Media, Modernization and Millenials...What's the future of settlement work?guest6fde30
This presentation, for the Newcomer Organization Network of Peel, provides an overview of key trends and innovations that are and will influence the nature of settlement work and providing services to newcomers to Canada. It focuses on settlement funding "modernization", use and integration of social media in our work, and demographics of service providers, including desirable characteristics agencies should look for, regardless of age.
Media, Modernization and Millenials...What's the future of settlement work?guest6fde30
This presentation, for the Newcomer Organization Network of Peel, provides an overview of key trends and innovations that are and will influence the nature of settlement work and providing services to newcomers to Canada. It focuses on settlement funding "modernization", use and integration of social media in our work, and demographics of service providers, including desirable characteristics agencies should look for, regardless of age.
The Association for the Development of Pakistan (ADP) is a volunteer-driven, engaged venture philanthropy organization that works with promising nonprofits and funds carefully selected development projects across Pakistan.
This is our first board presentation and YTD update that we want to share with all our stakeholders.
http://developpakistan.org
A presentation on Family Finding given by Armando Ontiveros, M.A. Regional Executive Director;
Joel Martinez, B.A., Family Finding Specialist;
Linda Librizzi, LCSW Hollygrove Family Finding Program of EMQ FamiliesFirst.
This presentation was given at the Children's Network Conference in Ontario, CA on September 30th, 2010.
The delivery of culturally competent healthcare is expected of all healthcare practitioners in an orderly functioning pluralistic society. The Healthcare Cultural Competency Council (HC3) ensures the delivery of safe and quality care across multiple cultural groups' beliefs regarding health and wellness.
The Association for the Development of Pakistan (ADP) is a volunteer-driven, engaged venture philanthropy organization that works with promising nonprofits and funds carefully selected development projects across Pakistan.
This is our first board presentation and YTD update that we want to share with all our stakeholders.
http://developpakistan.org
A presentation on Family Finding given by Armando Ontiveros, M.A. Regional Executive Director;
Joel Martinez, B.A., Family Finding Specialist;
Linda Librizzi, LCSW Hollygrove Family Finding Program of EMQ FamiliesFirst.
This presentation was given at the Children's Network Conference in Ontario, CA on September 30th, 2010.
The delivery of culturally competent healthcare is expected of all healthcare practitioners in an orderly functioning pluralistic society. The Healthcare Cultural Competency Council (HC3) ensures the delivery of safe and quality care across multiple cultural groups' beliefs regarding health and wellness.
A good idea may move and inspire people, but it takes more to make them act. Moving to a new situation requires the new situation to be better than the old one, but also that consumers' concerns are addressed. That's because moving to the new situation requires action, and it is far easier to do nothing than to take the risk. How to overcome this inertia?
Flip through this presentation to find out or read back what was presented in our webinar at January 26, 2012 by SKIM's expert Robin de Rooij. Learn how revealing triggers and barriers can help you optimizing the uptake of your new product or service.
Diversity and Inclusion - By Dr. Christine Mc Carthy | TEC Leadership InstituteTEC Leadership Institute
There are four various age cohorts in the workplace. These groups share some traditional work values but differ on such important ones as what community means, what participation means, the role of management, employer / employee loyalty, telecommuting, technical competence, and what constitutes a good day’s work. You will learn more on diversity and inclusion at business in this presentation. For a better understanding on same, please visit TEC Leadership Institute website.
Social Marketing and Social Mobilization
I believe these two work together.
This presentation also includes references.
Credits to: Jeriel Reyes De Silos and Mark Joenel Castillo
Allen
Building Inclusive Excellence_ Strategies for Effective DEI Programs.pdfEnterprise Wired
In this guide, we'll explore strategies and best practices for developing and implementing successful DEI programs that drive positive change and create a more inclusive organizational culture.
Attracting and Recruiting Talent: Diverse Teams are Innovative Powerhouses
Learning objective: Discuss strategies for successful recruiting strategies
Diversity is not just about colorful teams; it’s about colorful solutions. Organizations that successfully design and implement strong diversity strategies spark greater performance, motivation, and success. Differences capture broad thinking and enhance human performance and motivation. Most organizations understand the need for diversity and create plans, yet, there is something missing. In this seminar, understand how to recruit and attract diverse talent and transform your organization into an innovative powerhouse.
