WORK ENVIRONMENT ASSESSMENT 4
Post 1
Melissa Jackson
Top of Form
Work Environment Assessment Results
The results of the Work Environment Assessment show that the workplace I evaluated could use some improvement. This determination is based on a Clark Healthy Workplace Inventory score of 72, which is mildly healthy. I rated 12 questions in the “somewhat true” category and 8 in the “neutral” category. The workplace sits somewhere right in the middle based on the fact that I have had or witnessed, some negative interactions, but overall people are happy and satisfied with their jobs. I don’t believe patient care is impacted negatively, however with more advocacy for civility based on the assessment there is room for improvement. Clark (2019) stated, “disrespectful and uncivil behaviors in healthcare settings can have detrimental effects on individuals, teams, organizations, and patient safety—including life-threatening mistakes, preventable complications, or harm to a patient” (para. 1). We know from studies and assessments, like the Clark Inventory, that the changes made to improve civility in the workplace also improving patient outcomes. I believe my workplace is mostly civil. There are always a few things in any environment or situation that can have a negative impact. Sometimes it’s a person, other times it’s a schedule, policy, or procedure. My workplace makes a good effort to correct any incivility that arises, but more can always be done. Based on the inventory they could improve in areas like promoting employee wellness and self-care, offering mentoring programs, and implementing joint-decision making.
Incivility in the workplace
The American Nurses Association defined incivility as “one or more rude, discourteous, or disrespectful actions that may or may not have a negative intent behind them” (Violence, Incivility, & Bullying, 2017, para. 2). Based on that description I recall a time when an ER physician screamed at me and insulted me in front of my peers and within earshot of patient and their families. It was not something I had done wrong and she later apologized stating she was “just having a bad day.” The charge nurse also pulled her aside and told her if she was going to treat her nurses like that there would be a formal complaint filed against her. It made for a very uncomfortable shift. As much as I tried to forget the incident, the damage was done to our working relationship. I never let it affect patient care, but all respect that I once had for her was gone. I am a firm believer in “praise in public, punish in private.” Had she just pulled me aside and asked about the situation she would have realized her error, instead she lost her cool and chose to berate me in front of peers and patients. Not only did she build a barrier with me, but she also lost the respect of many of my peers, and probably a few patients. All it took was one incidence of her losing her composure to change how everyone working that shif.
Clearly, diagnosis is a critical aspect of healthcare. However, the .docxbartholomeocoombs
Clearly, diagnosis is a critical aspect of healthcare. However, the ultimate purpose of a diagnosis is the development and application of a series of treatments or protocols. Isolated recognition of a health issue does little to resolve it.
In this module’s Discussion, you applied the Clark Healthy Workplace Inventory to diagnose potential problems with the civility of your organization. In this Portfolio Assignment, you will continue to analyze the results and apply published research to the development of a proposed treatment for any issues uncovered by the assessment.
To Prepare:
Review the Resources and examine the Clark Healthy Workplace Inventory, found on page 20 of Clark (2015).
Review the Work Environment Assessment Template.
Reflect on the output of your Discussion post regarding your evaluation of workplace civility and the feedback received from colleagues.
Select and review one or more of the following articles found in the Resources:
Clark, Olender, Cardoni, and Kenski (2011)
Clark (2018)
Clark (2015)
Griffin and Clark (2014)
The Assignment (3-6 pages total):
Part 1: Work Environment Assessment (1-2 pages)
Review the Work Environment Assessment Template you completed for this Module’s Discussion.
Describe the results of the Work Environment Assessment you completed on your workplace.
Identify two things that surprised you about the results and one idea you believed prior to conducting the Assessment that was confirmed.
Explain what the results of the Assessment suggest about the health and civility of your workplace.
Part 2: Reviewing the Literature (1-2 pages)
Briefly describe the theory or concept presented in the article(s) you selected.
Explain how the theory or concept presented in the article(s) relates to the results of your Work Environment Assessment.
Explain how your organization could apply the theory highlighted in your selected article(s) to improve organizational health and/or create stronger work teams. Be specific and provide examples.
Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams (1–2 pages)
Recommend at least two strategies, supported in the literature, that can be implemented to address any shortcomings revealed in your Work Environment Assessment.
Recommend at least two strategies that can be implemented to bolster successful practices revealed in your Work Environment Assessment.
Work Environment Assessment- this is my discussion
Using the Clark Healthy Workplace Inventory (Clark, 2015) my workplace ranks 90, or very healthy. Why it ranks as healthy or civil is that between units of the hospital there is great communication between units, to the extent that is a need on one unit as far as staffing, another unit will offer to help, this is the norm, and not the exception for our hospital. We also feel supported by management during times of crisis, I work in two distinct areas where things can escalate very quickly, .
Discussion PostIncivility in health care settings can have a dwiddowsonerica
Discussion Post
Incivility in health care settings can have a detrimental impact on individuals, teams, and organizations (Clark, 2018). The American Nurses Association (ANA) Code of Ethics for Nurses with Interpretive Statements clearly articulates the nurse's obligation to foster safe, ethical, civil workplaces (Clark, 2015).
Description Work Environment Assessment Results
The Clark healthy workplace inventory results revealed that I work in a very unhealthy work environment. After completing the assessment, my total score was less than 50. A score of less than 50 indicates a very unhealthy work environment. In the patient care environment, an unhealthy work environment can provoke uncertainty and self-doubt, weaken self-confidence, and compromise critical thinking and clinical judgment skills (Clark, Olender, Cardoni, & Kenski, 2011). I was not entirely surprised that the assessment revealed an unhealthy work environment because it is entirely accurate, as evidenced by the results. My workplace is characterized by rude, discourteous, and lack of regard for others, creating low morale among employees, stress, and hostility, and thus incivility. This abnormality has been adopted as the norm, thus forming a culture of bullying, rudeness, and other incivility set by a dictatorial head of the organization, trickling down through the ranks (Bar-David S. 2018). Employees' efforts and input are not being recognized and appreciated.
Incivility experienced in the workplace
I have experienced incivility at my workplace in many forms, patterns, shapes, and sizes. One example of my experience is when one of my patients was incontinent. I work in a mental health care facility, so we seldom have incontinent patients. We were short-staffed as usual, and I was busy passing meds and providing care for other patients in order to catch up. The assigned tech walked up to me to tell me that my patient needs to be changed. At first, I thought she needed help with changing the patient, so I offered to help when I finish passing meds. However, she told me that she does not need help, but she is wants me to go change my patient-delegating with quite an attitude-rolling her eyes. I quietly walked to the manager's office to make a report about how unruly and unprofessional the tech had conducted herself. The manager called her in the office to ask what happened. She narrated the same event. Without reprimanding her, the manager turned to me yelling that tech has not received training on how to change patients and that I should go do it since I went to school, and I have a license. She also reminded me that techs do not have any license to be revoked by the BON as nurses do. I felt very disappointed and frustrated, but I went ahead and changed the patient and continued my day in fear of losing my license if I do not do as ordered. Having the managers reminding the nurses consistently that they could lose their nursing license creates the most sig ...
Below, I have two discussion posts from 2 of my classmates and I ne.docxtangyechloe
Below, I have two discussion posts from 2 of my classmates and I need one response for each post. Response must be at least 7 sentences and should contain 2 citations in APA style, thank you.
Student 1
Nursing shortages are not a new concept. As the Baby boomers age and more nurses retire, nurses' needs will intensify (American Association of Colleges of Nursing [AACN], 2021). The nursing industry is expected to increase 7% by 2029, with an estimated 175,900 RN openings each year through 2029 (AACN, 2021). Nursing shortages are multifactual. Nursing shortage factors include: nursing school enrolment is not growing with the demand, a significant portion of nurses are nearing retirement age, and insufficient staffing driving nurses to leave the profession (AACN, 2021). One area, in particular, that is sensitive to nursing shortages, and retention is correctional nursing. "Retention of nursing staff is more complex in a correctional facility" (Chafin & Biddle, 2013). One study noted only 20% of the nurses remained employed after three-years at this particular facility (Chafin & Biddle, 2013).
