were left were helpful
and will be used as options to improve job satisfaction on that
particular question.
Question 7 asked: Monthly teambuilding events would improve
your job satisfaction.
The rating was a 3.8 overall and the following six comments
were left as suggestions:
- Sports, Social grilling out, off-duty social time
- Thematic potlucks
- I am starting up a new monthly lunch-and-learn to help w/
synergy among the different sections
- Monthly lunches, quarterly sports days
- Off site somewhere fun
- Paintball BBQs Obstacle course events
Question 8 asked: I have opportunities to manage programs.
The rating was a 4.4 overall and the following three comments
were left as suggestions:
- No specific programs at moment, but open to anything to
improve team dynamics.
- In charge of managing several programs solely.
- Would like to lock the current programs to a clear idea as to
where they are going and who is in charge.
Question 9 asked: There is a clear delineation of duties within
the organization.
The rating was a 3.6 overall and the following four comments
were left as suggestions:
- Clear duties are established, however, there are times when
unexpected "priorities" are presented that effects pre-
established duties.
Data Entry
Q1. What is your current rank?
18. Response Rate
Response Percent
E-1 - E-4
6
37.50%
E-5 - E-9
8
50.00%
O-1 - O-4
1
6.25%
O-5 - O-9
0
0.00%
Civilian
1
6.25%
Q2. How long have you been working at the agency?
Response Rate
Response Percent
less than a year
4
25.00%
1-2 years
2
12.50%
2-3 years
8
50.00%
3-4 years
2
12.50%
4 years +
19. 0
0.00%
Q3. How satisfied are you with your job?
Response Rate
Response Percent
Very Dissatisfied
2
12.50%
Dissatisfied
2
12.50%
Neither Dissatisfied Nor Satisfied
3
18.75%
Satisfied
5
31.25%
Very Satisfied
4
25.00%
Q4. How satisfied are you with the information you receive
from management on what is going on in your division?
Response Rate
Response Percent
Very Dissatisfied
0
0.00%
Dissatisfied
3
18.75%
20. Neither Dissatisfied Nor Satisfied
3
18.75%
Satisfied
7
43.75%
Very Satisfied
3
18.75%
Q5. The agency does a good job of keeping employees informed
about the matters that affects us.
Response Rate
Response Percent
Strongly Disagree
0
0.00%
Disagree
3
18.75%
Neither Disagree Nor Agree
0
0.00%
Agree
9
56.25%
Strongly Agree
4
25.00%
Q6. My job makes a difference in the lives of others and/or for
the Air Force
21. Response Rate
Response Percent
Strongly Disagree
1
6.25%
Disagree
3
18.75%
Neither Disagree Nor Agree
5
31.25%
Agree
4
25.00%
Strongly Agree
3
18.75%
Q7. My position in the agency makes good use of my skills and
abilities.
Response Rate
Response Percent
Strongly Disagree
4
25.00%
Disagree
2
12.50%
Neither Disagree Nor Agree
3
18.75%
Agree
4
25.00%
22. Strongly Agree
3
18.75%
Q8. How flexible is the agency with respect to your
personal/family responsibilities?
Response Rate
Response Percent
Very Inflexible
0
0.00%
Inflexible
1
6.25%
Neither Inflexible Nor Flexible
1
6.25%
Flexible
3
18.75%
Very Flexible
11
68.75%
You should have 10 questions.
“How flexible is the agency with respect to your
personal/family responsibilities.” The responses to this question
shifted to one side of the scale. A majority of the respondents
agreed that the agency is very flexible to personal/family
responsibilities. 68.75% very flexible and 18.75% flexible. The
median of the responses is 5, which is very flexible.
23. After reviewing the approaches to conceptual level analysis I
decided to analyze using similar scale questions.
Conceptual Level Analysis Using Similar Scale Questions
Similar Scale Questions -Table 1
Mean
Rank
8. How flexible is the agency with respect to your
personal/family responsibilities?
4.5
1
5. The agency does a good job of keeping employees informed
about the matters that affects us.
3.88
2
4. How satisfied are you with the information you receive from
management on what is going on in your division?
3.63
3
Similar Scale Questions - Table 2
Mean
Rank
3. How satisfied are you with your job?
3.44
1
6. My job makes a difference in the lives of others and/or for
the Air Force
3.31
2
7. My position in the agency makes good use of my skills and
24. abilities.