At the end of this seminar participants will be able to:
a. Identify what diverse talent pools look for in an organization
b. Explore elements of successful diversity strategies
c. Discover strategies to attract and retain top talent
d. Explore innovative recruitment resources
A presentation by the APM Women in Project Management (WiPM) Specific Interest Group (SIG) and Sobitha Sashikumar for the APM South Wales & West of England branch on 3rd July 2014 at Atkins/Faithful+Gould in Bristol.
In this interactive session, Sobitha Sashikumar brought a wealth of knowledge and appreciation on the subject of change and diversity. She explored this subject, drawing on her experience of living and working in teams and organisations across three continents, assisting delegates to enhance their effectiveness in managing change and diversity.
A joint event between South Wales & West of England branch and Women in Project Management (WiPM) SIG, this served as an introduction for the branch membership to the WiPM SIG; its activities, volunteering opportunities and the 21st anniversary celebrations, as well as diversity initiatives. The WiPM chair Teri Okoro, introduced this session.
This session helped delegates to:
- Understand the positive benefits of diversity
- Identify how and why diversity may impact on change and PM3 outcome
- Explore tools and techniques to help you be smarter in the use of diversity to achieve balanced teams and improved outcomes.
The presentation focussed on reviewing your own experiences in teams and organisations, assessing strengths and gaps.
Discussions helped delegates to understand where they needed to improve awareness, pay attention or plan changes.
Unleashing the Power of Diversity and Inclusion: 11 Essential Chapters for Na...Enterprise Wired
This blog aims to dissect the multifaceted dimensions of diversity and inclusion, exploring their profound impact on organizational culture, employee satisfaction, and societal progress.
The engagement of patients and families within the healthcare system at all levels is essential to transformation and renewal. In 2013, Horizon embarked on a journey to become a truly patient and family centred organization. This included engagement of patients and their family members at the front line, as well as within overall system and governance levels within our organization. This discussion will focus upon the tools of engagement which have been developed, challenges encountered and lessons learned as Horizon has sought to move toward greater patient and family partnership to improve quality and outcomes.
Similar to Strategic planning in developing diverse and inclusive services june 2011 (20)
Presenters representing various perspectives (e.g., community-based agency,
Education, and Juvenile Justice) shared their experience of blending services and
dollars within the School-wide Positive Behavior Interventions and
Support (SWPBIS) framework to identify and provide rapid access to treatment to
students that would otherwise be fragmented. It is estimated that as many as one in every six children in the country has a developmental or behavioral disability. Yet, only one out of five of those children receive the mental health services they need. Of those children that receive services, approximately 80% do so within a school setting. The relationship between social and emotional development to achievement has been well-documented. Subsequently, there has been considerable attention on the development of models for mental health in schools, including social emotional learning, school-wide prevention systems and more timely and effective treatment options for youth with more intensive mental health challenges.
The CANS and Evidence Based Practice Implementation: Hanging Together or Just...emqff
The Child and Adolescent Needs and Strengths (CANS) is a multi-purpose tool developed for children’s services to support decision making, including level of care and service planning, to facilitate quality improvement initiatives, and to allow for the monitoring of outcomes of services.
These lecture slides, by Dr Sidra Arshad, offer a quick overview of physiological basis of a normal electrocardiogram.
Learning objectives:
1. Define an electrocardiogram (ECG) and electrocardiography
2. Describe how dipoles generated by the heart produce the waveforms of the ECG
3. Describe the components of a normal electrocardiogram of a typical bipolar leads (limb II)
4. Differentiate between intervals and segments
5. Enlist some common indications for obtaining an ECG
Study Resources:
1. Chapter 11, Guyton and Hall Textbook of Medical Physiology, 14th edition
2. Chapter 9, Human Physiology - From Cells to Systems, Lauralee Sherwood, 9th edition
3. Chapter 29, Ganong’s Review of Medical Physiology, 26th edition
4. Electrocardiogram, StatPearls - https://www.ncbi.nlm.nih.gov/books/NBK549803/
5. ECG in Medical Practice by ABM Abdullah, 4th edition
6. ECG Basics, http://www.nataliescasebook.com/tag/e-c-g-basics
New Directions in Targeted Therapeutic Approaches for Older Adults With Mantl...i3 Health
i3 Health is pleased to make the speaker slides from this activity available for use as a non-accredited self-study or teaching resource.
This slide deck presented by Dr. Kami Maddocks, Professor-Clinical in the Division of Hematology and
Associate Division Director for Ambulatory Operations
The Ohio State University Comprehensive Cancer Center, will provide insight into new directions in targeted therapeutic approaches for older adults with mantle cell lymphoma.