In a correctional facility, the primary focus is given to security, with healthcare being second. Providing care within a correctional setting is very different than a hospital setting. Facility security is always the focus and drive. How a nurse interacts with patients (inmates) within a facility is vastly different from a non-correctional environment. Being overly friendly or nice can wreak havoc and be deemed "over familiarizing" with inmates or been seen as a weakness by inmates creating a safety concern (Walsh, 2009). The correctional setting comes with its inherent dangers and stressors, leading to nurses' high turnover.
The prison I was formerly employed with has significantly reduced nurses due to terminations and resignments. As an employee with the Michigan Department of Corrections, a nurse can be pulled from any facility to fill the needs of another facility at any given time of which has recently happened. Marquette Branch Prison is to have nine registered nurses in total, and right now, they only have four RNs employed there. The facility has tried to offer signing bonuses to retain RNs. They have changed some procedures to make it safer for the nursing staff, such as correctional escorts when going to the cells, and have reached out to contract agencies to secure nurses. However, none of these measures have led to success. As the shortage increases, the remaining nurses are forced to work more overtime in an already demanding and stressful environment leading to an even faster turnover and increased safety concerns.
Living in a rural area already stresses the number of nurses available, and trying to recruit and retain nurses within the correctional system proves to be an even harder strain. Correctional nursing is a unique field of nursing with many added stressors. As long as there is a need for healthcare, the nursing shortage topi.
Review the Resources and examine the Clark Healthy Workplace I.docxashane2
Review the Resources and examine the Clark Healthy Workplace Inventory, found on page 20 of Clark (2015).
Review the Work Environment Assessment Template.
Reflect on the output of your Discussion post regarding your evaluation of workplace civility and the feedback received from colleagues.
Select and review one or more of the following articles found in the Resources:
Clark, Olender, Cardoni, and Kenski (2011)
Clark (2018)
Clark (2015)
Griffin and Clark (2014)
The Assignment (3-6 pages total):
Part 1: Work Environment Assessment (1-2 pages)
Review the Work Environment Assessment Template you completed for this Module’s Discussion.
Describe the results of the Work Environment Assessment you completed on your workplace.
Identify two things that surprised you about the results and one idea you believed prior to conducting the Assessment that was confirmed.
Explain what the results of the Assessment suggest about the health and civility of your workplace.
Part 2: Reviewing the Literature (1-2 pages)
Briefly describe the theory or concept presented in the article(s) you selected.
Explain how the theory or concept presented in the article(s) relates to the results of your Work Environment Assessment.
Explain how your organization could apply the theory highlighted in your selected article(s) to improve organizational health and/or create stronger work teams. Be specific and provide examples.
Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams (1–2 pages)
Recommend at least two strategies, supported in the literature, that can be implemented to address any shortcomings revealed in your Work Environment Assessment.
Recommend at least two strategies that can be implemented to bolster successful practices revealed in your Work Environment Assessment.
Incivility at the workplace is common in nursing education and clinical practice (Clark, Olender, Cardoni, & Kenski, 2011). Workplace incivility can be defined as repeated offensive, disrespectful, or discouraging behavior, misuse of power, or unfair punishments that make the receiver distressed and feel shamed; creating strain; and decreasing the employee’s self-confidence (Warner, Sommers, Zappa, & Thornlow, 2016). Uncivil behaviors can appear in different forms and may cause profound effects on their recipients.
The work environment assessment of my workplace resulted in a score 35. According to Clark (2015), a score below 50 in the Clark Healthy Workplace Inventory indicates a very unhealthy work environment. It is surprising that two statements where the organization scored the highest were those that stated individuals and collective achievements are celebrated and publicized ; and that use of effective conflicts resolution skills, (Clark, 2015). The publicity and celebration of individual and collective achievements is a new thing that has just been initiated and we are going strong with it. The staffs are vastly knowledgeable .
Respond to Chisom and ArianneChisom O RE Discussion - Week .docxpeggyd2
Respond to Chisom and Arianne
Chisom O
RE: Discussion - Week 3
Top of Form
Organizational Structures and Leadership
Nurse leaders and management must have organizing skills when working in any hospital setting. According to Marquis & Huston (2015), "In the organizing phase, relationships are defined, procedures are outlined, equipment is readied, and tasks are assigned" (p. 261). The current hospital I am at runs like a corporation. The Hospital Corporation of America (HCA) is large hospital system that takes pride in being run like a business. That means that every hospital has CEO, COO, CFO, etc., just like in a corporation. The hospital is run like a line organization. According to Marquis & Huston (2015), " In these structures, authority and responsibility are clearly defined, which leads to efficiency and simplicity of relationships" (p. 271). Anyone that works at HCA must sign a contract that lists the job responsibilities and duties. This agreement serves as legal documentation that everyone understands their role in the organization.
Decision Making
The organization uses a centralized decision-making hierarchy. Upper management makes all the important decisions and will inform nurse supervisors and management of any changes that must be implemented. All the main issues in the hospital are decided by upper management and must be expedited fast (Marquis & Huston, 2015). The hospital is relatively large with multiple units and specialties. The problem with centralized decision making is that upper management must implement any changes. The current unit I'm on has significant issues related to the nurse supervisor and director. Most of the problems stem from a lack of communication with management and staff. Staff has spoken up a lot about the problem but has realized nothing is getting done. Since the upper management makes decisions for the whole hospital, it has been hard to explain the problems of the unit.
Informal and Formal Leadership
Formal and informal nurse leaders are relevant to each unit. A formal leader on the unit is the Director of Nursing (DON). The DON has a formal position in the organization. Right now, the DON functions as a manager. The DON is in charge of all the staff on the unit and works closely with the Director of the unit. As stated before, there have been numerous issues with the DON and staff. Due to many changes with the director of the unit changing to different people in the span of a few months, more tasks have been pushed onto the DON. This has caused distention amongst the staff. Staff morale is low due to not having clear and concise responsibilities and duties. The DON as a nurse leader must use evidence-based practice (EBP) to push for better quality of care and safety of staff and patients on the unit. The nurse leader must lead changes in the organization and EBP paves the way for the changes needed (Stetle, Ritchie, Rycroft-Malone, & Charns, 2017). Informal leaders are essential to any uni.
Respond to Chisom and ArianneChisom O RE Discussion - Week .docxaudeleypearl
Respond to Chisom and Arianne
Chisom O
RE: Discussion - Week 3
Top of Form
Organizational Structures and Leadership
Nurse leaders and management must have organizing skills when working in any hospital setting. According to Marquis & Huston (2015), "In the organizing phase, relationships are defined, procedures are outlined, equipment is readied, and tasks are assigned" (p. 261). The current hospital I am at runs like a corporation. The Hospital Corporation of America (HCA) is large hospital system that takes pride in being run like a business. That means that every hospital has CEO, COO, CFO, etc., just like in a corporation. The hospital is run like a line organization. According to Marquis & Huston (2015), " In these structures, authority and responsibility are clearly defined, which leads to efficiency and simplicity of relationships" (p. 271). Anyone that works at HCA must sign a contract that lists the job responsibilities and duties. This agreement serves as legal documentation that everyone understands their role in the organization.
Decision Making
The organization uses a centralized decision-making hierarchy. Upper management makes all the important decisions and will inform nurse supervisors and management of any changes that must be implemented. All the main issues in the hospital are decided by upper management and must be expedited fast (Marquis & Huston, 2015). The hospital is relatively large with multiple units and specialties. The problem with centralized decision making is that upper management must implement any changes. The current unit I'm on has significant issues related to the nurse supervisor and director. Most of the problems stem from a lack of communication with management and staff. Staff has spoken up a lot about the problem but has realized nothing is getting done. Since the upper management makes decisions for the whole hospital, it has been hard to explain the problems of the unit.
