Team Interview Project
The team interview project consist of each team contacting a middle or top manager of a medium
to large size organization, preparing questions for a comprehensive interview, performing the
interview, and writing up the results (specific format below).
Step 1 – Find a manager (middle manager or greater) that someone in your group knows,
someone’s parent knows, someone in the community, etc. that would be open to being
interviewed. Please submit the name of your manager for approval in your project status report
due October 21.
Step 2 – Assemble a list of questions that would be exhaustive enough to take up a 45-60 minute
interview and would gather information related to the four functions of management that we talk
about in class. This list of questions is due for approval by November 6.
Step 3 – After your questions have been approved, arrange a time when 3-4 members of your
group can sit down with the manager and perform the interview. Conduct the interview. (You
will probably need to either take really good notes during the interview or record the interview
on a recording device, so that you can transcribe it later.)
Step 4 – Write up your report. The first 2-3 pages should be background information on the
company, the manager, and his/her position within the company. Be sure to include basic
information on the manager’s educational background, tenure with the company, and previous
positions held. The next 8-10 pages will be questions and answers from the interview. The last 4-
5 pages will be a summary of what your group learned through conducting the interview,
specifically with relation to the topics discussed in class.
Step 5 – (optional for up to 5 points extra credit on your project) Make a 3-4 minute YouTube
video detailing who you interviewed and some information that you learned from the interview
that might be interesting to the rest of the class. If posting this to YouTube, please set the privacy
settings to Unlisted.
The final project is due in class on December 4.
Paper format:
1. Intro
2. Q&A
A. Planning
B. Organizing
C. Leading
D. Controlling
3. What we learned
A. Planning
B. Organizing
C. Leading
D. Controlling
4. Conclusion
Background Information
Karen Harmon Abbott is Chief Compliance Officer and Interim Chief Legal Counsel of American Addiction Center (“AAC”). AAC, founded in 2007, is the largest network of rehab facilities nationwide and in 2017 became the first publicly traded addiction treatment provider in the U.S. AAC programs are located in California, Florida, Texas, Nevada, Massachusetts, Mississippi, New Jersey, and Rhode Island, use research-based treatments to help clients with drug addiction, alcohol addiction, and mental and behavioral health issues.
Ms. Abbott is an accomplished lawyer who brings a wealth of experience to her position, having been in healthcare for most of her career. Prior to AAC, Karen served as the Sr. Vice Pre.
Children's Aid and Family Services is a leading nonprofit that has served northern New Jersey for over 155 years, providing programs to support low-income children and families. It has expanded from a small local provider to one of the largest integrated family services systems in the region. The organization has enhanced its efficiency through new data management systems for clients and foster families. It is led by Dr. Robert Jones, who has grown the annual budget to $18 million through mergers and diversifying funding sources. Under his leadership, Children's Aid maintains high standards of accountability, compliance, and care for the communities it serves.
Dr. Rashida Jones is the new director of a regional office for a medical supply company. She is reviewing hiring and termination files from the previous year to ensure compliance with the Americans with Disabilities Act (ADA). Four terminations are listed that may have violated the ADA: an employee terminated for being an alcoholic, having a history of cancer, being diagnosed with epilepsy, and attending a Gay Pride March. Rashida needs to determine which terminations may have violated the ADA and how to address any issues or violations.
This document summarizes research on the potential link between Attention Deficit Disorder/Hyperactivity Disorder (ADD/ADHD) and criminal activity. It provides background on ADD/ADHD, explaining that approximately 3-5% of the US population has it. Reasons why untreated ADD/ADHD may lead to criminal behavior include lower quality of life and issues like dropping out of school. Studies show those with ADD/ADHD are more likely to commit crimes like theft and drug dealing. However, other factors like family issues and co-occurring disorders also contribute. The document examines potential side effects of ADD/ADHD medications that could influence criminal behavior and notes that most criminals with ADD/ADHD have been undiagno
The document discusses the author's career plan to become a substance abuse/behavioral disorder counselor. It provides details on three potential career paths - substance abuse counselor, correctional treatment specialist, and arbitrator/mediator. The author analyzes each career, including typical responsibilities, employment and salary statistics. The author expresses a passion for helping those struggling with addiction and shares how their own son's experience with drug court inspired this career choice. The document concludes with the author's reflection on the research process and commitment to continuing education to make an impact in the field.
Part 1 (Use APA citations)This week’s Shared Practice requires y.docxkarlhennesey
Part 1 (Use APA citations)
This week’s Shared Practice requires you to consider what rewards have motivated you to perform in your professional career. Then, you reflect on your experiences to determine how you frame your primary motivation and purpose.
With these thoughts in mind:
Post a description of a positive professional experience when you felt motivated to perform at your best and a description of a challenging professional experience when you did not feel very motivated to perform. Be sure to include what were the sources of motivation in both experiences. Then explain what each experience taught you about the influence of intrinsic and extrinsic motivation on your performance and the motivations that are the main sources of job satisfaction for you.
As you are analyzing your motivations and sources of job satisfaction, consider the advice that was reportedly given to U.S. President John F. Kennedy:
"A great man is one sentence."
—Clare Boothe Luce
After you post your descriptions, write your one sentence that captures how you define your purpose or main priority on which you want to focus to make your organization, community, or the world a better place. Think about the legacy you want to leave or how you want to be remembered, or what makes you want to get out of bed each day.
Hint: Your sentence should emphasize how you want other to see you. For example, your sentence might be: Jane Rivera founded a company that gave back to the community and served a role model for young entrepreneurs. Or, Travis Williams’ family and friends could always count on his unconditional support.
Provide your assessment of why you chose your sentence and what it means to you.
Part 2
Read a selection of your colleagues’ postings.
Respond to two or more colleagues’ posts in one or more of the following ways:
· Consider how motivational techniques shared by your colleague might work for you, but potentially not work for others. Explain your rationale.
· Share suggestions to a colleague regarding how she or he can work to accomplish the purpose captured in their sentence or observations you have made or examples you have seen of others who seem to be driven by a similar purpose.
1st Person to Respond to:
“People are motivated by good relationships with bosses, collaborators, and customers” (Maccoby, 2010). Working in a behavioral health setting, things change daily. You are not in control of these changes, because you are funded by Medicaid, which means as a company, we must follow these changes, or we face consequences. It is my job to do a quarterly check, where I must complete an audit on each client to make sure everything is in order and nothing is missing. I have a deadline to meet, so I push myself to get it done as early as possible. In doing so, I can get overwhelm easily, because I am checking over 150 charts to make sure everything is in order with no mistakes. Instead it motivates me to check every detail carefully, because I know as a comp ...
This document is the July 2015 issue of the Allsteel Connection newsletter. It includes the following key points:
1) A letter from Jan Johnson, VP of Design and Workplace Resources at Allsteel, explaining that her team helps clients develop workplace strategies to connect their business strategy to their physical workspace in a way that supports their culture and values.
2) Upcoming July events at Allsteel including fundraising competitions, runs/walks, and networking lunches.
3) A highlight of Natalie Anderson from Integrated Support who enjoys the opportunity to help grow her team and sees her reward in their development and success.
4) Announcements about mid-year Healthworks resolutions and details on owning H
PPAC, an organization in Pormpuraaw, has undergone leadership and governance training to empower its staff and board and move the organization forward positively. The training focused on developing understanding of roles, decision making, and contributing individual skills and experiences to strengthen the organization. It also covered use of protocols and tools to consistently deliver high quality, culturally appropriate services across all areas. This training approach aims to holistically grow the organization and empower it to better serve the community into the future.
The Phoenix Agency is an organization that aims to help formerly incarcerated individuals, especially parents, reintegrate into society. It will provide assistance with securing housing and employment, as well as mental health counseling and encouragement. The goal is to help clients see their value and potential to build a better life for themselves and their families. Services will be specialized for minorities who often face greater challenges upon release. Progress and outcomes will be tracked through an information system to evaluate success of programs and employee performance.
Children's Aid and Family Services is a leading nonprofit that has served northern New Jersey for over 155 years, providing programs to support low-income children and families. It has expanded from a small local provider to one of the largest integrated family services systems in the region. The organization has enhanced its efficiency through new data management systems for clients and foster families. It is led by Dr. Robert Jones, who has grown the annual budget to $18 million through mergers and diversifying funding sources. Under his leadership, Children's Aid maintains high standards of accountability, compliance, and care for the communities it serves.
Dr. Rashida Jones is the new director of a regional office for a medical supply company. She is reviewing hiring and termination files from the previous year to ensure compliance with the Americans with Disabilities Act (ADA). Four terminations are listed that may have violated the ADA: an employee terminated for being an alcoholic, having a history of cancer, being diagnosed with epilepsy, and attending a Gay Pride March. Rashida needs to determine which terminations may have violated the ADA and how to address any issues or violations.
This document summarizes research on the potential link between Attention Deficit Disorder/Hyperactivity Disorder (ADD/ADHD) and criminal activity. It provides background on ADD/ADHD, explaining that approximately 3-5% of the US population has it. Reasons why untreated ADD/ADHD may lead to criminal behavior include lower quality of life and issues like dropping out of school. Studies show those with ADD/ADHD are more likely to commit crimes like theft and drug dealing. However, other factors like family issues and co-occurring disorders also contribute. The document examines potential side effects of ADD/ADHD medications that could influence criminal behavior and notes that most criminals with ADD/ADHD have been undiagno
The document discusses the author's career plan to become a substance abuse/behavioral disorder counselor. It provides details on three potential career paths - substance abuse counselor, correctional treatment specialist, and arbitrator/mediator. The author analyzes each career, including typical responsibilities, employment and salary statistics. The author expresses a passion for helping those struggling with addiction and shares how their own son's experience with drug court inspired this career choice. The document concludes with the author's reflection on the research process and commitment to continuing education to make an impact in the field.
Part 1 (Use APA citations)This week’s Shared Practice requires y.docxkarlhennesey
Part 1 (Use APA citations)
This week’s Shared Practice requires you to consider what rewards have motivated you to perform in your professional career. Then, you reflect on your experiences to determine how you frame your primary motivation and purpose.