STATEMENT OF NEED
Mantle cell lymphoma (MCL) is a rare, aggressive B-cell non-Hodgkin lymphoma (NHL) accounting for 5% to 7% of all lymphomas. Its prognosis ranges from indolent disease that does not require treatment for years to very aggressive disease, which is associated with poor survival (Silkenstedt et al, 2021). Typically, MCL is diagnosed at advanced stage and in older patients who cannot tolerate intensive therapy (NCCN, 2022). Although recent advances have slightly increased remission rates, recurrence and relapse remain very common, leading to a median overall survival between 3 and 6 years (LLS, 2021). Though there are several effective options, progress is still needed towards establishing an accepted frontline approach for MCL (Castellino et al, 2022). Treatment selection and management of MCL are complicated by the heterogeneity of prognosis, advanced age and comorbidities of patients, and lack of an established standard approach for treatment, making it vital that clinicians be familiar with the latest research and advances in this area. In this activity chaired by Michael Wang, MD, Professor in the Department of Lymphoma & Myeloma at MD Anderson Cancer Center, expert faculty will discuss prognostic factors informing treatment, the promising results of recent trials in new therapeutic approaches, and the implications of treatment resistance in therapeutic selection for MCL.
Target Audience
Hematology/oncology fellows, attending faculty, and other health care professionals involved in the treatment of patients with mantle cell lymphoma (MCL).
Learning Objectives
1.) Identify clinical and biological prognostic factors that can guide treatment decision making for older adults with MCL
2.) Evaluate emerging data on targeted therapeutic approaches for treatment-naive and relapsed/refractory MCL and their applicability to older adults
3.) Assess mechanisms of resistance to targeted therapies for MCL and their implications for treatment selection
These simplified slides by Dr. Sidra Arshad present an overview of the non-respiratory functions of the respiratory tract.
Learning objectives:
1. Enlist the non-respiratory functions of the respiratory tract
2. Briefly explain how these functions are carried out
3. Discuss the significance of dead space
4. Differentiate between minute ventilation and alveolar ventilation
5. Describe the cough and sneeze reflexes
Study Resources:
1. Chapter 39, Guyton and Hall Textbook of Medical Physiology, 14th edition
2. Chapter 34, Ganong’s Review of Medical Physiology, 26th edition
3. Chapter 17, Human Physiology by Lauralee Sherwood, 9th edition
4. Non-respiratory functions of the lungs https://academic.oup.com/bjaed/article/13/3/98/278874
micro teaching on communication m.sc nursing.pdfAnurag Sharma
Microteaching is a unique model of practice teaching. It is a viable instrument for the. desired change in the teaching behavior or the behavior potential which, in specified types of real. classroom situations, tends to facilitate the achievement of specified types of objectives.
The prostate is an exocrine gland of the male mammalian reproductive system
It is a walnut-sized gland that forms part of the male reproductive system and is located in front of the rectum and just below the urinary bladder
Function is to store and secrete a clear, slightly alkaline fluid that constitutes 10-30% of the volume of the seminal fluid that along with the spermatozoa, constitutes semen
A healthy human prostate measures (4cm-vertical, by 3cm-horizontal, 2cm ant-post ).
It surrounds the urethra just below the urinary bladder. It has anterior, median, posterior and two lateral lobes
It’s work is regulated by androgens which are responsible for male sex characteristics
Generalised disease of the prostate due to hormonal derangement which leads to non malignant enlargement of the gland (increase in the number of epithelial cells and stromal tissue)to cause compression of the urethra leading to symptoms (LUTS
Ethanol (CH3CH2OH), or beverage alcohol, is a two-carbon alcohol
that is rapidly distributed in the body and brain. Ethanol alters many
neurochemical systems and has rewarding and addictive properties. It
is the oldest recreational drug and likely contributes to more morbidity,
mortality, and public health costs than all illicit drugs combined. The
5th edition of the Diagnostic and Statistical Manual of Mental Disorders
(DSM-5) integrates alcohol abuse and alcohol dependence into a single
disorder called alcohol use disorder (AUD), with mild, moderate,
and severe subclassifications (American Psychiatric Association, 2013).
In the DSM-5, all types of substance abuse and dependence have been
combined into a single substance use disorder (SUD) on a continuum
from mild to severe. A diagnosis of AUD requires that at least two of
the 11 DSM-5 behaviors be present within a 12-month period (mild
AUD: 2–3 criteria; moderate AUD: 4–5 criteria; severe AUD: 6–11 criteria).