Informal and Formal Leadership
Formal and informal nurse leaders are relevant to each unit. A formal leader on the unit is the Director of Nursing (DON). The DON has a formal position in the organization. Right now, the DON functions as a manager. The DON is in charge of all the staff on the unit and works closely with the Director of the unit. As stated before, there have been numerous issues with the DON and staff. Due to many changes with the director of the unit changing to different people in the span of a few months, more tasks have been pushed onto the DON. This has caused distention amongst the staff. Staff morale is low due to not having clear and concise responsibilities and duties. The DON as a nurse leader must use evidence-based practice (EBP) to push for better quality of care and safety of staff and patients on the unit. The nurse leader must lead changes in the organization and EBP paves the way for the changes needed (Stetle, Ritchie, Rycroft-Malone, & Charns, 2017). Informal leaders are essential to any uni ...
Clearly, diagnosis is a critical aspect of healthcare. However, the .docxbartholomeocoombs
Clearly, diagnosis is a critical aspect of healthcare. However, the ultimate purpose of a diagnosis is the development and application of a series of treatments or protocols. Isolated recognition of a health issue does little to resolve it.
In this module’s Discussion, you applied the Clark Healthy Workplace Inventory to diagnose potential problems with the civility of your organization. In this Portfolio Assignment, you will continue to analyze the results and apply published research to the development of a proposed treatment for any issues uncovered by the assessment.
To Prepare:
Review the Resources and examine the Clark Healthy Workplace Inventory, found on page 20 of Clark (2015).
Review the Work Environment Assessment Template.
Reflect on the output of your Discussion post regarding your evaluation of workplace civility and the feedback received from colleagues.
Select and review one or more of the following articles found in the Resources:
Clark, Olender, Cardoni, and Kenski (2011)
Clark (2018)
Clark (2015)
Griffin and Clark (2014)
The Assignment (3-6 pages total):
Part 1: Work Environment Assessment (1-2 pages)
Review the Work Environment Assessment Template you completed for this Module’s Discussion.
Describe the results of the Work Environment Assessment you completed on your workplace.
Identify two things that surprised you about the results and one idea you believed prior to conducting the Assessment that was confirmed.
Explain what the results of the Assessment suggest about the health and civility of your workplace.
Part 2: Reviewing the Literature (1-2 pages)
Briefly describe the theory or concept presented in the article(s) you selected.
Explain how the theory or concept presented in the article(s) relates to the results of your Work Environment Assessment.
Explain how your organization could apply the theory highlighted in your selected article(s) to improve organizational health and/or create stronger work teams. Be specific and provide examples.
Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams (1–2 pages)
Recommend at least two strategies, supported in the literature, that can be implemented to address any shortcomings revealed in your Work Environment Assessment.
Recommend at least two strategies that can be implemented to bolster successful practices revealed in your Work Environment Assessment.
Work Environment Assessment- this is my discussion
Using the Clark Healthy Workplace Inventory (Clark, 2015) my workplace ranks 90, or very healthy. Why it ranks as healthy or civil is that between units of the hospital there is great communication between units, to the extent that is a need on one unit as far as staffing, another unit will offer to help, this is the norm, and not the exception for our hospital. We also feel supported by management during times of crisis, I work in two distinct areas where things can escalate very quickly, .
Discussion PostIncivility in health care settings can have a dwiddowsonerica
Discussion Post
Incivility in health care settings can have a detrimental impact on individuals, teams, and organizations (Clark, 2018). The American Nurses Association (ANA) Code of Ethics for Nurses with Interpretive Statements clearly articulates the nurse's obligation to foster safe, ethical, civil workplaces (Clark, 2015).
Description Work Environment Assessment Results
The Clark healthy workplace inventory results revealed that I work in a very unhealthy work environment. After completing the assessment, my total score was less than 50. A score of less than 50 indicates a very unhealthy work environment. In the patient care environment, an unhealthy work environment can provoke uncertainty and self-doubt, weaken self-confidence, and compromise critical thinking and clinical judgment skills (Clark, Olender, Cardoni, & Kenski, 2011). I was not entirely surprised that the assessment revealed an unhealthy work environment because it is entirely accurate, as evidenced by the results. My workplace is characterized by rude, discourteous, and lack of regard for others, creating low morale among employees, stress, and hostility, and thus incivility. This abnormality has been adopted as the norm, thus forming a culture of bullying, rudeness, and other incivility set by a dictatorial head of the organization, trickling down through the ranks (Bar-David S. 2018). Employees' efforts and input are not being recognized and appreciated.
Incivility experienced in the workplace
I have experienced incivility at my workplace in many forms, patterns, shapes, and sizes. One example of my experience is when one of my patients was incontinent. I work in a mental health care facility, so we seldom have incontinent patients. We were short-staffed as usual, and I was busy passing meds and providing care for other patients in order to catch up. The assigned tech walked up to me to tell me that my patient needs to be changed. At first, I thought she needed help with changing the patient, so I offered to help when I finish passing meds. However, she told me that she does not need help, but she is wants me to go change my patient-delegating with quite an attitude-rolling her eyes. I quietly walked to the manager's office to make a report about how unruly and unprofessional the tech had conducted herself. The manager called her in the office to ask what happened. She narrated the same event. Without reprimanding her, the manager turned to me yelling that tech has not received training on how to change patients and that I should go do it since I went to school, and I have a license. She also reminded me that techs do not have any license to be revoked by the BON as nurses do. I felt very disappointed and frustrated, but I went ahead and changed the patient and continued my day in fear of losing my license if I do not do as ordered. Having the managers reminding the nurses consistently that they could lose their nursing license creates the most sig ...
Below, I have two discussion posts from 2 of my classmates and I ne.docxtangyechloe
Below, I have two discussion posts from 2 of my classmates and I need one response for each post. Response must be at least 7 sentences and should contain 2 citations in APA style, thank you.
Student 1
Nursing shortages are not a new concept. As the Baby boomers age and more nurses retire, nurses' needs will intensify (American Association of Colleges of Nursing [AACN], 2021). The nursing industry is expected to increase 7% by 2029, with an estimated 175,900 RN openings each year through 2029 (AACN, 2021). Nursing shortages are multifactual. Nursing shortage factors include: nursing school enrolment is not growing with the demand, a significant portion of nurses are nearing retirement age, and insufficient staffing driving nurses to leave the profession (AACN, 2021). One area, in particular, that is sensitive to nursing shortages, and retention is correctional nursing. "Retention of nursing staff is more complex in a correctional facility" (Chafin & Biddle, 2013). One study noted only 20% of the nurses remained employed after three-years at this particular facility (Chafin & Biddle, 2013).
In a correctional facility, the primary focus is given to security, with healthcare being second. Providing care within a correctional setting is very different than a hospital setting. Facility security is always the focus and drive. How a nurse interacts with patients (inmates) within a facility is vastly different from a non-correctional environment. Being overly friendly or nice can wreak havoc and be deemed "over familiarizing" with inmates or been seen as a weakness by inmates creating a safety concern (Walsh, 2009). The correctional setting comes with its inherent dangers and stressors, leading to nurses' high turnover.
The prison I was formerly employed with has significantly reduced nurses due to terminations and resignments. As an employee with the Michigan Department of Corrections, a nurse can be pulled from any facility to fill the needs of another facility at any given time of which has recently happened. Marquette Branch Prison is to have nine registered nurses in total, and right now, they only have four RNs employed there. The facility has tried to offer signing bonuses to retain RNs. They have changed some procedures to make it safer for the nursing staff, such as correctional escorts when going to the cells, and have reached out to contract agencies to secure nurses. However, none of these measures have led to success. As the shortage increases, the remaining nurses are forced to work more overtime in an already demanding and stressful environment leading to an even faster turnover and increased safety concerns.