With these thoughts in mind:
Post a description of a positive professional experience when you felt motivated to perform at your best and a description of a challenging professional experience when you did not feel very motivated to perform. Be sure to include what were the sources of motivation in both experiences. Then explain what each experience taught you about the influence of intrinsic and extrinsic motivation on your performance and the motivations that are the main sources of job satisfaction for you.
As you are analyzing your motivations and sources of job satisfaction, consider the advice that was reportedly given to U.S. President John F. Kennedy:
"A great man is one sentence."
—Clare Boothe Luce
After you post your descriptions, write your one sentence that captures how you define your purpose or main priority on which you want to focus to make your organization, community, or the world a better place. Think about the legacy you want to leave or how you want to be remembered, or what makes you want to get out of bed each day.
Hint: Your sentence should emphasize how you want other to see you. For example, your sentence might be: Jane Rivera founded a company that gave back to the community and served a role model for young entrepreneurs. Or, Travis Williams’ family and friends could always count on his unconditional support.
Provide your assessment of why you chose your sentence and what it means to you.
Part 2
Read a selection of your colleagues’ postings.
Respond to two or more colleagues’ posts in one or more of the following ways:
· Consider how motivational techniques shared by your colleague might work for you, but potentially not work for others. Explain your rationale.
· Share suggestions to a colleague regarding how she or he can work to accomplish the purpose captured in their sentence or observations you have made or examples you have seen of others who seem to be driven by a similar purpose.
1st Person to Respond to:
“People are motivated by good relationships with bosses, collaborators, and customers” (Maccoby, 2010). Working in a behavioral health setting, things change daily. You are not in control of these changes, because you are funded by Medicaid, which means as a company, we must follow these changes, or we face consequences. It is my job to do a quarterly check, where I must complete an audit on each client to make sure everything is in order and nothing is missing. I have a deadline to meet, so I push myself to get it done as early as possible. In doing so, I can get overwhelm easily, because I am checking over 150 charts to make sure everything is in order with no mistakes. Instead it motivates me to check every detail carefully, because I know as a comp ...
This document is the July 2015 issue of the Allsteel Connection newsletter. It includes the following key points:
1) A letter from Jan Johnson, VP of Design and Workplace Resources at Allsteel, explaining that her team helps clients develop workplace strategies to connect their business strategy to their physical workspace in a way that supports their culture and values.
2) Upcoming July events at Allsteel including fundraising competitions, runs/walks, and networking lunches.
3) A highlight of Natalie Anderson from Integrated Support who enjoys the opportunity to help grow her team and sees her reward in their development and success.
4) Announcements about mid-year Healthworks resolutions and details on owning H
PPAC, an organization in Pormpuraaw, has undergone leadership and governance training to empower its staff and board and move the organization forward positively. The training focused on developing understanding of roles, decision making, and contributing individual skills and experiences to strengthen the organization. It also covered use of protocols and tools to consistently deliver high quality, culturally appropriate services across all areas. This training approach aims to holistically grow the organization and empower it to better serve the community into the future.
The Phoenix Agency is an organization that aims to help formerly incarcerated individuals, especially parents, reintegrate into society. It will provide assistance with securing housing and employment, as well as mental health counseling and encouragement. The goal is to help clients see their value and potential to build a better life for themselves and their families. Services will be specialized for minorities who often face greater challenges upon release. Progress and outcomes will be tracked through an information system to evaluate success of programs and employee performance.
Corporate Care, Inc. provides corporate chaplain services to connect with employees and support them through personal and professional issues. A corporate chaplain visits employees on-site weekly to offer a confidential listening ear and help address issues like marriage challenges, financial difficulties, parenting issues, job stress, and depression. This helps improve employee well-being, reduce absenteeism and turnover, and allows employers to offer valuable support to employees without knowing private details. Client companies report benefits like being named a best place to work and reductions in health claims.
The Marriage Resource Center is a non-profit organization that aims to promote healthy relationships and marriages through various education programs. It offers workshops on topics like communication skills, managing conflicts, and building intimacy for couples at all stages of relationships. Research shows these programs help reduce divorce and domestic violence while improving mental and physical well-being. The center also hosts an online clearinghouse of marriage resources and a weekly radio program on relationships.
Preventing Liability: Staying Current on the New Harassment Case Law Compliance Global Inc
This document provides an overview and agenda for a webinar on preventing liability from harassment cases by staying up to date on changing case law. The webinar, led by Dr. Susan Strauss, will last 120 minutes and cover examining new case law related to discrimination and harassment, discussing implications for organizations, and identifying required responsibilities of HR. It will explore differentiating between bullying and illegal harassment, reviewing protected classes, outlining specific prevention strategies, and analyzing the affirmative defense to diminish organizational liability. The webinar aims to help human resources professionals and managers recognize discrimination and harassment to avoid liability, lawsuits, and creating a hostile work environment.
The document describes the experiences of Laurette Chao and Lisa To as a mentor and mentee in the Law Society's Women's Mentoring Program. Laurette and Lisa were matched even though they had more in common than expected as they are both first generation Australian-Chinese law graduates from the University of Sydney raising young children. Lisa sought a mentor to help her transition from a technical specialist to a leader, and found Laurette's experience balancing career and family invaluable. Their monthly meetings have helped Lisa focus on her career and personal goals. Both women hope to continue their positive mentoring relationship.
This document provides information about the Center for Behavioral Safety, LLC (CBS), a company that facilitates safety trainings. It summarizes CBS's services, competitive advantages, clients, and speakers. CBS specializes in helping organizations improve safety culture using behavioral science. Their trainings can accomplish in 2 days what competitors take 2 weeks to do, without compromising outcomes. CBS has been in business since 2002 and served over 50 clients, including Fortune 500 companies. Their speakers, Thomas Boyce and Adria Pulizzano, have extensive experience in business consulting, safety training, and volunteer work.
Dear Santa Writing Paper By Teaching Terakoya TpTMisty Harris
The document outlines the 5 step process for requesting a paper writing service from HelpWriting.net, including creating an account, providing assignment details in an order form, reviewing writer bids and qualifications to select a writer, receiving the completed paper for review and payment, and having the option to request revisions until satisfied with the work. The service aims to provide original, high-quality content and offers refunds if papers are plagiarized.
Develop a detailed outline for the data collection plan to include .docxbradburgess22840
The document outlines the requirements for a data collection plan, including obtaining permissions, proposing a sampling approach, outlining the collection steps for each instrument and data source, and including a data management plan. It also instructs to incorporate feedback to revise the sources of data/instruments and data collection sections of a prospectus.
Develop a 3–4 page research paper based on a selected case study rel.docxbradburgess22840
Develop a 3–4 page research paper based on a selected case study related to reproductive choices. Since the processes of reproduction and birth represent one of the potential biological outcomes of heterosexual activity, it is important to examine the biological foundations of human sexuality. This includes knowledge of fertilization and early development, including some of the most recent findings. There is more than a litany of birth control methods; this assessment offers a sound basis for understanding the issues to be weighed in personal decision making about contraception and abortion, which continue to generate debate and controversy.
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
Competency 1: Apply psychological theories to topics in human sexuality.
Apply psychological theories to a case study in human sexuality.
Competency 2: Apply scholarly research findings to topics in human sexuality.
Apply scholarly research findings to a case study in human sexuality.
Competency 3: Explain how ethics inform professional behavior in the field of human sexuality.
Explain how ethics inform professional behavior in the field of human sexuality.
Competency 4: Communicate in a manner that is scholarly, professional, and consistent with expectations for professionals in the field of psychology.
Write coherently to support a central idea with correct grammar, usage, and mechanics as expected of a psychology professional.
Use APA format and style.
APA Resources
Because this is a psychology course, you need to format this assessment according to APA guidelines. Additional resources about APA can be found in the Research Resources in the left navigation menu of your courseroom. Use the resources to guide your work as needed.
American Psychological Association. (2010).
Publication manual of the American Psychological Association
(6th ed.). Washington, DC: Author.
Available from the
bookstore
.
APA Paper Template [DOCX]
.
Required Resources
The following resource is required to complete the assessment.
Human Sexuality Case Studies: Sexuality Confronts Social Policy
|
Transcript
.
Suggested Resources
The resources provided here are optional and support the assessment. They provide helpful information about the topics. You may use other resources of your choice to prepare for this assessment; however, you will need to ensure that they are appropriate, credible, and valid. The
PSYC-FP2800 – Introduction to Human Sexuality Library Guide
can help direct your research. The Supplemental Resources and Research Resources, both linked from the left navigation menu in your courseroom, provide additional resources to help support you.
Human Sexuality and Reproductive Choices
Kelly, G. F. (2015).
Sexuality today
(11th ed.). New York, NY: McGraw-Hill.
Available from the
bookstore
.
Chapter 10, "Reprod.
Develop a 5- to 6-slide PowerPoint presentation for a staff meet.docxbradburgess22840
Develop a 5- to 6-slide PowerPoint presentation for a staff meeting that addresses the following:
Identify your selected transition of care. ------" Transitions of care” refer to the movement of patients between health care practitioners, settings, and home as their condition and care need change. For example, a patient might receive care from a primary care physician or specialist in an outpatient setting, then transition to a hospital physician and nursing team during an inpatient admission before moving on to yet another care team at a skilled nursing facility. Finally, the patient might return home, where he or she may receive care from a visiting nurse or support from a family member or friend.
Explain how you, as a nurse leader, along with your healthcare team, would apply systems thinking when providing a transition of care aligned with the IHI Quadruple Aim framework in order to improve it. Explain what the fourth aim in your strategy would be and why.
These are the four areas:
Experience of care
Population health
Per capita cost
Care team well-being
Describe the key stakeholders that might be involved in this transition of care and how you would engage and influence them to improve the transition of care processes.
Explain how systems thinking would inform your improvement plan for your transition of care.
.
Develop a 5–10-year strategic plan for achieving specific health.docxbradburgess22840
Develop a 5–10-year strategic plan for achieving specific health care quality and safety improvements, based on the analysis you completed in Assessment 1. Use either an AI approach or your SWOT analysis and a chosen strategic planning model.