3
3
Response Patterns
For the conceptual level analysis I ranked similar
questions as I felt this type of analysis applied to my survey
questions the most. For the sake of this measurement, since 3 is
completely neutral 3.5 would be the difference between positive
and negative. It appears for the most part the results of the
questions involving the agencies leadership are positive. The
mean of the responses are all above 3.5, which is higher than
neutral, or positive. On the questions that consider job and
position the mean are below 3.5, or negative.
For the most part the opinions of the participants in my
survey varied across the agency. If I were able to do smaller
surveys on each individual section I bet I could get similar
answers from each section in the agency. While there were
differences of opinions on most of the questions there was one
question in particular that most people agreed on. This was the
question about the flexibility of the agency when it comes to
personal responsibilities. The consensus was that not only is the
agency flexible but most agreed that it was very flexible when it
comes to family and personal matters.
I couldn’t help but notice that not everyone opted to write
in ideas to improve the agency or brought up any issues that I
may have left out. I actually got more write-in responses than I
expected but it would have been nice to see more. It would also
help to know why they didn’t write any comments.
Write-in Comments
As required for the survey, two of the job satisfaction questions
25. ask for specific or additional comments. Question numbers nine
and ten leave space for comments after the questions.
Question 9 asks: “What ideas do you think will improve the
agency? Please list 1-3 ideas.” Twelve respondents gave 1-3
ideas and four respondents completely skipped the idea boxes.
The ideas are listed here:
- “More interaction between different sections”
- “Better communication”
- “More training”
- “Consistency on direction of section”
- “Funding priorities in certain programs”
- “Improvement on Management”
- “Shut the agency down”
- “Send the agency back to DMA”
- “Fill the empty slots”
- “Deploy us at the rate the rest of PA deploys”
- “Change the location”
- “Shorter time required at the agency”
- “More events inclusive of family members”
- “We are a FOA not a wing and we need to act like it”
- “Less micro management”
- “Clear, concise ideas on what the end goal is”
- “Burn the office to the ground”
- “Give our jobs back to the Pentagon”
- “Send only experienced Airmen to the agency”
- “Allow members to do honor guard, FTAC and other special
duties”
- “Shut it down”
- “Telecommuting”
- “Provide more in-house training especially of regular PA
duties”
- “Use civilains instead of Airmen in Mrs. Hus section”
- “Improve Website”
- “Actual working wireless internet”
- “Bulldoze the remains”
- “Bring back AF News”
26. - “Alternate Schedules”
Question 10 asks: “What other issues, if any, need to be
addressed in the agency?” Ten respondents chose not to write
anything. I received 6 responses, two stating none or not
applicable and four actual written responses. The four responses
are:
- “I haven’t been here very long, and I’ve been in only one
section. So, I’m not sure about the agency as a whole. As for
my section, we run pretty efficiently due to the cooperation of
the people that make up my section.”
- “Why we exist, no one knows.”
- “The military folks tour time should be longer than 3 years.
By the time they get proficient at their job in the agency they
get orders and PCS. This makes it really difficult for us that
have been here and will be here for a while. We invest a lot of
time into training.”
- “I think our biggest issue is that we are ran by civilians so
there is almost no military structure.”
Summary
I often wonder how honest people are when filling out
these types of surveys. After my coworkers completed the
survey some of them asked me if I received their response.
When I told them I didn’t know because everyone was labeled
as respondent some of them were surprised at how anonymous it
was. I know that any time I have filled out a similar survey I
based my answers off of who was going to see them. If I was
disgruntled and I wanted change I would write unfiltered
answers but when our career field was deciding who to keep and
who to release I answered my questions using the words to show
how much I wanted to stay in my job and in the military. I
realize I am not the only one who considers the repercussions
while completing something like this.
One unique thing I considered while looking over these
responses is the military rank structure. Those that outrank me
might not want me seeing them “talk bad about leadership” or
27. answer negatively on these questions, even if it was honest. The
military is big on perception and rank. Higher ranking should
never vent down the chain of command. If I am right in
considering this then those that were the most honest with me
would be the Airmen that I outrank and those holding that same
rank as me.
Resources
SurveyMonkey, http://www.surveymonkey.com (last visited
[May 31, 2014])
Qualtrics, http://www.qualtrics.com (last visited [May 31,
2014])
Church, A. & Waclawski, J. (1998). Organizational surveys: A
seven-step process.