Living in a rural area already stresses the number of nurses available, and trying to recruit and retain nurses within the correctional system proves to be an even harder strain. Correctional nursing is a unique field of nursing with many added stressors. As long as there is a need for healthcare, the nursing shortage topi.
Review the Resources and examine the Clark Healthy Workplace I.docxashane2
Review the Resources and examine the Clark Healthy Workplace Inventory, found on page 20 of Clark (2015).
Review the Work Environment Assessment Template.
Reflect on the output of your Discussion post regarding your evaluation of workplace civility and the feedback received from colleagues.
Select and review one or more of the following articles found in the Resources:
Clark, Olender, Cardoni, and Kenski (2011)
Clark (2018)
Clark (2015)
Griffin and Clark (2014)
The Assignment (3-6 pages total):
Part 1: Work Environment Assessment (1-2 pages)
Review the Work Environment Assessment Template you completed for this Module’s Discussion.
Describe the results of the Work Environment Assessment you completed on your workplace.
Identify two things that surprised you about the results and one idea you believed prior to conducting the Assessment that was confirmed.
Explain what the results of the Assessment suggest about the health and civility of your workplace.
Part 2: Reviewing the Literature (1-2 pages)
Briefly describe the theory or concept presented in the article(s) you selected.
Explain how the theory or concept presented in the article(s) relates to the results of your Work Environment Assessment.
Explain how your organization could apply the theory highlighted in your selected article(s) to improve organizational health and/or create stronger work teams. Be specific and provide examples.
Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams (1–2 pages)
Recommend at least two strategies, supported in the literature, that can be implemented to address any shortcomings revealed in your Work Environment Assessment.
Recommend at least two strategies that can be implemented to bolster successful practices revealed in your Work Environment Assessment.
Incivility at the workplace is common in nursing education and clinical practice (Clark, Olender, Cardoni, & Kenski, 2011). Workplace incivility can be defined as repeated offensive, disrespectful, or discouraging behavior, misuse of power, or unfair punishments that make the receiver distressed and feel shamed; creating strain; and decreasing the employee’s self-confidence (Warner, Sommers, Zappa, & Thornlow, 2016). Uncivil behaviors can appear in different forms and may cause profound effects on their recipients.
The work environment assessment of my workplace resulted in a score 35. According to Clark (2015), a score below 50 in the Clark Healthy Workplace Inventory indicates a very unhealthy work environment. It is surprising that two statements where the organization scored the highest were those that stated individuals and collective achievements are celebrated and publicized ; and that use of effective conflicts resolution skills, (Clark, 2015). The publicity and celebration of individual and collective achievements is a new thing that has just been initiated and we are going strong with it. The staffs are vastly knowledgeable .
Respond to Chisom and ArianneChisom O RE Discussion - Week .docxpeggyd2
Respond to Chisom and Arianne
Chisom O
RE: Discussion - Week 3
Top of Form
Organizational Structures and Leadership
Nurse leaders and management must have organizing skills when working in any hospital setting. According to Marquis & Huston (2015), "In the organizing phase, relationships are defined, procedures are outlined, equipment is readied, and tasks are assigned" (p. 261). The current hospital I am at runs like a corporation. The Hospital Corporation of America (HCA) is large hospital system that takes pride in being run like a business. That means that every hospital has CEO, COO, CFO, etc., just like in a corporation. The hospital is run like a line organization. According to Marquis & Huston (2015), " In these structures, authority and responsibility are clearly defined, which leads to efficiency and simplicity of relationships" (p. 271). Anyone that works at HCA must sign a contract that lists the job responsibilities and duties. This agreement serves as legal documentation that everyone understands their role in the organization.
Decision Making
The organization uses a centralized decision-making hierarchy. Upper management makes all the important decisions and will inform nurse supervisors and management of any changes that must be implemented. All the main issues in the hospital are decided by upper management and must be expedited fast (Marquis & Huston, 2015). The hospital is relatively large with multiple units and specialties. The problem with centralized decision making is that upper management must implement any changes. The current unit I'm on has significant issues related to the nurse supervisor and director. Most of the problems stem from a lack of communication with management and staff. Staff has spoken up a lot about the problem but has realized nothing is getting done. Since the upper management makes decisions for the whole hospital, it has been hard to explain the problems of the unit.
Informal and Formal Leadership
Formal and informal nurse leaders are relevant to each unit. A formal leader on the unit is the Director of Nursing (DON). The DON has a formal position in the organization. Right now, the DON functions as a manager. The DON is in charge of all the staff on the unit and works closely with the Director of the unit. As stated before, there have been numerous issues with the DON and staff. Due to many changes with the director of the unit changing to different people in the span of a few months, more tasks have been pushed onto the DON. This has caused distention amongst the staff. Staff morale is low due to not having clear and concise responsibilities and duties. The DON as a nurse leader must use evidence-based practice (EBP) to push for better quality of care and safety of staff and patients on the unit. The nurse leader must lead changes in the organization and EBP paves the way for the changes needed (Stetle, Ritchie, Rycroft-Malone, & Charns, 2017). Informal leaders are essential to any uni.
Respond to Chisom and ArianneChisom O RE Discussion - Week .docxaudeleypearl
Respond to Chisom and Arianne
Chisom O
RE: Discussion - Week 3
Top of Form
Organizational Structures and Leadership
Nurse leaders and management must have organizing skills when working in any hospital setting. According to Marquis & Huston (2015), "In the organizing phase, relationships are defined, procedures are outlined, equipment is readied, and tasks are assigned" (p. 261). The current hospital I am at runs like a corporation. The Hospital Corporation of America (HCA) is large hospital system that takes pride in being run like a business. That means that every hospital has CEO, COO, CFO, etc., just like in a corporation. The hospital is run like a line organization. According to Marquis & Huston (2015), " In these structures, authority and responsibility are clearly defined, which leads to efficiency and simplicity of relationships" (p. 271). Anyone that works at HCA must sign a contract that lists the job responsibilities and duties. This agreement serves as legal documentation that everyone understands their role in the organization.
Decision Making
The organization uses a centralized decision-making hierarchy. Upper management makes all the important decisions and will inform nurse supervisors and management of any changes that must be implemented. All the main issues in the hospital are decided by upper management and must be expedited fast (Marquis & Huston, 2015). The hospital is relatively large with multiple units and specialties. The problem with centralized decision making is that upper management must implement any changes. The current unit I'm on has significant issues related to the nurse supervisor and director. Most of the problems stem from a lack of communication with management and staff. Staff has spoken up a lot about the problem but has realized nothing is getting done. Since the upper management makes decisions for the whole hospital, it has been hard to explain the problems of the unit.
Informal and Formal Leadership
Formal and informal nurse leaders are relevant to each unit. A formal leader on the unit is the Director of Nursing (DON). The DON has a formal position in the organization. Right now, the DON functions as a manager. The DON is in charge of all the staff on the unit and works closely with the Director of the unit. As stated before, there have been numerous issues with the DON and staff. Due to many changes with the director of the unit changing to different people in the span of a few months, more tasks have been pushed onto the DON. This has caused distention amongst the staff. Staff morale is low due to not having clear and concise responsibilities and duties. The DON as a nurse leader must use evidence-based practice (EBP) to push for better quality of care and safety of staff and patients on the unit. The nurse leader must lead changes in the organization and EBP paves the way for the changes needed (Stetle, Ritchie, Rycroft-Malone, & Charns, 2017). Informal leaders are essential to any uni ...
Discussion Healthy Relationships in the WorkplaceHealthy relati.docxlefrancoishazlett
Discussion: Healthy Relationships in the Workplace
Healthy relationships form the basis for a positive workplace. When staff are engaged in their jobs, supported by one another, and feel a sense of security in their work, healthy relationships among staff members will flourish. Nurse managers can assess the workplace for healthy relationships by observing the interactions among staff members. Are trust, respect, and collegiality evident, or might some staff members display toxic or dysfunctional behaviors toward one another? When toxic or dysfunctional behaviors are evident even among the smallest cohort of staff, nurse managers must take steps to foster positive interactions. In fact, all other efforts to establish a positive workplace will likely fall short if they are not built on the foundation of healthy interpersonal relationships.