Note:
Each assessment in this course builds on the work you completed in the previous assessment. Therefore, you must complete the assessments in this course in the order in which they are presented.
SHOW LESS
Evaluation of strategic choices is important. The methods for selecting strategic alternatives help leaders organize significant issues to support decision making. However, it is important that the techniques do not make the decision. Rather, leaders should use the techniques to reveal the inherent situation and to organize their thought processes. This assessment provides you with an opportunity to evaluate and apply some of the techniques for successful strategy development and implementation.
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
Competency 1: Evaluate qualities and skills that promote effective leadership within health care organizations.
Evaluate the leadership qualities and skills that will be most important to successfully implementing a strategic plan and sustaining strategic direction.
Competency 2: Apply strategies to lead high-performing health care teams to meet organizational quality and safety goals.
Develop strategic goal statements and outcomes that support the achievement of specific quality and safety improvements for a care setting.
Justify the relevance of proposed strategic goals and outcomes in relation to the mission, vision, and values of a care setting.
Competency 3: Apply cultural, ethical, and regulatory considerations to leadership decision making.
Analyze the extent to which strategic goals and outcomes address the use of technology and the ethical, cultural, and regulatory environments.
Competency 4: Integrate leadership and health care theories into the role of the nurse leader.
Explain how relevant leadership and health care theories will be used to help achieve proposed strategic goals and objectives.
Competency 5: Communicate with stakeholders and constituencies to build collaborative partnerships and create inclusive work environments.
Communicate analyses clearly and in a way that demonstrates professionalism and respect for stakeholders and colleagues.
Integrate relevant and credible sources of evidence to support assertions, correctly formatting citations and references using APA style.
Suggested Resources
The resources provided here are optional. You may use other resources of your choice to prepare for this assessment; however, you will need to ensure that they are appropriate, credible, and valid. The
MSN-FP6210: Leadership and Management for Nurse Executives Library Guide
can help direct your res.
Develop a 2–4-page proposal for a policy that should help to imp.docxbradburgess22840
Develop a 2–4-page proposal for a policy that should help to improve health care and outcomes for your target population.
Note
: Each assessment in this course builds on the work you completed in the previous assessment. Therefore, you must complete the assessments in this course in the order in which they are presented.
Cost and access to care continue to be main concerns for patients and providers. As technology improves our ability to care for and improve outcomes in patients with chronic and complex illnesses, questions of cost and access become increasingly important. As a master’s-prepared nurse, you must be able to develop policies that will ensure the delivery of care that is effective and can be provided in an ethical and equitable manner.
SHOW LESS
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
Competency 1: Design evidence-based advanced nursing care for achieving high-quality population outcomes.
Propose a policy and guidelines that will lead to improved outcomes and quality of care for a specific issue in a target population.
Competency 2: Evaluate the efficiency and effectiveness of interprofessional interventions in achieving desired population health outcomes.
Analyze the potential for an interprofessional approach to implementing a proposed policy to increase the efficiency or effectiveness of the care setting to achieve high quality outcomes.
Competency 3: Analyze population health outcomes in terms of their implications for health policy advocacy.
Advocate the need for a proposed policy in the context of current outcomes and quality of care for a specific issue in a target population.
Competency 4: Communicate effectively with diverse audiences, in an appropriate form and style, consistent with organizational, professional, and scholarly standards.
Communicate proposal in a professional and persuasive manner, writing content clearly and logically with correct use of grammar, punctuation, and spelling.
Integrate relevant sources to support assertions, correctly formatting citations and references using APA style.
CONTEXT:
As a master's-prepared nurse, you have a valuable viewpoint and voice with which to advocate for policy developments. As a nurse leader and health care practitioner, often on the front lines of helping individuals and populations, you are able to articulate and advocate for the patient more than any other professional group in health care. This is especially true of populations that may be underserved, underrepresented, or are otherwise lacking a voice. By advocating for and developing policies, you are able to help drive improvements in outcomes for specific populations. The policies you advocate for could be internal ones (just within a specific department or health care setting) that ensure quality care and compliance. Or they could be external policies (local, st.
Develop a 10- to 12- slide PowerPoint Presentation designed for .docxbradburgess22840
Develop a 10- to 12- slide PowerPoint Presentation designed for training the staff at a local high school. The PowerPoint Presentation should focus on strategies that promote communication skills among adolescents.
Students are encouraged to approach the assignment creatively, adding graphics, visuals, charts and/or graphs to their work. Slides should be designed to address the selected topic clearly and concisely. Each slide should be developed with professional presentation style (e.g., bulleted items in brief statements rather than complete sentences). Notes should complement the slides and provide details useful to the speaker if an oral presentation were to be given.
Creating the PowerPoint Presentation
The PowerPoint Presentation:
Must be 10 to 12 slides, and formatted according to APA style as outlined by the Ashford Writing Center.
Must include a title slide with the following:
Title of the training
Student’s name
Course name and number
Instructor’s name
Date submitted
Must present a thesis statement regarding why social skills training would be appropriate for adolescents.
Must explain different types of communication (e.g., aggressive and assertive).
Must share four strategies on how adolescents could improve their communication skills.
Must create at least three hypothetical scenarios of problems that adolescents might encounter, including one that involves cultural/ethnic issues. The scenarios should show how adolescents could use improved communication skills to solve these problems.
Must develop conclusions that reiterate the opening thesis statement, include a summary of the social skills training discussed, and offer evidence of its effectiveness.
Must use at least four scholarly sources (in addition to the course text), including a minimum of two from the Ashford Online Library. References are to be provided as needed within the slides.
Must include a separate reference slide, formatted according to APA style as outlined in the Ashford Writing Center.
.
DetailsPlease answer the following questions. 1. Desc.docxbradburgess22840
Meiosis involves two rounds of cell division that result in four haploid cells from one diploid cell. A cross between a GgBb male and GgBb female would result in a 1:1:1:1 ratio of offspring with green/black, green/brown, purple/black, and purple/brown phenotypes according to a Punnett square. A mating between a normal female and hemophilic male would result in all male offspring being hemophilic according to a Punnett square, with 50% of total offspring being hemophilic. Linked genes are located close together on the same chromosome and may not assort independently during meiosis, but they are not an exception to Mendel's law of
Despite the literature supporting technology use in schools as ben.docxbradburgess22840
Despite the literature supporting technology use in schools as beneficial for students, and despite the wide use of social technology, schools continue to be slow to change its integration in the classroom (Livingstone, 2012). It is imperative that teachers increase their use of technology in the classroom in order to prepare our K-12 students referred to as "digital natives," for the 21st century. Though many schools have technology available for use (Alger & Kopcha, 2008), barriers exist in incorporating technology into lesson plans, namely teacher reluctance (Keengwe, Onchwari, & Wachira, 2008). Teachers' hesitation in using technology more frequently is due to a number of factors, such as lack of time to learn new technology and incorporate it into lesson plans, beliefs around using technology in instruction, availability of working technology and technical support, comprehensive professional development, and a culture that promotes using new technology, self-efficacy, and teaching methods (Alger & Kopcha, 2008).
Literature Review
Self-Efficacy toward Technology
According to Bandura (1986) individuals possess a self-system that determines how much effort people will expend on any activity. Bandura also asserts that self-efficacy beliefs may be a strong predictor of related performance. Studies have shown a positive correlation between self-efficacy in technology and technology ability (Anderson & Maninger, 2007; Anderson, Grouulx, & Maninger, 2011). According to the technology acceptance model introduced by Davis (1989), there is a correlation between users' perceived ease of use and predicted adoption of technology. In his study investigating Moodles, Yeou (2016) found self-efficacy to be a critical factor in undergraduates' use of the technology tool. In a similar study investigating pre-service teachers, Albion (2001) found that self-efficacy was the most significant factor in predicting technology use. Pre-service and in-service teachers who possess high self-efficacy in regard to technology are more apt to use technology in the classroom because they are more confident in their ability. In their study investigating teachers' use of technology, Holden and Rada (2011) found that self-efficacy directly influenced individuals' ease of use and usability of technology.
Need for Technology Integration
With the adoption of the National Education Technology Plan (NETP), providing access to technology is no longer sufficient; the NETP stresses that schools are expected to ensure "all students understand how to use technologies as a tool to engage in creative, productive, lifelong learning" (p. 16 Herold, 2016). A key element in the plan is the need to move from passive to active use of technology. Often referred to as the "digital use and divide," a gap exists between learners who are using technology in active, creative ways to support their learning and those who predominantly use technology for passive content consumption.
To develop .
This document contains notifications from Sakai's version control system about recent changes made in Source code repositories. It describes 14 separate revisions made between January 4th and 5th, 2008. The revisions include changes to code related to gradebook, site management, messaging, and other tools.
Description:
Ch .17:
Newborn transitioning
Ch. 18:
Nursing management of the
newborn
Ch.19:
Nursing Management at risk:
Pregnancy-related complications
Ch.20:
Nursing Management of the
Pregnancy at Risk: Health
conditions and vulnerable populations
Ch. 21:
Nursing management of
labor and birth at risk
Ch. 22:
Nursing management of the
postpartum woman at risk
.
Description of the assignment The following 4 men created a p.docxbradburgess22840
Description of the assignment:
The following 4 men created a paradigm shift within Western culture: Luther, Columbus, Gutenberg, and Charles Darwin. In this assignment, explain which one of these you deem to have had the most influence on Western culture. Provide concrete reasons that clarify your position. If you include sources, cite them in current APA format. This assignment must be 250–300 words and must include the word count in parentheses. S
.
Description of the AssignmentThis assignment presents a mo.docxbradburgess22840
Description of the Assignment
This assignment presents a modified method for conducting a concept analysis of
one
concept that is important and useful to the nurse practitioner role. The concept for this assignment must be supported by a published
nursing
theory. The selected concept is identified and then the elements of the analysis process are applied in order to synthesize knowledge for application as demonstrated through the creation of a model case. Theoretical applications of the concept are also discussed. Non-nursing theories may
not
be used. Scholarly literature is incorporated throughout the analysis.