England: Gower Publishing Limited.
My position in the agency makes good use of my skills and
abilities
Response Rate Strongly Disagree Disagree Neither Disagree
Nor Agree Agree Strongly Agree 4.0 2.0 3.0 4.0
3.0 Response Percent Strongly Disagree Disagree
Neither Disagree Nor Agree Agree Strongly Agree
0.25 0.125 0.1875 0.25 0.1875
How flexible is the agency with personal/family
responsibilities
Response Rate Very InflexibleInflexible Neither Inflexible Nor
Flexible Flexible Very Flexible 0.0 1.0 1.0 3. 0
11.0 Response Percent Very InflexibleInflexible Neither
Inflexible Nor Flexible Flexible Very Flexible 0.0 0.0625
0.0625 0.1875 0.6875
28. Running head: AN ANALYSIS OF DIABETES AS A PUBLIC
HEALTH ISSUE 1
AN ANALYSIS OF DIABETES AS A PUBLIC HEALTH ISSUE
2
Revision feedback MILESTONE TWO PBH-02
You provided some solid information in this assignment
regarding your topic of diabetes. For this milestone you needed
to talk specifically about current programs and strategies that
are in place to address diabetes. You also needed to go over
their effectiveness. Great job covering the history. In order to
substantiate its legitimacy as a problem you needed to include
statistics regarding those that are impacted. Include information
such as prevalence, incidence, mortality, etc. You also needed
to provide statistics in the last section when discussing the
target population that's impacted. Also you need to include in-
text citations whenever you are using information from
additional sources. Your history section should have at least
once citation. Please make corrections prior to your final
project. If you have any questions please let me know.
An Analysis of Diabetes as a Public Health Issue
The public health problem to be addressed
The long term complications of diabetes are said to develop
gradually. The longer a person has diabetes, and has less
controlled blood sugars, the higher the chances of getting
complications. Apparently, the diabetes complications are
disabling and life threatening. Diabetes is a deadly disease if
left untreated. Diabetes is also said to increase the risks of
developing cardiovascular problems that include coronary artery
diseases and heart attacks. If a person has diabetes, that person
29. is likely to have heart diseases or even stroke. On the other
hand, diabetes is linked with nerve damages, a condition that is
known as neuropathy. Excess sugar can cause injuries on the
walls of blood vessels. It causes numbness and burning. If left
untreated, it could affect the limbs. It also damages the nerves
related to digestion and can even cause nausea as well as
vomiting (Ramachandran & Snehalatha, 2011). For men,
diabetes may cause erectile dysfunction. In some people,
diabetes may lead to kidney damages. Diabetes may cause an
irreversible end stage kidney disease that may call for a kidney
transplant. Some of the things that make diabetes a debilitating
condition are the fact that diabetes causes damages to the eyes.
It may lead to permanent blindness. Women may also develop
gestational diabetes. However, the babies are born healthy. All
the same, if left untreated, the blood sugar levels may affect the
baby as well. The child may develop low sugar diabetes which
may cause early deaths. Thus, for this several reasons, diabetes
needs to be addressed. It not only deprives the nation of a
productive workforce, but it also leads to a loss in federal
funds.
History of the issue
Scientists and the physicians have for a long time been
documenting about diabetes for thousands of years. The doctors
have been investigating about the discoveries and the dramatic
breakthrough in the treatment of diabetes. In this regards, many
brilliant minds have played a role in the history of diabetes. As
far as history is concerned, the first known mention of diabetes
was in the year 1552 BC when an Egyptian physician
documented frequent urination as symptoms of a mysterious
illness that caused emaciation. At that time, the ancient
medicine men also noted that insects such as ants seemed to be
attracted to the urine of people with this disease. In the year
150 AD a Greek physician described diabetes as the melting
down of flesh and limbs into urine. Afterwards, the doctors then
30. gained a better understanding of the disease. Centuries later,
there emerged people who later came to be known as water
tasters. They diagnosed diabetes by tasting urine of individuals
suspected to have it. If the urine had a pleasant taste, then
diabetes was diagnosed. In the year 1675, the word mellitus was
added to the name diabetes which means to siphon. Even so, it
wasn’t until the year 1800 those physicians devised a new
chemical test that would be used to detect the presence of sugar
in urine.