In this Discussion, you examine the interactions between employees at your current organization or one with which you are familiar. You also explore positive psychology, a theory of well-being that has helped many workplaces to increase positivity and foster healthy relationships among staff members.
To prepare
Review Chapter 2, “Cultivating the Leadership Relationship” in the course text, From Management to Leadership: Strategies for Transforming Health Care. Examine how leaders cultivate healthy relationships among all staff members.
Review the article, “Using Positive Psychology to Engage Your Staff during Difficult Times.” How can positive psychology foster healthy workplace relationships and increase staff engagement?
Reflect on the interactions you see in your own organization or in one with which you are familiar. What relationships do you observe across different job categories, such as RNs, LPNs, techs, and nursing assistants? Do relationship disparities exist between shifts, departments, or members of different disciplines, such as nursing staff and physicians?
Identify environments where unhealthy relationships most commonly occur. What leadership strategies might you use to build healthy relationships among these specific staff members? Furthermore, how could you apply positive psychology to increase positivity in this environment?
Post an explanation of at least two leadership strategies you could implement to build healthy relationships among staff members in the workplace you selected. Cite specific examples in your explanation by identifying the staff members you would target and explaining how your strategies would foster healthy interactions among these staff members. In addition, suggest at least one positive psychology strategy you could employ to increase the ratio of positive to negative interactions in your workplace; explain your rationale.
Read a selection of your colleagues’ responses and Respond to at least two of your colleagues on two different days using one or more of the following approaches:
Validate an idea with your own experience and additional research.
Share a st.
Running head IMPROVING THE WORK ENVIRONMENT1IMPROVING THE WO.docxwlynn1
Running head: IMPROVING THE WORK ENVIRONMENT 1
IMPROVING THE WORK ENVIRONMENT 7
Improving the Work Environment
Student name
University
January, 2019
Improving the Work Environment
Improving the work environment within a hospital facility is a primary goal that overlooked at by nurse leaders and other healthcare managers. Even nurses focus on the welfare of the patients and sometimes forget to look into their own well-being. The management which sometimes includes stakeholders is usually so fixated on the clients that they overlook the well-being of the nurses who do most of the care giving. The focus is on the outcome and ignores the people in the process. As a result, nurses experience tough challenges that even complicate and make them unable to perform their duties the way they should (Committee on the Robert Wood Johnson Foundation Initiative on the Future of Nursing, at the Institute of Medicine, & Institute of Medicine, 2014).
Statement of the problem
The environment that nurses work is full of traumatic events that also affect the nurses psychologically. They deal with sick children, burn victims, the dying cancer patients who are people in extreme pain. They are not immune to this human suffering. They struggle with depression, grief, and loss as well. The sad assumption made is that it is a job and they should somehow not be affected, but in most cases they are. The issues they see on a daily basis slowly eats away on their sanity and sometimes results in depression or even addiction. About ten percent of the nurses working in the United States are on drugs as a coping mechanism for the trauma they experience on a daily basis (Finkelman, 2018).
Besides, their state of mind is made worse by doctors who look down upon their jobs and use inappropriate language or sexually abuse the nurses. Nurses have to cater to all kinds of patients including some very passive aggressive and narcissistic patients who continually frustrate them to such a considerable extent. They are insulted, spat on, vomited on, even defecated on, and nobody cares to take care of their mental well-being after such painful experiences. The empathy that they give on a daily basis is never reciprocated back to them.
Thirdly, the occupational health and safety are not adequately considered. Many nurses report joint pains, back, and other issues right after a shift. In worst case scenarios nurses are overworked and majorly understaffed. The work they do is seldom recognized as much as the doctors’. They are often ignored and looked down upon. This results in low job satisfaction and poor motivation for work (Jones et al., 2012). It leads to a compromise of the quality of care they give to patents and n addition the low motivation may result in errors. Burnouts are the primary cause of failures in healthcare facilities. It leads to depression and low morale even for life give that the nature of their w.
ALI Response 1The work environment assessment showed by .docxSHIVA101531
ALI
Response 1
The work environment assessment showed by place of employment score of 66, mildly healthy. I would agree with this. I want to point out, the low scores on the questions were referring to management only. Based on these results, the workplace is not entirely civil. The floor staff works excellent together, but we avoid the director at all costs, as far as bringing things up or going to seek them out. It is felt firmly among floor staff that all the director of our unit makes us feel like we are not doing enough, and she cannot stand to be on the unit. This is mainly because we “just aren't doing things right.” Often, she has come down and just cleaned up things, asking what we have been doing and why we cannot keep up. We feel belittled and not 100% when she is around. “The toxic environment leads to a decrease in the nurse’s job satisfaction resulting in increased absenteeism and unnecessary turnover. (Schoville & Aebersold, 2020, p. 2).
There have been incivility incidents in the workplace, and people were unsure of what to do at that moment, making it uncomfortable for all. It seems many of the times those incidents get swept under the rug. I can think of the director with a raised voice at one of the providers in the nurse’s station in front of all floor staff. This was highly inappropriate, and the provider was very hurt. Not being handeled properly, it made everyone uncomfortable. The provider was going to write an incident report, but in the end, did not. Like many other times, when the director makes people cry, it is ignored because there is no one else to tell. If we do seek out a higher up, we feel there will be retaliation anyway.
The DESC model is an excellent approach to structuring a civil conversation. DESC stands to Describe your specific situation, express your concerns, state other alternatives and consequence statement. “Using DESC model in conjunction with cognitive rehearsal is an effective way to address specific incivility incidents." (Clark, 2018, p. 21).
One way to keep the workplace civil is to have high levels of emotional intelligence. In doing this, staff will be happier and conflict management will be easier. Keeping personal thoughts and feeling to the side will help the leader focus on the actual problem and the solving. “First, as a leader, it is important to bracket your own emotional responses.” (Marshall & Broome, 2018, p. 286).
“Interactions among employees can affect their ability to do their jobs, their loyalty to the organization, and most important, the delivery of safe, high-quality patient care.” (Clark, 2018, p. 18).
References
Clark, C. M. (2018). Combining cognitive rehearsal, simulation, and evidence-based
scripting to address incivility. Nurse Educator. doi:10.1097/NNE.0000000000000563
Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert
clinician to influential leader (2nd ed). New York, NY: Springer..
Assignment Sexual Harassment in the WorkplaceJulie has been ameghanthrelkeld256
Assignment: Sexual Harassment in the Workplace
Julie has been a nurse at Memorial Hospital for three years. During that time, she has developed productive relationships with her colleagues and has earned a reputation for providing exceptional care to patients. One day she approaches you, her manager, and asks to speak in private. Once you are alone, Julie explains that over the past couple of months she has heard a physician and two nurses repeatedly make disparaging remarks about people who are homosexual. She appears visibly upset as she tells you this. Julie says that the situation has become so uncomfortable that she no longer feels safe in this environment.Does this scenario reflect a possible case of sexual harassment? How would you respond to Julie, and what steps might you take next?
Sexual harassment is an important topic in today’s organizations–one that is often addressed through HR presentations and trainings. However, even for experienced nurse managers and HR professionals, it can be challenging to recognize some of the behaviors and actions that may indicate sexual harassment. Nurses in leadership and management positions have a critical responsibility to become attuned to the various interactions that can be problematic, including inappropriate remarks and jokes, improper fraternization, quid pro quo situations, and potentially offensive images.