Only the elements identified in this assignment should be used for this concept analysis.
Possible Concepts:
The following concepts are not required; students may select one of these concepts or find another concept. Each selected concept must be associated with a nursing theory; the use of non-nursing theories is
not
allowed. If you have any questions regarding your concept or the nursing theory, please consult with your faculty member for assistance.
Please note: the concepts of caring or cultural humility are not permitted for this assignment.
Adaptation
Burnout
Civility
Comfort
Compassion
Compassion fatigue
Competence
Empowerment
Engagement
Health
Leadership
Meaningfulness
Modeling
Noise
Pain
Palliative care
Quality of life
Resilience
Self-care
Sensory overload
Situational awareness
Criteria for Content
Definition/Explanation of the selected nursing concept
Defines/explains the concept using scholarly literature (a dictionary maybe used for this section
only
)
Support from nursing literature is required.
2.
Defining attributes:
A minimum of
three (3)
attributes are required.
Support from nursing literature is required.
Explanation: An attribute identifies characteristics of a concept. For this question, the characteristics of the selected nursing concept are identified and discussed.
Antecedent and Consequence
1 antecedent
of the selected nursing concept.
1 consequence
of the selected nursing concept.
Support from nursing literature is required.
Explanation:
An antecedent is an identifiable occurrence that happens before an event. An antecedent precedes a selected nursing concept. A consequence follows or is the result of an event. The selected consequence follows or is the result of the selected nursing concept.
4.
Model Case
1 Model Case
is created by the student and discussed substantively by demonstrating within the case each of the following areas:
Definition
All identified attributes
Theoretical Applications of the Concept
Explain how the concept applies to the selected nursing theory.
Support from nursing literature is required.
Reflection
Reflect on how the concept analysis findings apply to your advanced nursing practice, specifically as an NP.
Self-reflection may be written in first-person.
Preparing the Assi.
Description of theNationalMilitary Strategy2018.docxbradburgess22840
Description of the
National
Military
Strategy
2018
The Joint Staff
1
Overview
The 2018 National Military Strategy (NMS) provides the
Joint Force a framework for protecting and advancing U.S.
national interests. Pursuant to statute, it reflects a
comprehensive review conducted by the Chairman with the
other members of the Joint Chiefs of Staff and the unified
combatant commanders.
As an overarching military strategic framework, this
strategy implements the substantial body of policy and
strategy direction provided in the 2017 National Security
Strategy, the 2018 National Defense Strategy (NDS), the
Defense Planning Guidance (DPG), and other documents.
The 2018 NMS provides the Chairman’s military advice for
how the Joint Force implements the defense objectives in
the NDS and the direction from the President and the
Secretary of Defense.
The 2018 NMS also reflects lessons learned from
implementing global integration over the last two years. The
strategy articulates a continuum of strategic direction to
frame global integration into three strategy horizons to meet
the challenges of the existing and future security
environment. Force employment addresses planning, force
management, and decisionmaking to fulfill the defense
objectives of the NDS. Force development adapts functions,
capabilities, and concepts to improve the current Joint
Force. Force design innovates to enable the Joint Force to
do what it does differently to retain a competitive advantage
against any adversary.
The vision of the Joint Force articulated in the 2018 NMS is
a Joint Force capable of defending the homeland and
projecting power globally, now and into the future.
2
Strategic Approach
From its global perspective, the NMS premises an adaptive
and innovative Joint Force capable of employing its
capabilities seamlessly across multiple regions and all
domains -- continuing the transition from a regional to a
global mindset and approach.
This strategy
anchors its
approach against a
set of clearly
identified security
trends outlined in
the NDS (see inset).
These trends,
especially those
posed by the
reemergence of
great power
competition with China and Russia, represent the most
difficult challenges facing the Joint Force. However, the full
scope of global integration must recognize uncertainty and
be vigilant for emerging threats to the security and interests
of the United States, its allies and partners. In a security
environment where the homeland is no longer a sanctuary
and every operating domain is contested, competitors and
adversaries will continue to operate across geographic
regions and span multiple domains to offset or erode Joint
Force advantages.
To achieve military advantage over competitors and
adversaries, the NMS introduces the notion of joint
combined arms, defined as the conduct of operational art
through the integration of joint capabilities.
Description This is a 4 page paper about either a creative genius o.docxbradburgess22840
Description: This is a 4 page paper about either a creative genius of your choosing (Thomas Edison? Einstein? Michelangelo? Beyonce? Lucille Ball?) or a creative business (DuPont, Corning, IDEO? Pixar?). You can either read a full biography or research the person or organization using several sources. The paper should include: Description and background of the person/organization, 2) why you chose him/her/it, 3) what this person/org achieved (briefly), 4) how he/she/it fuels their creativity (his or her own, or if a company, its workforce) and 5) include a self reflection. Knowing what they do, what are some things YOU DO to fuel your creativity? What else could you do going forward? . #4 and #5 are most important. At the end of the paper, summarize by listing at least ten to fifteen things that this individual did to fuel his/her/its creativity. Here are some examples:
Da Vinci kept journals and notebooks. He dissected eyes and other body parts. He learned many mediums - painting sculpting, etc.
Ian Flemming (author), designed golf courses in his spare time.
Steven Hillenburg, the creator of Spongebob, had been a marine biology professor who had a keen interest in art and began drawing visual images for his student which he then began animating. He continuously worked on acquiring new skills. He watched old movies.
Beyonce learned dressmaking from her mom, who designed all of her early costumes. Her mom had sewn clothing for priests and nuns in exchange for Beyonce’s tuition.
Etsy has employee-led workshops where associates teach others their hobbies, and they regularly engage their shop owners in planning
The important thing about this project is that you learn and be able to share not just what they achieved, but what they did to nurture their creativity. You must include sources.
.
Describe your experience with electronic healthmedical record.docxbradburgess22840
Describe your experience with electronic health/medical records (EHR/EMR).
Have you used a health care IT system as a patient/provider? If yes, what system(s) did you use?
What were your impressions of the system?
Did you find it user-friendly?
Did you have concerns about privacy/security?
Did it seem to make health care seeking/delivery easier or more burdensome?
.
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Apply psychological theories to a case study in human sexuality.
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Apply scholarly research findings to a case study in human sexuality.
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Write coherently to support a central idea with correct grammar, usage, and mechanics as expected of a psychology professional.
Use APA format and style.
APA Resources
Because this is a psychology course, you need to format this assessment according to APA guidelines. Additional resources about APA can be found in the Research Resources in the left navigation menu of your courseroom. Use the resources to guide your work as needed.
American Psychological Association. (2010).
Publication manual of the American Psychological Association
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Available from the
bookstore
.
APA Paper Template [DOCX]
.
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The following resource is required to complete the assessment.
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|
Transcript
.
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The resources provided here are optional and support the assessment. They provide helpful information about the topics. You may use other resources of your choice to prepare for this assessment; however, you will need to ensure that they are appropriate, credible, and valid. The
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can help direct your research. The Supplemental Resources and Research Resources, both linked from the left navigation menu in your courseroom, provide additional resources to help support you.
Human Sexuality and Reproductive Choices
Kelly, G. F. (2015).
Sexuality today
(11th ed.). New York, NY: McGraw-Hill.
Available from the
bookstore
.
Chapter 10, "Reprod.
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Note:
Each assessment in this course builds on the work you completed in the previous assessment. Therefore, you must complete the assessments in this course in the order in which they are presented.
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Develop strategic goal statements and outcomes that support the achievement of specific quality and safety improvements for a care setting.
Justify the relevance of proposed strategic goals and outcomes in relation to the mission, vision, and values of a care setting.
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Analyze the extent to which strategic goals and outcomes address the use of technology and the ethical, cultural, and regulatory environments.
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Explain how relevant leadership and health care theories will be used to help achieve proposed strategic goals and objectives.
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The resources provided here are optional. You may use other resources of your choice to prepare for this assessment; however, you will need to ensure that they are appropriate, credible, and valid. The
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Note
: Each assessment in this course builds on the work you completed in the previous assessment. Therefore, you must complete the assessments in this course in the order in which they are presented.
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SHOW LESS
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Integrate relevant sources to support assertions, correctly formatting citations and references using APA style.
CONTEXT:
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Develop a 10- to 12- slide PowerPoint Presentation designed for training the staff at a local high school. The PowerPoint Presentation should focus on strategies that promote communication skills among adolescents.
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Creating the PowerPoint Presentation
The PowerPoint Presentation:
Must be 10 to 12 slides, and formatted according to APA style as outlined by the Ashford Writing Center.
Must include a title slide with the following:
Title of the training
Student’s name
Course name and number
Instructor’s name
Date submitted
Must present a thesis statement regarding why social skills training would be appropriate for adolescents.
Must explain different types of communication (e.g., aggressive and assertive).
Must share four strategies on how adolescents could improve their communication skills.
Must create at least three hypothetical scenarios of problems that adolescents might encounter, including one that involves cultural/ethnic issues. The scenarios should show how adolescents could use improved communication skills to solve these problems.
Must develop conclusions that reiterate the opening thesis statement, include a summary of the social skills training discussed, and offer evidence of its effectiveness.
Must use at least four scholarly sources (in addition to the course text), including a minimum of two from the Ashford Online Library. References are to be provided as needed within the slides.
Must include a separate reference slide, formatted according to APA style as outlined in the Ashford Writing Center.
.
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Literature Review
Self-Efficacy toward Technology
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Description:
Ch .17:
Newborn transitioning
Ch. 18:
Nursing management of the
newborn
Ch.19:
Nursing Management at risk:
Pregnancy-related complications
Ch.20:
Nursing Management of the
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Description of the assignment:
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.
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Description of the Assignment
This assignment presents a modified method for conducting a concept analysis of
one
concept that is important and useful to the nurse practitioner role. The concept for this assignment must be supported by a published
nursing
theory. The selected concept is identified and then the elements of the analysis process are applied in order to synthesize knowledge for application as demonstrated through the creation of a model case. Theoretical applications of the concept are also discussed. Non-nursing theories may
not
be used. Scholarly literature is incorporated throughout the analysis.