As the doctors understood about diabetes, they began to
understand how to manage it. The first treatment involved
exercises such as horseback riding which was assumed to
relieve excessive urination. In the year 1700 and 1800, the
physicians began to experiment dietary changes that could help
manage diabetes. They advised the patients to eat animal fats
and consume large amounts of sugar. During the Franco-
Prussian war of 1870, the French doctors discovered that
diabetic patient’s symptoms improved as a result of war related
rationings. The doctors developed individualized diets as a
treatment for diabetes. It led to the invention of oat cure and
potato therapy to help people with diabetes. In the year 1916,
Elliot Joslin created a book known as the treatment of diabetes.
The book made him an instant expert in that field. He suggested
that fasting diet combined with regular exercises could reduce
the risks of death among the patients with diabetes. Currently,
the physicians utilize the book by Elliot to teach their patients
about lifestyle changes for the containment of diabetes.
All the same, despite the advances people still died as a
result of diabetes. It led to premature deaths among the patients.
Nonetheless, the first breakthrough resulted in the invention of
insulin to treat diabetes. Researchers at the University of
Strasbourg in France identified that the removal of dog’s
pancreas could lower the risks of diabetes. In early 1900, a
German scientist determined that injecting pancreatic extracts
into the patients could assist in controlling diabetes (Dunkley et
al, 2014). Frederick Banting from Ontario developed an idea on
31. how to use insulin to treat diabetes in 1920. The scientist had
been trying his theory with animal experts. Banting finally used
insulin to treat diabetes in 1922. For this reason, they were
awarded the Nobel Prize in the field of medicine. Today, insulin
has become the primary treatment for diabetes. However, other
medications have also been used to control blood glucose
levels. Besides, the diabetes patients can quickly test their
blood sugars at home and use dietary changes, regular exercises
and insulin to control blood glucose levels.
Policies and stakeholders involved
In a nutshell, the burden of chronic diseases in the
United States is enormous and still growing. The control of
chronic illnesses demands practical approaches. They include
patient education and provider’s knowledge (Baker, 2011). The
effective policies must also be implemented to address the
issues of chronic diseases at the local and federal levels. It is
true in regards to diabetes. The disease has cost the United
States a sum of $245 billion in 2012. It consumed
approximately one dollar in every 10 dollars of health care
funds. Even so, implementing the policies to treat an illness is
not a trivial matter. The efforts seem to be effective when
proper goals are set. For example, child immunization is a
perfect example. In the year 1990, half of the children in the
United States were not immunized against communicable
diseases (Ali et al, 2011). It took the powerful political
movement to get the 90 percent of children to receive
immunization. It meant winning the support from several states
as well as professional groups. The federal government is the
major stakeholder should evaluate the impacts of affordable
care act and Medicaid expansion on diabetes. The ACA should
cater for treatment and diagnosis of diabetes. In areas where
Medicaid was expanded to provide for people with diabetes,
more people were diagnosed with diabetes at earlier stages. To
sum up, Medicaid expansion may lead to the increase in the
number of recipients with identifiable diabetes. Also, more
rapid diagnosis and support from respective States may result in
32. long term outcomes. Lastly, if proper mechanisms are enforced,
most of the people may overcome diabetes.
References
Ali, M. K., Echouffo-Tcheugui, J. B., & Williamson, D. F.
(2012). How effective were lifestyle interventions in real-world
settings that were modeled on the Diabetes Prevention
Program?. Health affairs, 31(1), 67-75.
Baker, M. K., Simpson, K., Lloyd, B., Bauman, A. E., & Singh,
M. A. F. (2011). Behavioral strategies in diabetes prevention
programs: a systematic review of randomized controlled trials.
Diabetes research and clinical practice, 91(1), 1-12.
Dunkley, A. J., Bodicoat, D. H., Greaves, C. J., Russell, C.,
Yates, T., Davies, M. J., & Khunti, K. (2014). Diabetes
prevention in the real world: effectiveness of pragmatic lifestyle
interventions for the prevention of type 2 diabetes and of the
impact of adherence to guideline recommendations. Diabetes
care, 37(4), 922-933.
Ramachandran, A., & Snehalatha, C. (2011). Diabetes
prevention programs. Medical Clinics of North America, 95(2),
353-372.