To prepare
Review the articles, “Sexual Harassment – A Touchy Subject for Nurses,” “Why Are Nurses Leaving? Findings from an Initial Qualitative Study on Nursing,” and “Bullying, Harassment, and Horizontal Violence in the Nursing Workforce.” Consider sexual harassment situations most commonly experienced by nurses.Think about a work environment with which you are familiar. Have you witnessed or experienced any behaviors that–perhaps with the benefit of hindsight and increasing awareness–may be construed as sexual harassment, even if you did not think of them that way at the time? Do you recall any instances in which you might have intentionally or unintentionally contributed to or participated in an environment that tolerated harassment against one or more individuals? If so, what were your thoughts and feelings at the time? How, perhaps, has your perspective since shifted?Select one of the following options:
Option 1:
Conduct research via the Walden Library, or other scholarly sites, to select an article that presents an authentic example of workplace sexual harassment.
Option 2:
Identify an authentic example of suspected or proven sexual harassment from your professional experience.Conduct research related to your selected example to assess the ramifications that may result from instances of sexual harassment.
Consider how you could partner with HR to mitigate situations of sexual harassment in your workplace. In addition, think about specific steps you could take to diminish inappropriate behaviors in the workplace.
Submit
a 3- to 5-page paper in whic ...
450 words or moreAPA format4 scholarly references Classmat.docxalinainglis
450 words or more
APA format
4 scholarly references
Classmates Response
In citation
Response 1:
An area of interest for a future career is hospital administration; therefore, the most relevant topic is hospital departments and allied professions. This profession includes interacting with all kinds of professions within the hospital, dentistry, pharmacy, security, and many others. Anytime an issue occurs in any of these areas, hospital and medical administrators must deal directly with the issue and solve the problems through the help of committees, boards, and potentially stakeholders. Overall, “healthcare professionals are held to the prevailing standard of care required in their profession, which include proper assessments, reassessments, diagnosis, treatment, and follow-up care” (Pozgar, 2016, p. 292). Due to high standards and expectations such as this, hospital administrators must be ready to assume responsibility when necessary, and work diligently to educate staff. Overall, there are many legal and ethical issues within this spectrum.
A current legal issues faced by hospital systems is HIPAA and data breaches (Becker’s Hospital Review, 2011). Due to the shift from hard copies of records to electronic record, there is a rise in the breach of personal data. Sharing electronic information between systems also increases the potential for more security breaches, directly impacting the patients served by hospitals and health systems (Becker’s Hospital Review, 2011). As a result of data breaches, lawsuits inevitably occur costing hospitals millions of dollars. One such case occurred in Maryland in 2011, and cost Cignet Health $4.3 million (Becker’s Hospital Review, 2011). While many benefits exist to using electronic sharing, there are also great risks and legal issues that can derive from it as well.
Another legal issue, and potentially the most common, is medical malpractice. When a patient feels they have been injured by their physician, they have the right to sue (Sabatino, 2017). While this may seem like a legal issues for the physician, and not the hospital, it can quickly become the hospital’s issue. Many cases like this result in a lawsuit against a hospital or health care system, who back their physician. Malpractice can include inappropriate treatments, unnecessary mistakes in surgeries, inappropriate transfers, and inappropriate discharge (Pozgar, 2016). These mistakes can directly cause or lead to the causation of personal injury in the patient, therefore resulting in legal issues. Many cases of medical malpractice are dismissed or found to be erroneous; however, as a hospital administrator there is the added pressure of protecting the image and reputation of the hospital or health care system.
There are also many ethical issues to consider as a hospital administrator. According to Larson, one of the top five ethical issues is balancing care quality and efficiency (2013). The e.
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Discussion 2 Managing Conflict in the WorkplaceHigh-pressure en.docxowenhall46084
Discussion 2: Managing Conflict in the Workplace
High-pressure environments, life-or-death implications, constant change, and long days of exhausting work … It is not surprising that conflicts arise in health care settings. In the fast-paced environment in which nurses work, small differences in decision making, processes, work ethic, and personal characteristics can quickly escalate
As a nurse manager, you need to develop and model skills that effectively address conflict situations. Stephen Covey, author of The 7 Habits of Highly Effective People, offers sound advice that can be applied to conflict management and resolution. In Habit 4, Think Win-Win, Covey (2004) explains, “[m]any people think in terms of either/or: either you’re nice or you’re tough. Win-win requires that you be both. It is a balancing act between courage and consideration.” Ultimately, how you manage conflict in your setting will determine whether you foster an environment that breeds contempt or one that fosters growth.
Conflict abounds in any workplace; it is a normal part of organizational life. Instead of avoiding or ignoring conflict, the role of the nurse manager is to coach employees through conflict situations and to exercise judgment on how and when to intervene. When managed effectively and focused on substantive issues, conflict can actually lead to better outcomes. However, when interpersonal conflicts go unaddressed, employee morale and engagement–two factors that can seriously impact quality of patient care—will dwindle.
When nurse managers observe employees engaging in toxic or inappropriate workplace behaviors, they must prepare to give difficult feedback. Delivering difficult feedback can be challenging for nurse managers, as they must address employees in a way that is authoritative, supportive, and resolute. One strategy nurse managers can use to deliver difficult feedback is to employ the scripting framework. In this week’s Discussion, you gain experience with using the scripting framework to resolve a conflict situation that you have observed in your past or present workplace.
To prepare
Review this week’s Learning Resources, focusing on the various forms of conflict that can occur in the workplace.
Consider the types of conflict, including bullying, horizontal violence, toxic and disruptive employees, misuse of social media, unbalanced power, harassment, and favoritism, that exist in your current organization or past place of employment.
Select one type of conflict you have observed. How has conflict impacted your work environment? How have nurse mangers attempted to address conflict situations?
Examine the six-step scripting framework for delivering difficult feedback in Chapter 7 of the course text, From Management to Leadership: Strategies for Transforming Health Care. Then, use this framework to script a conversation between you and the employee(s) involved in the conflict situation you selected.
When drafting your script, reflect on how H.
Christian Schussele Men of ProgressOil on canvas, 1862Coope.docxtroutmanboris
Christian Schussele Men of Progress
Oil on canvas, 1862
Cooper Union, New York, New York
Transfer from the National Gallery of Art; gift of Andrew W. Mellon, 1942
NPG.65.60
Edward Sorel, “People of Progress” 1999, Cooper Union, New York, New York
Syllabus
The clerks of the Department of State of the United States may be called upon to give evidence of transactions in the Department which are not of a confidential character.
The Secretary of State cannot be called upon as a witness to state transactions of a confidential nature which may have occurred in his Department. But he may be called upon to give testimony of circumstances which were not of that character.
Clerks in the Department of State were directed to be sworn, subject to objections to questions upon confidential matters.
Some point of time must be taken when the power of the Executive over an officer, not removable at his will, must cease. That point of time must be when the constitutional power of appointment has been exercised. And the power has been exercised when the last act required from the person possessing the power has been performed. This last act is the signature of the commission.
If the act of livery be necessary to give validity to the commission of an officer, it has been delivered when executed, and given to the Secretary of State for the purpose of being sealed, recorded, and transmitted to the party.
In cases of commissions to public officers, the law orders the Secretary of State to record them. When, therefore, they are signed and sealed, the order for their being recorded is given, and, whether inserted inserted into the book or not, they are recorded.
When the heads of the departments of the Government are the political or confidential officers of the Executive, merely to execute the will of the President, or rather to act in cases in which the Executive possesses a constitutional or legal discretion, nothing can be more perfectly clear than that their acts are only politically examinable. But where a specific duty is assigned by law, and individual rights depend upon the performance of that duty, it seems equally clear that the individual who considers himself injured has a right to resort to the laws of his country for a remedy.
The President of the United States, by signing the commission, appointed Mr. Marbury a justice of the peace for the County of Washington, in the District of Columbia, and the seal of the United States, affixed thereto by the Secretary of State, is conclusive testimony of the verity of the signature, and of the completion of the appointment; and the appointment conferred on him a legal right to the office for the space of five years. Having this legal right to the office, he has a consequent right to the commission, a refusal to deliver which is a plain violation of that right for which the laws of the country afford him a remedy.