Only the elements identified in this assignment should be used for this concept analysis.
Possible Concepts:
The following concepts are not required; students may select one of these concepts or find another concept. Each selected concept must be associated with a nursing theory; the use of non-nursing theories is
not
allowed. If you have any questions regarding your concept or the nursing theory, please consult with your faculty member for assistance.
Please note: the concepts of caring or cultural humility are not permitted for this assignment.
Adaptation
Burnout
Civility
Comfort
Compassion
Compassion fatigue
Competence
Empowerment
Engagement
Health
Leadership
Meaningfulness
Modeling
Noise
Pain
Palliative care
Quality of life
Resilience
Self-care
Sensory overload
Situational awareness
Criteria for Content
Definition/Explanation of the selected nursing concept
Defines/explains the concept using scholarly literature (a dictionary maybe used for this section
only
)
Support from nursing literature is required.
2.
Defining attributes:
A minimum of
three (3)
attributes are required.
Support from nursing literature is required.
Explanation: An attribute identifies characteristics of a concept. For this question, the characteristics of the selected nursing concept are identified and discussed.
Antecedent and Consequence
1 antecedent
of the selected nursing concept.
1 consequence
of the selected nursing concept.
Support from nursing literature is required.
Explanation:
An antecedent is an identifiable occurrence that happens before an event. An antecedent precedes a selected nursing concept. A consequence follows or is the result of an event. The selected consequence follows or is the result of the selected nursing concept.
4.
Model Case
1 Model Case
is created by the student and discussed substantively by demonstrating within the case each of the following areas:
Definition
All identified attributes
Theoretical Applications of the Concept
Explain how the concept applies to the selected nursing theory.
Support from nursing literature is required.
Reflection
Reflect on how the concept analysis findings apply to your advanced nursing practice, specifically as an NP.
Self-reflection may be written in first-person.
Preparing the Assi.
Description of theNationalMilitary Strategy2018.docxbradburgess22840
Description of the
National
Military
Strategy
2018
The Joint Staff
1
Overview
The 2018 National Military Strategy (NMS) provides the
Joint Force a framework for protecting and advancing U.S.
national interests. Pursuant to statute, it reflects a
comprehensive review conducted by the Chairman with the
other members of the Joint Chiefs of Staff and the unified
combatant commanders.
As an overarching military strategic framework, this
strategy implements the substantial body of policy and
strategy direction provided in the 2017 National Security
Strategy, the 2018 National Defense Strategy (NDS), the
Defense Planning Guidance (DPG), and other documents.
The 2018 NMS provides the Chairman’s military advice for
how the Joint Force implements the defense objectives in
the NDS and the direction from the President and the
Secretary of Defense.
The 2018 NMS also reflects lessons learned from
implementing global integration over the last two years. The
strategy articulates a continuum of strategic direction to
frame global integration into three strategy horizons to meet
the challenges of the existing and future security
environment. Force employment addresses planning, force
management, and decisionmaking to fulfill the defense
objectives of the NDS. Force development adapts functions,
capabilities, and concepts to improve the current Joint
Force. Force design innovates to enable the Joint Force to
do what it does differently to retain a competitive advantage
against any adversary.
The vision of the Joint Force articulated in the 2018 NMS is
a Joint Force capable of defending the homeland and
projecting power globally, now and into the future.
2
Strategic Approach
From its global perspective, the NMS premises an adaptive
and innovative Joint Force capable of employing its
capabilities seamlessly across multiple regions and all
domains -- continuing the transition from a regional to a
global mindset and approach.
This strategy
anchors its
approach against a
set of clearly
identified security
trends outlined in
the NDS (see inset).
These trends,
especially those
posed by the
reemergence of
great power
competition with China and Russia, represent the most
difficult challenges facing the Joint Force. However, the full
scope of global integration must recognize uncertainty and
be vigilant for emerging threats to the security and interests
of the United States, its allies and partners. In a security
environment where the homeland is no longer a sanctuary
and every operating domain is contested, competitors and
adversaries will continue to operate across geographic
regions and span multiple domains to offset or erode Joint
Force advantages.
To achieve military advantage over competitors and
adversaries, the NMS introduces the notion of joint
combined arms, defined as the conduct of operational art
through the integration of joint capabilities.
Description This is a 4 page paper about either a creative genius o.docxbradburgess22840
Description: This is a 4 page paper about either a creative genius of your choosing (Thomas Edison? Einstein? Michelangelo? Beyonce? Lucille Ball?) or a creative business (DuPont, Corning, IDEO? Pixar?). You can either read a full biography or research the person or organization using several sources. The paper should include: Description and background of the person/organization, 2) why you chose him/her/it, 3) what this person/org achieved (briefly), 4) how he/she/it fuels their creativity (his or her own, or if a company, its workforce) and 5) include a self reflection. Knowing what they do, what are some things YOU DO to fuel your creativity? What else could you do going forward? . #4 and #5 are most important. At the end of the paper, summarize by listing at least ten to fifteen things that this individual did to fuel his/her/its creativity. Here are some examples:
Da Vinci kept journals and notebooks. He dissected eyes and other body parts. He learned many mediums - painting sculpting, etc.
Ian Flemming (author), designed golf courses in his spare time.
Steven Hillenburg, the creator of Spongebob, had been a marine biology professor who had a keen interest in art and began drawing visual images for his student which he then began animating. He continuously worked on acquiring new skills. He watched old movies.
Beyonce learned dressmaking from her mom, who designed all of her early costumes. Her mom had sewn clothing for priests and nuns in exchange for Beyonce’s tuition.
Etsy has employee-led workshops where associates teach others their hobbies, and they regularly engage their shop owners in planning
The important thing about this project is that you learn and be able to share not just what they achieved, but what they did to nurture their creativity. You must include sources.
.
Describe your experience with electronic healthmedical record.docxbradburgess22840
Describe your experience with electronic health/medical records (EHR/EMR).
Have you used a health care IT system as a patient/provider? If yes, what system(s) did you use?
What were your impressions of the system?
Did you find it user-friendly?
Did you have concerns about privacy/security?
Did it seem to make health care seeking/delivery easier or more burdensome?
.
Description Develop a paper describing how the knowledge, skill.docxbradburgess22840
Description:
Develop a paper describing how the knowledge, skills, or theories
of this course
have been applied or could be applied, in a practical manner to your current work environment. If you are not currently working, share times when you have or could observe these theories and knowledge applied to an employment opportunity in your field of study.
Requirements:
Provide a >500 word (2 or more pages) paper (excluding title and reference pages in page count). The paper should include a title page, body (include Introduction and Conclusion sections), and a reference page. An abstract is not required for this assignment. Use proper APA formatting of the entire paper including sources on the reference page and citations in the body of the paper.
.
Describing Research FindingsResearchers take many steps to p.docxbradburgess22840
Describing Research Findings
Researchers take many steps to prepare, organize, and analyze research data. In this discussion, you will examine the importance of taking a systematic approach to describing research findings. Be sure to address the following in your main post:
What is the purpose of computing descriptive statistics and exploratory analyses?
Why should researchers graph their data? What are the benefits of graphing?
How might you assess the distribution of data?
What does the “spread” of data tell us?
What does Pearson
r
tell us about two variables?
.
Description I. Introduction A. Summarize the client. What is the rat.docxbradburgess22840
Description I. Introduction A. Summarize the client. What is the rationale for seeking counseling?
II. Biopsychosocial Summary
A. Describe the problem that brought the client to treatment. i. Make sure to address any problems, issues, or challenges the client may be facing.
B. Explain the symptoms affecting the client. i. What are the behavioral symptoms? ii. What are the cognitive symptoms? iii. What are the emotional symptoms? iv. What are the physiological symptoms?
C. Identify any environmental factors that may be contributing to the client's problem.
D. Identify any potential harmful behavior: i. Aggression ii. Harm to others iii. Harm to self iv. Criminal activity v. Impulsive behaviors vi. High-risk activity
E. Determine if the client has a family history of the diagnosis. Consider how this may affect the client. F. Use evidence-based research to support the biological factors presented in the case.
G. Outline how the client identifies him- or herself in regard to cultural characteristics. Make sure to add rationale for any answers that are not straightforward. i. What are the addressing factors?
a. Age and generational influences
b. Developmental disabilities (acquired at birth or during childhood)
c. Disabilities acquired later in life (e.g., traumatic brain injury, multiple sclerosis, stroke)
d. Religion and spirituality
e. Ethnic and racial identity
f. Socioeconomic status
g. Sexual orientation
h. Indigenous heritage
i. National origin j. Gender
H. Summarize how the client culturally identifies him- or herself.
i. With the identifiers above, how does the client culturally identify him- or herself? ii. What is the order of importance for the client? Assessment III. Co-occurring Disorders
A. Identify any co-occurring disorders. B. Describe the initial DSM diagnosis. i. What is the overall descriptor of the diagnosis? ii. What criteria must be met to meet the diagnosis? iii. Describe which client behaviors are being used to meet the diagnostic criteria.
C. Discuss the rationale behind the diagnosis. i. Identify what other diagnoses should be ruled out. Make sure to provide rationale. ii. Identify limitations with this diagnosis. Make sure to provide rationale.
D. Use evidence-based research to support your justification. IV. Addiction Assessments
A. Describe how the assessment was administered.
B. Describe the assessment scoring.
C. Summarize the assessment results.
i. How do you interpret the results? Plan V. Recommendations
A. Summarize what you recommend for this client based on the information collected.
i. Describe what you recommend for recovery.
ii. Describe what you recommend for relapse prevention.
resources you would provide to the client. Rubric Guidelines for Submission: Consider using the headings from the critical elements outlined above when drafting your DAP note, as you will do this when you submit for your final project. You may also consider using double spac.
Describes the use of Computers in Nursing in general clearly and com.docxbradburgess22840
Describes the use of Computers in Nursing in general clearly and comprehensively.