The four main behavioral effects of AUD are impaired control over
drinking, negative social consequences, risky use, and altered physiological
effects (tolerance, withdrawal). This chapter presents an overview
of the prevalence and harmful consequences of AUD in the U.S.,
the systemic nature of the disease, neurocircuitry and stages of AUD,
comorbidities, fetal alcohol spectrum disorders, genetic risk factors, and
pharmacotherapies for AUD.
HOT NEW PRODUCT! BIG SALES FAST SHIPPING NOW FROM CHINA!! EU KU DB BK substit...GL Anaacs
Contact us if you are interested:
Email / Skype : kefaya1771@gmail.com
Threema: PXHY5PDH
New BATCH Ku !!! MUCH IN DEMAND FAST SALE EVERY BATCH HAPPY GOOD EFFECT BIG BATCH !
Contact me on Threema or skype to start big business!!
Hot-sale products:
NEW HOT EUTYLONE WHITE CRYSTAL!!
5cl-adba precursor (semi finished )
5cl-adba raw materials
ADBB precursor (semi finished )
ADBB raw materials
APVP powder
5fadb/4f-adb
Jwh018 / Jwh210
Eutylone crystal
Protonitazene (hydrochloride) CAS: 119276-01-6
Flubrotizolam CAS: 57801-95-3
Metonitazene CAS: 14680-51-4
Payment terms: Western Union,MoneyGram,Bitcoin or USDT.
Deliver Time: Usually 7-15days
Shipping method: FedEx, TNT, DHL,UPS etc.Our deliveries are 100% safe, fast, reliable and discreet.
Samples will be sent for your evaluation!If you are interested in, please contact me, let's talk details.
We specializes in exporting high quality Research chemical, medical intermediate, Pharmaceutical chemicals and so on. Products are exported to USA, Canada, France, Korea, Japan,Russia, Southeast Asia and other countries.
TEST BANK for Operations Management, 14th Edition by William J. Stevenson, Ve...kevinkariuki227
TEST BANK for Operations Management, 14th Edition by William J. Stevenson, Verified Chapters 1 - 19, Complete Newest Version.pdf
TEST BANK for Operations Management, 14th Edition by William J. Stevenson, Verified Chapters 1 - 19, Complete Newest Version.pdf
Explore natural remedies for syphilis treatment in Singapore. Discover alternative therapies, herbal remedies, and lifestyle changes that may complement conventional treatments. Learn about holistic approaches to managing syphilis symptoms and supporting overall health.
ARTIFICIAL INTELLIGENCE IN HEALTHCARE.pdfAnujkumaranit
Artificial intelligence (AI) refers to the simulation of human intelligence processes by machines, especially computer systems. It encompasses tasks such as learning, reasoning, problem-solving, perception, and language understanding. AI technologies are revolutionizing various fields, from healthcare to finance, by enabling machines to perform tasks that typically require human intelligence.
Strategic planning in developing diverse and inclusive services june 2011
1. Northern Region Cultural Competence & Mental Health Summit XVIIJune 27-28, 2011Strategic Planning in Developing Diverse and Inclusive ServicesbyAndrea Urton, Clinical DirectorWhitney Barnes, Program Supervisor
5. 4 Agency Philosophy EMQ FamiliesFirst believes the most effective form of care for children, youth and their families is based in the community, using strengths and needs to define and individualize service. We believe children and families should have the greatest possible access to services, as well as maximum voice and choice in planning, carrying out and evaluating those services.
6. 5 Service Delivery Philosophies Community Based Culturally Competent Family Centered Team Based Collaborative and Integrative Individualized Strength Based Natural Supports Persistence Outcomes Based Needs Driven Flexible and Accessible
7. 6 Development of our Cultural Initiative 2003- initiated a strategic plan to assess organizational cultural competency Developed infrastructure to support a comprehensive assessment and ensure implementation of improvement plans. Cultural Competence Action Committee was created to oversee plan development and implementation.