To render a mandamus a proper remedy, the officer to whom it is directed must be one to who.
Christian EthicsChristian ethics deeply align with absolutism. E.docxtroutmanboris
Christian Ethics
Christian ethics deeply align with absolutism. Ethical absolutism claims that moral principles do exist. According to Christians, God created moral absolutes. These absolutes can be seen in God’s revelation. God’s special and general revelation reveal his moral truths. This does not mean that only Christians can understand moral truths. Because humans are made in God’s image, they can recognize moral truths even if they do not believe in God
[1]
. These absolutes were instated by God. Therefore, they apply to all of humanity. This worldview is in direct opposition to the idea of relativism. Christian ethics cannot be viewed through a relativistic point of view. According to relativism, there is no moral truths. There is no absolute distinction between right and wrong within this way of thinking. Right and wrong can be decided by individuals or groups of people. Cultures decide what is right for themselves and their way of life. Even individuals have the ability to decide their own personal moral code. This can seem somewhat reasonable at times. Some things that were considered moral or immoral in the past are viewed differently today. Even with this understanding, Christians deny the idea of relativism. Christians hold to the belief that moral truths come from God. Therefore, these truths do not change. God himself never changes; therefore, his moral truths remain the same. According to Christian ethics, mankind is expected to hold to the moral absolutes mandated by God himself. This understanding is not compatible with relativism. Relativism makes no place of a God. From a relativistic point of view, mankind decides their own morality. Right and wrong are not fixed. In Christian ethics, right and wrong are permanently decided by the God of the universe.
The subjective aspects of Christian ethics can look similar to relativism. The areas that are somewhat subjective in Christian aspects are referred to as the liberties of a Christian. There are some matters that are not said to be morally wrong in the Bible. Some see these issues to be wrong; therefore, they are. Others do not find certain issues to be morally wrong. These individuals are claiming their Christian liberty. One of these issues is drinking alcohol. Some Christians believe that ingesting any amount of alcohol is morally wrong. According to the idea of Christian liberty, it would be wrong for the individuals who hold to this belief to drink alcohol. Others do not have this conviction and are not doing wrong by consuming alcohol. On the surface, the idea of Christian liberty can seem to be related to relativism, but upon closer inspection these ideas are not closely related. Christian liberty is a Biblical concept that harmonize well with the overall message of the Bible. Relativism is nowhere found in the Bible. The Bible is clear that there are universal moral laws. These laws are placed upon humanity by God himself. There are some areas where the Bible remain.
Christian Ethics BA 616 Business Ethics Definiti.docxtroutmanboris
Christian Ethics
BA 616 Business Ethics
Definition of Christian Ethics
A system of values based upon the Judeo/Christian Scriptures
Principles of behavior in concordance with the behaviors of Christian teachings
Standards of thought and behavior as taught by Jesus.
Discussion
What are some of the “ethical” attributes presented in the teachings of Jesus?
What are some ethical attributes presented in the teachings of other religious persons?
Quotes about Christian Ethics
Quotes on Christian Ethics
Recognize the value of work
“And when you reap the harvest of your land, you shall not reap your field right up to its edge, nor shall you gather the gleanings after your harvest. You shall leave them for the poor and for the sojourner: I am the Lord your God.” (Leviticus 23:22).
Do not give the poor the food, rather allow the poor to work for themselves
Discussion
What are examples of the value of work?
Today, some U.S. state governors are trying to get those “able bodied” individuals to work for welfare. They are meeting great resistance politically, why do you think this is?
The value of work
Confirmed by Elton Mayo
Fulfills social, psychological and economic needs of the individual
“If a man will not work, he shall not eat” (2 Thessalonians 3:10)
Christian Ethics
The fruit of a people that have inwardly committed their lives to Christ and are outwardly aligning their actions with His teachings.
“May the favor of the Lord our God rest on us; establish the work of our hands for us— yes, establish the work of our hands” (Psalms. 90:17).
Employees with a Christian Code of Ethics
Welcome accountability
Happy to show their efforts
A system of checks and balances
Sees possible training moment
Fosters collaboration with management
“Those who work their land will have abundant food, but those who chase fantasies have no sense” (Proverbs 12:11)
Employees with a Christian Code of Ethics
Not motivated by greed
Work is its own reward
Measure success in a non-monetary way
Seek payment for the work they do
Money is second to obedience
“Whatever you do, work at it with all your heart, as working for the Lord, not for human masters” (Colossians 3:23).
Employees with a Christian Code of Ethics
Are highly productive
Are work focused
Work hard throughout the day
Find value in completing assigned tasks
Understand that they are there to work
“Diligent hands will rule, but laziness ends in forced labor” (Proverbs 12:24).
Employees with a Christian Code of Ethics
Have a strong work ethic
Believe in a Biblical perspective of work
Reliable
Recognize the value of work
Relate their job to their faith
“All hard work brings a profit, but mere talk leads only to poverty” (Proverbs 14:23)
Employees with a Christian Code of Ethics
Bring a cooperative spirit to the workplace
Supportive of management
Strong contribu.
CHPSI think you made a really good point that Howard lacks poli.docxtroutmanboris
CH/PS
I think you made a really good point that Howard lacks political aspects-especially for presidency. I have no heard his speeches quite yet (since I tend to stray away from politics altogether because people are so aggressive), do you think he is a great leader-type and is he charismatic at all? Great leaders, especially for presidency, should be honest, charismatic, and not only cater to the audience's needs but to the entire country's needs without sugar coating things.
Also, I am not sure what you mean by "In order to improve his leadership style, Jeff should change his model of carrying out business activities. This is because it can be copied and imitated by other companies (Mauri, 2016)".- how can it be imitted by other companies? In what way?
Do you think Jeff Bezos is a bad leader? and why?
CH/AR
I found your comparison of Howard Schultz and Jeff Bezos interesting and compelling. When I was looking at the list of leaders to select from, it was staggering to me how many of the corporate leaders have run or are planning to run for political office. I'm not sure, given our current political environment, that running a large corporation is the right background and experience for the leader of the United States. We'll see what happens in the next year and a half!
Amazon is an amazing, transformative company to watch. I work in the financial services industry and one of our leaders recently described our competition not as other financial services firms but as Amazon. Financial services firms pretty much all offer the same products and services and at a very reasonable price point. Amazon, however, has excelled in service delivery. I would imagine that at sometime in the future, Amazon will partner with a financial service firm to deliver products and services. I'll admit that I was and still am skeptical about Amazon's purchase of Whole Foods, but Bezos seems to be up for trying just about anything.
In your analysis of the two leaders, you didn't mention directly the challenges faced by either the leaders or the organization. Last year, Starbucks was all over the news regarding the incident involving two African American gentlemen and how they were treated by a manger at Starbucks. I'm curious how you or others in the class through about how Schultz led the organization through that crisis. Bezos, as well, has not been immune to controversy with his recent affair and divorce becoming public. How do the personal lives and behaviors of leader impact the organizations they lead? Should it matter?
SO
The first leader I chose to research is Sundar Pichai, the CEO of Google. Sundar began to show in interest in technology at an early age, and eventually earned a degree in Metallurgy, and an M.B.A from the Wharton School of the University of Pennsylvania. He then began working at Google in 2004 as the head of product management and development (Shepherd). From there, he assisted in the development of many different departme.
Chosen brand CHANELStudents are required to research a fash.docxtroutmanboris
Chosen brand:
CHANEL
Students are required to research a fashion brand of their choice and analyze its positioning strategy in the market.
● The report will assess students’ ability to collect data, in an efficient manner and use this data to scrutinise the marketing aspects of a fashion brand.