Address the significance of Computers, attributes of Computers (i.e., accuracy, cost, accessibility, etc.), and provide specific examples with rationale of situations in which Computers as an educational tool would provide advantages as well as disadvantages.
Relate the use of Computers to the appropriate professional standards and competencies.
.
Gender and Mental Health - Counselling and Family Therapy Applications and In...PsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
How to Setup Default Value for a Field in Odoo 17Celine George
In Odoo, we can set a default value for a field during the creation of a record for a model. We have many methods in odoo for setting a default value to the field.
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) CurriculumMJDuyan
(𝐓𝐋𝐄 𝟏𝟎𝟎) (𝐋𝐞𝐬𝐬𝐨𝐧 𝟏)-𝐏𝐫𝐞𝐥𝐢𝐦𝐬
𝐃𝐢𝐬𝐜𝐮𝐬𝐬 𝐭𝐡𝐞 𝐄𝐏𝐏 𝐂𝐮𝐫𝐫𝐢𝐜𝐮𝐥𝐮𝐦 𝐢𝐧 𝐭𝐡𝐞 𝐏𝐡𝐢𝐥𝐢𝐩𝐩𝐢𝐧𝐞𝐬:
- Understand the goals and objectives of the Edukasyong Pantahanan at Pangkabuhayan (EPP) curriculum, recognizing its importance in fostering practical life skills and values among students. Students will also be able to identify the key components and subjects covered, such as agriculture, home economics, industrial arts, and information and communication technology.
𝐄𝐱𝐩𝐥𝐚𝐢𝐧 𝐭𝐡𝐞 𝐍𝐚𝐭𝐮𝐫𝐞 𝐚𝐧𝐝 𝐒𝐜𝐨𝐩𝐞 𝐨𝐟 𝐚𝐧 𝐄𝐧𝐭𝐫𝐞𝐩𝐫𝐞𝐧𝐞𝐮𝐫:
-Define entrepreneurship, distinguishing it from general business activities by emphasizing its focus on innovation, risk-taking, and value creation. Students will describe the characteristics and traits of successful entrepreneurs, including their roles and responsibilities, and discuss the broader economic and social impacts of entrepreneurial activities on both local and global scales.
🔥🔥🔥🔥🔥🔥🔥🔥🔥
إضغ بين إيديكم من أقوى الملازم التي صممتها
ملزمة تشريح الجهاز الهيكلي (نظري 3)
💀💀💀💀💀💀💀💀💀💀
تتميز هذهِ الملزمة بعِدة مُميزات :
1- مُترجمة ترجمة تُناسب جميع المستويات
2- تحتوي على 78 رسم توضيحي لكل كلمة موجودة بالملزمة (لكل كلمة !!!!)
#فهم_ماكو_درخ
3- دقة الكتابة والصور عالية جداً جداً جداً
4- هُنالك بعض المعلومات تم توضيحها بشكل تفصيلي جداً (تُعتبر لدى الطالب أو الطالبة بإنها معلومات مُبهمة ومع ذلك تم توضيح هذهِ المعلومات المُبهمة بشكل تفصيلي جداً
5- الملزمة تشرح نفسها ب نفسها بس تكلك تعال اقراني
6- تحتوي الملزمة في اول سلايد على خارطة تتضمن جميع تفرُعات معلومات الجهاز الهيكلي المذكورة في هذهِ الملزمة
واخيراً هذهِ الملزمة حلالٌ عليكم وإتمنى منكم إن تدعولي بالخير والصحة والعافية فقط
كل التوفيق زملائي وزميلاتي ، زميلكم محمد الذهبي 💊💊
🔥🔥🔥🔥🔥🔥🔥🔥🔥
Level 3 NCEA - NZ: A Nation In the Making 1872 - 1900 SML.pptHenry Hollis
The History of NZ 1870-1900.
Making of a Nation.
From the NZ Wars to Liberals,
Richard Seddon, George Grey,
Social Laboratory, New Zealand,
Confiscations, Kotahitanga, Kingitanga, Parliament, Suffrage, Repudiation, Economic Change, Agriculture, Gold Mining, Timber, Flax, Sheep, Dairying,
THE SACRIFICE HOW PRO-PALESTINE PROTESTS STUDENTS ARE SACRIFICING TO CHANGE T...indexPub
The recent surge in pro-Palestine student activism has prompted significant responses from universities, ranging from negotiations and divestment commitments to increased transparency about investments in companies supporting the war on Gaza. This activism has led to the cessation of student encampments but also highlighted the substantial sacrifices made by students, including academic disruptions and personal risks. The primary drivers of these protests are poor university administration, lack of transparency, and inadequate communication between officials and students. This study examines the profound emotional, psychological, and professional impacts on students engaged in pro-Palestine protests, focusing on Generation Z's (Gen-Z) activism dynamics. This paper explores the significant sacrifices made by these students and even the professors supporting the pro-Palestine movement, with a focus on recent global movements. Through an in-depth analysis of printed and electronic media, the study examines the impacts of these sacrifices on the academic and personal lives of those involved. The paper highlights examples from various universities, demonstrating student activism's long-term and short-term effects, including disciplinary actions, social backlash, and career implications. The researchers also explore the broader implications of student sacrifices. The findings reveal that these sacrifices are driven by a profound commitment to justice and human rights, and are influenced by the increasing availability of information, peer interactions, and personal convictions. The study also discusses the broader implications of this activism, comparing it to historical precedents and assessing its potential to influence policy and public opinion. The emotional and psychological toll on student activists is significant, but their sense of purpose and community support mitigates some of these challenges. However, the researchers call for acknowledging the broader Impact of these sacrifices on the future global movement of FreePalestine.
KHUSWANT SINGH.pptx ALL YOU NEED TO KNOW ABOUT KHUSHWANT SINGH
Team Interview Project The team interview project consist .docx
1. Team Interview Project
The team interview project consist of each team contacting a
middle or top manager of a medium
to large size organization, preparing questions for a
comprehensive interview, performing the
interview, and writing up the results (specific format below).
Step 1 – Find a manager (middle manager or greater) that
someone in your group knows,
someone’s parent knows, someone in the community, etc. that
would be open to being
interviewed. Please submit the name of your manager for
approval in your project status report
due October 21.
Step 2 – Assemble a list of questions that would be exhaustive
enough to take up a 45-60 minute
interview and would gather information related to the four
functions of management that we talk
about in class. This list of questions is due for approval by
November 6.
Step 3 – After your questions have been approved, arrange a
time when 3-4 members of your
group can sit down with the manager and perform the interview.
Conduct the interview. (You
will probably need to either take really good notes during the
interview or record the interview
on a recording device, so that you can transcribe it later.)
Step 4 – Write up your report. The first 2-3 pages should be
2. background information on the
company, the manager, and his/her position within the company.
Be sure to include basic
information on the manager’s educational background, tenure
with the company, and previous
positions held. The next 8-10 pages will be questions and
answers from the interview. The last 4-
5 pages will be a summary of what your group learned through
conducting the interview,
specifically with relation to the topics discussed in class.
Step 5 – (optional for up to 5 points extra credit on your
project) Make a 3-4 minute YouTube
video detailing who you interviewed and some information that
you learned from the interview
that might be interesting to the rest of the class. If posting this
to YouTube, please set the privacy
settings to Unlisted.
The final project is due in class on December 4.
Paper format:
1. Intro
2. Q&A
A. Planning
B. Organizing
C. Leading
D. Controlling
3. What we learned
A. Planning
B. Organizing
C. Leading
D. Controlling
3. 4. Conclusion
Background Information
Karen Harmon Abbott is Chief Compliance Officer and Interim
Chief Legal Counsel of American Addiction Center (“AAC”).
AAC, founded in 2007, is the largest network of rehab facilities
nationwide and in 2017 became the first publicly traded
addiction treatment provider in the U.S. AAC programs are
located in California, Florida, Texas, Nevada, Massachusetts,
Mississippi, New Jersey, and Rhode Island, use research-based
treatments to help clients with drug addiction, alcohol
addiction, and mental and behavioral health issues.
Ms. Abbott is an accomplished lawyer who brings a
wealth of experience to her position, having been in healthcare
for most of her career. Prior to AAC, Karen served as the Sr.
Vice President, Senior Counsel and Chief Compliance Officer at
Diversicare Health Services, a publicly traded operator of
facilities that provide long term care and skilled nursing
rehabilitation care. Prior to that, she was the Chief
Administrative Lawyer, Vice President, Associate General
Counsel & Assistant Corporate Secretary for twenty years with
IASIS Healthcare Corporation (now Steward Health Systems,
LLC) where she held progressive legal positions in the company
beginning in 1999. She was instrumental in assisting IASIS
Healthcare in its acquisition by Steward Health Systems and the
successful merger of the two entities, making Steward the
largest private hospital operator in the United States. This
multi-billion-dollar deal is one of the biggest accomplishments
for Ms. Abbott while serving in the field of law.
Ms. Abbott began her professional career in 1987. Prior to
becoming a lawyer, she worked as a paralegal while attending
law school at night, and over the span of her career, has held a
variety of responsible positions covering corporate legal
services, human resources, compliance, transactions and
healthcare operations. She received her law degree from the
4. Nashville School of Law in 1999. She also holds a bachelor’s
degree in psychology and a minor in sociology from Carson
Newman College, Jefferson City, TN. Ms. Abbott, the daughter
of a bread truck driver and Tupperware saleswoman, grew up in
Athens, Tennessee, an East Tennessee small town settled
halfway between Knoxville & Chattanooga, where she
graduated from McMinn County High School.
In addition to her many years of legal experience, she has
substantial experience and knowledge in advising and directing
compliance programs which govern the industry. Karen also has
substantial expertise in the areas of corporate and transactional
law and brings to her current position a deep history and
understanding of the corporate business environment and
compliance matters. She is well versed in the nuances of the
healthcare industry as well as healthcare law, compliance and
ethics. Ms. Abbott’s experience as Chief Administrative Lawyer
and the senior legal expert responsible for employment legal
matters at IASIS have demonstrated her keen ability to relate to
employees as well as understand the needs of management. Ms.