8. 7 Development of our Cultural Initiative, Cont’d. This assessment led to an informed process for developing a cultural competency plan. Plan requirements: An agency-wide self assessment measure A governing body A budget A strategic plan
9. 8 Building a Solid Foundation Macro vs. micro levels Organizational change is continuous. It must be fluid and dynamic to adapt as change occurs Comprehensive and systemic way across all elements
10. 9 Absolute Musts for a Diversity Initiative Tied to the Strategic Plan of the organization Distinct from affirmative action and equal opportunity efforts Proactive Tailored to your specific organization’s culture /climate Part of the long-term process with ongoing efforts
11. 10 What Does It Take to Build a Strong Diversity Initiative? Use broad definitions of the dimensions of diversity Involve all members of the organization in all stages Develop leadership commitment in concrete, active and obvious ways Build stake holder commitment
12. 11 How Do We Sustain the Diversity Initiative Resources-(budgets, people, etc) Be complete in scope yet doable, measureable, timely and visible Communicate the goals and progress clearly and consistently Become part of the agency's overall system and initiative
13. 12 How to Start the Strategic Planning Process Agency assessment Where are you? What is the agency need? Sponsorship Who will be your primary sponsor? Who will be your secondary sponsors? Diversity Council Someone to govern
17. 14 Creating the Strategic Plan Who is responsible? Reviewing the data
18. 15 Nuts and Bolts of the Strategic Plan Background and purpose Structure Core concepts Communication Implementation Strategies for addressing challenges
19. 16 I. Background and Purpose How did diversity initiative planning come to your agency? Why is it important? Why are you focusing on it now?
20. 17 II. Structure Diversity vision statement (where you want to be) Diversity mission statement (what you are to do) Organizational alignment (relationship to other organization plans, values, and missions)
21. 18 II. Structure Cont’d EMQFF’s Diversity Vision Statement: Staff will be aware of the governing and regulatory requirements in place at the federal, state and county levels to ensure the development of cultural competency in mental health services, organizations, and systems. Staff will understand and support the agency’s dedication and commitment to valuing the intrinsic differences of the families and children we serve and all our employees across the organization. That staff demonstrate the use of a set of relevant operating rules that support the behaviors and attitudes necessary for the delivery of culturally competent care in a culturally competent environment.
22. 19 II. Structure Cont’d EMQFF’s Diversity Mission Statement: Within EMQ FamiliesFirst, diversity and inclusion is achieved by aligning diversity efforts with organizational business objectives to ensure service to all is achieved as we accomplish the following: Being reflective of the communities we serve: By the enhancement of EMQFF's ability to attract and retain diverse employees Enhancing training to improve service delivery: By the development and delivery of diversity training focused on building diversity awareness and sensitivity, improving cultural competencies, and fostering a welcoming, respectful and inclusive environment in which to work and deliver services. Reflecting diversity commitment in business opportunities: By performing effective outreach to the communities we serve, looking for opportunities to provide and implement culturally appropriate and relevant services to them. Increasing effectiveness and accountability in all we do: By creating and applying measurable diversity goals and objectives.
23. 20 II. Structure Cont’d Organizational alignment is critical for the sustainability within an agency What does this look like? Attaching the diversity initiative to agency-adopted values, philosophies, plans and missions
24. 21 III. Core Concepts Shared language is important in our processes as it helps deepen our understanding and eases collaboration. What is Diversity for your agency? Chose a definition for diversity and or cultural competence Chose core principles and competencies (what demonstrates cultural competency?)
25. 22 IV. Communication Critical for strategic planning success Stakeholders Who are they internally and externally? What is your communication plan with them? This must include a two-way process to give and receive information and feedback
26. 23 V. Implementation Operationalized Goals Remember on 3-4 goals Objectives Steps you will make to reach your goals Key tasks and action steps Measures of success How you will track your progress and completion Timeline Be realistic
27. 24 V. Implementation cont’d Key points Best to do as a collaborative process Keep it simple, 3-4 goals Goals chosen should be in alignment with overall agency goals Don’t forget to use your data to define your goals
28. 25 VI. Strategies for Addressing Challenges Identify potential and/or existing challenges Develop a plan to overcome them
29. VII. Strategic Plan Translates into Service Delivery Agency assessment Diversity Council Two-way communication 26
30. 27 Remember this process is a continual and part of a continuum…. so give grace
31. 28 Working Together to Celebrate Diversity Diversity Every child instinctively knows what many adults have long since forgotten: our differences are not something to be tolerated, they are something to be celebrated.
32. 29 Resources The National MultiCultural Institute www.nmci.org NAMI Fact Sheet: Cultural Competence, A Key for SuccessBarriers to Mental Health Care Treatment for People of Color From Good to Great: NAMI’s Cultural Competence Self-Assessment Project Cultural Competence Now Law in New Jersey, American Medical News (AMNews) 4/25/05. Cultural and Linguistic Competence Coordinators Network for State, Territorial, and Tribal Mental Health Services Collaboratively organized by the NAMI Multicultural Action Center, National Technical Assistance Center for Children’s Mental Health and National Center for Cultural Competence at Georgetown University Center for Child and Human Development