Abbott is an excellent resource for all management levels
including investigations and training, with an extensive
understanding of healthcare regulatory, compliance and ethics
matters within healthcare organizations at both public and
private companies. Therefore, she brings to her new position a
deep history and understanding of the corporate business
environment and compliance matters along with a clear view of
where we should direct our compliance efforts moving forward.
Karen has served on several volunteer boards over the
years, including All About Women, a Middle Tennessee non-
profit organization that connects women with free, engaging
resources to balance their lives and improve their health and
assists in linking women with information and services to
address their total well-being beyond just their healthcare needs
including fitness and nutrition, mental health, education and
career services, legal and financial issues and Nashville
Christian School, a private K-12, college preparatory school
5. located in West Nashville. She has been married to her husband
Hal, Sr. for 27 years and they have three children. She enjoys
spending time with her children, cooking reading and being
outdoors.
Interview manuscript
Hello, my name is Karen Abbott, and I am chief compliance
officer in general counsel at American Addiction Centers here
in Brentwood, Tennessee. American Addiction Centers is a
small public company and our mission is to help people with
addiction to alcohol and drugs find the right treatment for them
to be successful in life. We have several rehab facilities
throughout the country, and we specialize in addiction treatment
and dual diagnosis. Prior to that I was with a company called
Aegis Healthcare Corporation for about twenty years where I
was chief administrative lawyer. That company was a three-
billion-dollar hospital company, we managed and owned
hospitals, and we were bought by Stuart Healthcare out of
Boston which relocated that firm to Dallas, and it is now the
largest private hospital company in the country. So, I’m ready
for any questions you all may have.
Thank you so much, first of all, for allowing us to interview
you, it’s a real privilege. first, I’d like to ask you some more
questions about your background. What drew you to working for
American Addiction Centers?
So actually, what drew me to work for them was a team I
worked with before at Aegis. The culture at Aegis was
significant, in terms of significantly wonderful. We were very
collegiate, the synergy there was amazing, and it was a sad day
when we decided that we were going to have to break up the
6. band. A lot of people went their different ways, some people
relocated to Dallas. We had all worked together a long time.
The turnover there was pretty low, and so we had a lot of long-
term employees. We had built trust among ourselves, so it was
very difficult for a lot of people when Aegis was sold. I always
loved being a lawyer, but what I excelled in at Aegis was
Compliance, and I had helped build that program there into a
very robust compliance program by giving legal advice. I was
advising our chief compliance officer, and then I also loved
doing employment. That’s not all I did there, but those were the
things I loved, and so after twenty years I actually had an
opportunity to ask myself “what is it you really are good at and
what is it that you really want to do that’s more than just a
paycheck?” I chose compliance, and I had a friend who really
pushed me to get myself out there. I finished my job at Aegis on
June 28th and started at a company called Diversicare the very
next Monday. I worked there for six months, and quite frankly,
it was not a good fit, I was not happy. Nothing against that
company, it’s a wonderful company, but it wasn’t good for me.
And as it turned out, Aegis needed a new chief compliance
officer. A colleague, who is now the general counsel here,
recruited me to come over and work here. I did a lot of research
on Aegis, and I loved their mission. It is a for-profit company,
but just because you’re for-profit doesn’t mean you aren’t doing
work that changes peoples’ lives, and I needed to be doing
something where I felt like I was making a difference.
What is this something you could have imagined yourself
doing twenty years ago?
Let’s go back to when I was your age. When I was out of
college and got my first job as a paralegal, I could not imagine
being a lawyer. I didn’t have the dream to be a lawyer. I was a
hard worker, I was driven, but I did not see myself as a lawyer.
Twenty years ago, no way.
Most of us are soon to be college graduates, what is some
advice that you wished someone would’ve told you when you
were starting your post-college life?
7. “Relax. Be yourself.” No kidding, I know that sounds like
cliché thing to say. You do not have to know what you want to
do today, and it might change, you don;’t have to decide your
life path at twenty two. Find something you enjoy, work hard at
it. If the money doesn’t come, find a way to rearrange things so
that you can still do what you love and the money will come.
There’s too much looking what peers are coming out of college
making. Someone’s making a hundred thousand dollars over
here, someone’s making seventy thousand over there, that might
be great for them but you might hate that job. Don’t be afraid to
try something because you’re afraid you won’t like it. Being
yourself is always going to make a good interview, and be
cognizant of who you’re being interviewed by. If you’re going
to corporate, big time America, you’re going to present yourself
differently. How you look matters, people do think about that,
but if you do make a mistake in your interview, just laugh at
yourself, go ahead and laugh in front of them.
I’m going to move on to some questions about planning
and your planning process. What are some examples of some
short-term goals that you are dealing with Right now fir
American Addiction Centers?
One thing we’re trying to accomplish is to find a way to get
more admissions. We have set goals of a certain number of
admissions per week. That’s actually a short-term goal that
turned into a long-term goal. For me personally, I need hard
quantitative auditing and training. One of my short-term goals
is to get everyone trained properly so that they can identify
issues that provide certain opportunities. There’s a couple more
right now; one is more revenue driven and the other is more
compliance driven.
It sounds like the company’s mission is particularly
important in your planning process. Would you say that that’s a
fair assessment?
Absolutely, it is. Our mission is to find ways to give hope to
people so they can understand that they can be healed from the
awful disease of addiction. So yes, the mission is extremely
8. important to me. It’s all about hope and healing.
What is American Addiction Centers’ System for finding people
who need treatment and how do you get that treatment to them?
In other words, how do you find people to serve?
We do that in a lot of different ways. Part of our business, a big
part of our business, in fact, is business development as a call
center. People, at the end of their ropes, will search for alcohol
treatment or alcohol rehab online. By doing that, people will
find us via our website. That a whole thing in and of itself, we
have a team that specifically researches who are the people that
interact with our website, and how they interact with it, day in
and day out. People will click on our website, find a number,
and make a call into our call center where they will
communicate with trained individuals who know how to guide
them into the process of recovery. It’s a different kind of call
center because you’re talking with people who are trying to get
treatment and sometimes they are not sure as to what that
entails or how to going about getting it. Maybe they’re
apprehensive. To keep people from backing out, we follow them
through the whole process. Because we have treatment centers
all over the country, we want to place them at the best center
for them. Maybe they want equine therapy. Maybe they care
more about being at the beach and would benefit from our
facility in Laguna, California. If we can’t provide their needs,
because there are always people whose needs we won’t be able
to meet for various reasons, we try to guide them to right center
for them. So naturally, we want them to come to our centers
first, but we also have an obligation to help individuals find
help outside of our centers, we take that very seriously. Also,
when it comes to planning, we begin our strategic planning in
July for every one of our centers. We use everybody in every
department and facility to put together a budget that has to be
submitted to our executive management team, which often need
to be formally presented. At this point in the year, we’re already
thinking about our strategies for next year. We also need to be
cognizant of how the insurance companies are going to pay for
9. treatment. Also, who are the payers, what are they willing to
pay for, and what are our contracts with those payers? We’ve
got to forecast that for the future in some way that’s accurate.
What is your planning process like at the beginning of the work
week is that typically daily, weekly or, monthly?
At the beginning of the week you typically start planning for the
next week, and you kind of live and die by that system. But you
must be prepared to schedule in the last-minute emergencies, by
offering yourself enough wiggle room in order to not become
overwhelmed or crammed for time. If you fill out your day to
the limits, you need to trust your staff to be able to take that
call or be able to reschedule for you. But never wait for your
deadline due to the nature of my workplace which almost
guarantees some sort of delay or surprise. If I have due date, I
just begin working on it the day I’m presented the due date in
order to have that ready by my deadline where I’ll try to get at
least 90% of it ready before the day before its due so I don’t
need to stay up all night, while also making it doable regardless
if some sort of emergency hits.
When it comes to motivating your employees have there ever
been any problems with that or have you ever had to motivate
your employees to work harder?
Yes, I can tell you that people are motivated by different things.
you must figure out that sometimes it takes you a minute, where
it's my job to know what it takes to motivate my employees.
One who is clearly motivated by money, one that is motivated
by her own feeling of accomplishment not only it's important to
her but to me and the rest of the team and people involved,
another employee is motivated by learning and achieving new
information and checking things off his list. I even have one
employee who wants a lot of attention pats on the back and
encouragement. But I also have employee that's just a blob and
just needs to be left alone. If you work with them in thier realm
10. of motivation and they still aren’t performing, then you are
going to have to hit them over the head with a performance
plan. You have to tell them I know this might be out of your
comfort zone, but you must do this a certain way. Because at
the end of the day you have a boss, I have a boss, and the CEO
of the company has a boss. Where everyone is expecting a
certain result, and it's are job as a team to get to that result.
Even if you don’t like you have to do it and where my position
in the company is I must be the one to do it and that need for
results motivates me personally.
Would you say someone motivating by the money vs someone
who is more motivated by their work. Do you believe that
different motivations lead to better or worse employee
performance?
Usually the person who is motivated by money is not going to
do as well financially as the person who is just trying to be
there best and be as helpful as possible is always going to move
up. I have a girl working for me right now who is so motivated
through doing her best and helping and looking out for me I
could not function at the level I do without her which makes her
irreplaceable to me. Whereas the more finically driven of my
employees is less likely to be my right-hand person because
maybe she doesn’t want to be my right hand, she's a hard
worker but maybe she doesn’t want the extra responsibility. She
wants to come in work hard do her job and get paid for it.
Which is completely ok because they will always come to work
in order to make their financial goals.
Do you ever have to consult your employees for suggestions
before making big decisions?
All the time. Every big decision. Because I sit here in my office
and I can think this is some great idea but because I'm not the
person physically doing it. I need to consult with them to see
how my idea would affect their job. Because it could sound
great and magical but, it could be inefficient and not work out
at all how we intend it to. Plus, I have people on my team who
have a lot more knowledge about things that I oversee them for
11. that they do every single day that I would have no idea what
that is they are doing. So, it would be silly for me to decide
without their input do to my not having a as deep of knowledge
as they do on their area.
Can you walk me through little bit of just a basic chain of
commands for American Addiction Center?
So I am Chief Compliance officer I report to CEO also to Board
of Directors. So that is very important there is some subservient
independent virtue for Chef Compliance officer. Meanwhile for
my senior counsel and general counsel job I also report to CEO.
The CFO reports to CEO and the Vice President of Human
resources department also reports to the CEO. Also, our
Executive Vice President of Marketing does reports to CEO. For
my position I have ABP, director, manager, and another staff
member who reports to me. So, I do not require them to follow
an order when reporting to me from one position other. It does
not work well when there is a lot of sectors of hierarchy. So, I
like to keep it pretty flat. I may have someone help me manage
a staff member, at the end of the day it’s flat for me. Job title
are when it comes to getting your next job, but they are not
important to me. Sometime within an organization job title will
provides you with additional PTO or extra bonus. so, titles are
important when it comes to money, but I am not going treat my
staff members differently based on their job title. Whether it’s
an upper level manager or lower lever manager or anyone that is
inside an organization is equally important. It also important
that you have a loyal and honest team member. When hiring
new people, I only have two rules one is loyalty to each other
and other is no drama in workplace. Also, if you do problem
with each other in your team, you need to keep that within your
department it makes everyone’s job easier. Unless that problem
is out of your hand and that’s when you report to higher
management or myself and we will try to work it out.
What are some qualities that you think would make a person a
good leader in managerial position?
I happen to believe in servant leadership model which means I
12. am not too good to make my own copies because it might not be
an efficient to make my own copies. I always been able to help
other people see that I am not above them and I don’t feel like I
am above them, which I think it’s a good leadership quality.
Also, I believe that a good leader should trust the people that
they are working with which I am not a micromanager. So, I
know what kind of people I like to lead, I don’t like to lead
someone who has to have me looking on shoulder to shoulder.
Sometimes I say that If you are somebody that can’t come to
time and leave on time without somebody checking on you than
this is not a place for you.
Is everybody who is working for you is on the same page think
they are doing really meaningful work? If not, then how do you
work with that person?
I certainly dealt with someone who does not want to get on
board with me. First of all, I do not believe in annual personal
evaluation because I am pretty direct and kind. I always have
guide and mentor people so for the most part direct and I
usually try to say look you are not in trouble for this so don’t do
it like this the next time. So, there is no surprise when I have to
call them and write them up because I have already told three
time the same thing. I meet staff daily to manage and if they
can’t get on board, sometimes it’s not a personal and they have
to move on some where they can be successful, and I need to
find somebody that is more productive on my team.
How much autonomy do you allow your team to operate with?
So, I am not a micromanager, but I do hold them accountable,
so I am not going to look under shoulder. I expect them to know
what to bring to me when there is a problem and I expect them
to be professional. I expect the one at new entry level or new to
job person to ask me a lot of question and inform. But if you are
talking about my staff now than I don’t know what time they got
here this morning and what they are leaving. I just know they
are there when I need them, and they get me what I needed
immediately, and they have a lot of enthusiasm thankfully
which is nice.
13. Has it even been difficult getting your team to accept a new
idea or any changes to key function in company?
Sure, maybe not here today well there have been a lots of
changes and thing about it is that you can sit around and
complain about it how much you don’t like the change, but it is
not going to stop change so you might as well go ahead and
make the jump and move on. The only person that is not happy
is that you the complainer.
How are the standards in you company is established?
So, that is going to be a more like policy driven for the most
part. In most good organization they will start with good set of
policy about how we do business and how we expect people
perform. The most important thing for me is the commutate of
policy and expectations. So we do that with job description and
it’s always key for you all to understand what’s your job
description is, but you can never ever say that it not in job
description. My job description is whatever that CEO ask me to
do today.
To what extent would you say that behavior and attitude are
monitored, and how much your company mission factor into
behavior and attitude?
For me behavior and attitude are extremely important, behavior
and attitude are more important to me that how well you can do
your job. I can generally teach you how to do the job, but I
cannot improve your attitude and I cannot force you to behave
on a way that is acceptable. So, that sort of factors into our
whole vision here, we cannot force someone that is suffering
from addiction to go into treatment. So, because I am phycology
major, I am a reader of people, so I pay attention to what people
are doing. If they are rolling their eyes and if their body
language turns away, I really pick up on those things. When I
am doing training or even there is a hundred people in the room
I can identify and know the difficult employee based on their
behavior and attitude they are projecting. My company right
now are going through financial problem and over and over I
get thanks for having a positive attitude. I think leader as our
14. job to be honest and transparent, but also to be positive about it.
Is there anything you do to help deal with your stress caused
from being in a management position that you either do at home
or at work? Or advice you’d give to us or an employee on how
to deal with their stress?
First, you must really pay attention to how you are feeling. I'm
a huge supporter for self-care when you can tell you need a day
off or just a mental break you need to take it, and with your
generation your bosses are going to understand that it more
instead of my generation where it was if you’re sick toughen up
and get over it.
Self-care is all about finding something that helps take the
pressure off, at the first moment you get free time. For me
that’s reading, travelling, or just finding somewhere quiet to
relax. But it's all about your own personal care and it won’t
always be answered by taking a day off, you must find your own
way to relieve that stress.
What we learned
Planning:
Karen Abbott is the Chief compliance officer of American
Addiction Centers. Her planning process revolves around the
company's short- and long-term goal of gaining admissions for
their rehab program. Which was neat about this is that
originally admissions number when she first took the job
admissions numbers were only viewed as a short-term goal but
have since evolved into being integrated as long term goals
within the company. She likes using this method to track thier
effectiveness through it being quantitatively measurable which
makes it easier to see progress made toward achieving that goal.
Due to the hectic nature of her profession she’s a strong
advocate for scheduling a week in advance and even saying you
live and die by scheduling out. But you can never over book
yourself because of the additional stress it will cause and
likeliness a emergency. She also recommends getting 90% of a
project done prior to the day before its due for submittal to
make it at least doable to night grind it if you happen to get
15. super slammed that day instead of staying up all night and not
doing your best work. These are the most important aspects of
management because if you can’t manage your schedules you
aren’t going to meet deadlines which will result in dismissal.
Planning in their company also is used at a very humane level
when it comes to those seeking addiction help. Once someone
contacts them about treatment, they walk them through the
process and will even ask what kind of situation or environment
would best suit their personality to their greatest benefit
examples like; equine therapy or even being near a beach, have
proven to help motivate people through their rehab. This along
with yearly financial planning that takes place in July each year
helps the company budget out plans the treatment of patients
and how negotiate out contracts with insurance companies ahead
of time in order to give the most timely and effective care.
Leading:
There are several factors and importance of we learned about
leading. The first thing we learned is that it takes lots of
courage to lead other people. If you are not a people friendly
person than leading other people might be difficult for you.
While leading others there will be some people who might not
always agree with your idea or your leadership quality, so you
also need an ability to convince people. Another thing leader
need is a strength to listen to people of long period of time and
make them feel like you are interested on them. Leaders also
needs to have an ability to figure out small detail, which they
need to be detail oriented person. The reason leaders need this
ability is that when they lead people it’s easier for leaders to
find out what makes other people interested doing task and use
that to motivate them.
During an interview and in the class, we learned that people are
motivated by different reasons. Some people are motivated with
money, some are motivated with a personal growth and
accomplishment, and others are motivated by learning new
things and achieving new information. It’s leader’s
16. responsibility to find out who motivates with what and use that
get best out of them. According to Mrs. Abbott we also learned
that those who are motivated with their own feeling of
accomplishment is an asset to the organization, then those that
are motivated with money. Those people that are motivated with
accomplishment are more valuable to organization because they
are more committed in job. They also do the job in an effective
way as possible, so their contribution is important in achieving
a goal of an organization, and those who are motivated with
money usually do not perform very well.
We learned that it’s also important that leaders to be involve in
a building relationship with people. As a leader when you build
the relationships with people, they feel more connected with
you, and they are more likely to share their thoughts and
feelings with you. Relationships are hard to build, so in order to
make strong relationship as a leader you need to show respect to
people around you. In general, leader should always respect
people’s ideas and perspectives even if you do not agree with
them. Also, leader should always try to live the life of a person
they are trying to motivate. By doing that you get the idea of
how they think and handle the task, so it’s easier for you to
connect with them.
Finally, we learned that leader and different from managers.
Many times, manager is focus on productivity and achieving the
goals. They are more concerns with productivity and people
employees around them. However, leaders are more concern
about people than daily productivity. Leader do contribute to an
organization’s goals but tend to think in a long term. Leaders
know that without people, it’s difficult to finish the job. So,
leader connect with people, inspire and motivate them to finish
the long-term goals. Which it takes lots of skills and courage to
be in a leadership position.
Organizing:
From the interview with Mrs. Abbott, we learned that as chief
compliance officer, she primarily oversees and manages
regulatory and policies issues, and in doing so, she exercises all
17. four types of control. By keeping American Addiction Center in
line with national regulations, she is engaged in quality control,
while part of her job also contains an element of human
resource management, because she explained that evaluation
and appraisal of her employees’ performance is an integral part
of her job.
Furthermore, she also revealed in the interview that she plays a
role in the control of both information and financial resources.
Being a manager at a call center, Mrs. Abbott must be well
versed in marketing forecast and environmental analysis. She
additionally is involved with American Addiction Center’s
control of capital, as she explained that she is involved with
planning of how to allocate funds that goes well into next year.
We learned from Mrs. Abbott that measuring employee
satisfaction and dedication to the job is vital, particularly in a
company like American Addiction Center, whose mission is
largely responsible for a sense of team unity. Over the course of
the interview, Mrs. Abbott explained that an important facet of
her job is distinguishing between employees who are motivating
by the reward of the word itself and those motivated by money.
Ironically, Mrs. Abbott made that claim that employees that are
motivated by money tend to not make as much money as those
who are motivated by altruism.
As determined from the interview, concertive control is
important at American Addiction Center, being a company
whose employees share values and beliefs that accompany
meaningful work. Employees at a company like this feel a
sense of accomplishment from their work, which contributes to
the healthy workplace culture.