● The report will be covering the following subjects:
1. Analysis Of The Macro And Micro-environment of the brand.
2. Positioning Strategy Of The Brand: Target Customer(Pen Portrait)
3. Competitor Analysis.
4. Critical evaluation of the marketing communications strategy of the brand
supporting the development of the individual report, using relevant PRIMARY and SECONDARY RESEARCH.
NB: Please kindly devise a survey (Google forms) and make up some responses to it so as to then incorporate PRIMARY results into the report. Thanks
see attached file
word count: 2000 words
.
Chose one person to reply to ALBORES 1. Were Manning’s acti.docxtroutmanboris
Chose one person to reply to:
ALBORES
1. Were Manning’s actions legal under the Foreign Corrupt Practices Act, and what are the possible penalties for violating the act?
The Foreign Corrupt Practices Act states (1977) “It shall be unlawful for any issuer...to offer, payment, promise to pay, or authorization of the payment of any money, or offer, gift, promise to give... “. Manning assumed the duty of an issuer because he attended dinner with the prime minister to discuss the contract. Then, Manning offered to fly the prime minister to New York, which he then promised to pay for all of the prime minister's expenses. However, according to the Foreign Corrupt Practices Act (1977) a promise or offer is acceptable if the expense was ”reasonable and bona fide expenditure, such as travel and lodging expenses, incurred by or on behalf of a foreign official… was directly related to the promotion, demonstration, or explanation of products or services”. Manning promised to fly out the prime minister because he wanted to “discuss business further” (UMUC, 2019). Further, Manning used company funds to take the prime minister to luxurious activities and restaurants because he wanted to retain the contract from the prime minister.
Even though Manning did not directly give money to the prime minister, he authorized payment for the prime minster’s two-week stay, which did not involve discussing the contract. Out of the two weeks, business was only conducted for a day. In addition, Manning can be held responsible for bribing the customs officials at Neristan. According to the Foreign Corrupt Practices Act (1977), it is unlawful to influence “any act or decision of such foreign official in his official capacity... omit to do any act in violation of the lawful duty of such official”. Manning influenced the customs officials because Manning gave each custom official $100 to clear the shipment. Custom officials act on behalf of the Neristan government and sometimes require large shipments to be inspected. Manny will likely be held responsible for offering payment to the customs officials in exchange for expediting the company’s shipment.
If Manning violated the Foreign Corrupt Practices Act, he could face imprisonment. Also, the company may have to pay the penalty. The penalty for violating the act is “a fine of up to $2 million per violation. Likewise, an individual may face up to five years in prison and/or a fine of $250,000 per violation of the anti-bribery provision” (Woody, 2018, p. 275).
2. Were Manning’s actions legal under the UK Bribery Act and what are the possible penalties for violating the act?
Based on the UK Bribery Act (2010), an individual is guilty of bribing an official if “intention is to influence F (government official) in F's capacity as a foreign public official...intend to obtain or retain business, or an advantage in the conduct of business.”. Manning bribed the prime minister because he stated: “If, after we are done conducting busi.
Choosing your literary essay topic on Disgrace by J. M. Coetzee .docxtroutmanboris
Choosing your literary essay topic on
Disgrace
by J. M. Coetzee is the first step to writing your literary analysis paper.
After reading the novel, you should be able to decide in which direction you'd like to take your paper.
Topics/ approaches
(Focus on only one of the following, though some may overlap):
Analyze one of the minor characters, such as Petrus.
Example
: Analyze not only the chosen characters' personality but also what role they played in advancing the overall theme of the novel.
The protagonist's conflict, the hurdles to be overcome, and how he resolves it.
Examples:
It could be hope for change, both in South Africa and in David Lurie. OR: the disgrace David Lurie has suffered over the affair with a student and how that matches the disgrace South Africa has suffered through apartheid.
The function of setting to reinforce theme and characterization.
Example
: post-apartheid South Africa is a setting arguably more important than anything else in the novel. Your outside sources would be a bit of history concerning apartheid.The use of literary devices to communicate theme: imagery, metaphor, symbolism, foreshadowing, irony
Symbolism in the novel--
Examples:
Determine if David Lurie represents the old, white authorities of South Africa, while Lucy represents the new white people of South Africa. OR: Analyze what dogs symbolize in this story. Another example: What is symbolized by the opera David Lurie is writing on Byron?
Careful examination of one or more central scenes and its/their crucial role in plot development, resolution of conflict, and exposition of the theme.
Example:
Analyze one or more scenes in which hope that change for the better is possible through a character's remorse and subsequent action, for example, the scene in which David Lurie apologizes to the parents OR the scene in which Lucy gets raped.
The possible issue to be addressed in introduction or conclusion:
Characteristics that make the work typical (or atypical) of the period, the setting, or the author that produced it. For this information, you must go to a library database (you must read "How to Access Miami Dade Databases" if you don't know how) or a valid search site, such as Google Scholar (there is often a fee for this one).
Do
not
open or close with biographical material on the author. Biographical material is important as it influences the author’s writing only and should not be a focus of your paper.
Guidelines for Literary Essay
Be aware that you will be writing about a novel, which in its broadest sense is any extended fictional narrative almost always in prose, in which the representation of character is often the focus. Good authors use the elements of fiction, such as plot, theme, setting etc. purposefully, with a very clear goal in mind. One of the paths to literary analysis is to discover what the author's purpose is with each of his choices. Avoid the problem th.
Choosing your Philosophical Question The Final Project is an opp.docxtroutmanboris
Choosing your Philosophical Question
The Final Project is an opportunity for you to investigate one of the discussion questions to a much greater degree than in the forums. For your Final Project you will choose a philosophical question (stage 1), conduct an analysis of the claims and arguments relevant to the question by reading the primary texts of the philosopher (stage 2), and then take a position on the chosen question and offer an argument in support of your position (stage 3).
For this first stage of your Final Project assignment, (a) choose a question that appears as a discussion question (listed below, with some exceptions). You may choose one that you have previously begun to answer in the discussion forums, or one that you have yet to consider, then (b) explain briefly why you are interested in exploring this philosopher, the primary text and the question further. Submit this assignment on a Word .docx.
Week Four: Philosopher: Thomas Aquinas, Primary Text: Summa Theologica, Part 1, Question 2, Article 1-3
Q1. Does God really exist?
Question to write on, and answer the question fully in all its parts. Be mindful of the question. You are making a claim about something and offering support for it. Try to use examples from the Primary Texts you have read and/or your own experiences in that support.
DISCUSSION QUESTION CHOICE #1: Philosophy of Religion. Study Aquinas' five "ways" of demonstrating God's existence in the learning resources then engage in the study of ontology by examining your belief in God:
Answer the question: Does God really exist?
Use Aquinas and your own reasoning in your argument.
Kreeft, Peter. A Shorter Summa: The Essential Philosophical Passages of St. Thomas Aquinas'
Summa Theologica, Ignatius Press (San Francisco, 1993), chapter II.
Summa Theologica, Part 1, Question 2, Articles 1-3
The Existence of God
Because the chief aim of sacred doctrine is to teach the knowledge of God, not only as He is in
Himself, but also as He is the beginning of things and their last end, and especially of rational
creatures, as is clear from what has been already said, therefore, in our endeavor to expound this
science, we shall treat: (1) Of God; (2) Of the rational creature’s advance towards God; (3) Of
Christ, Who as man, is our way to God.
In treating of God there will be a threefold division: For we shall consider (1) Whatever concerns
the Divine Essence; (2) Whatever concerns the distinctions of Persons; (3) Whatever concerns the
procession of creatures from Him
Concerning the Divine Essence, we must consider: (1) Whether God exists? (2) The manner of His
existence, or, rather, what is not the manner of His existence; (3) Whatever concerns His
operations — namely, His knowledge, will, power.
Concerning the first, there are three points of inquiry: (1) Whether the proposition “God exists” is
self-evident? (2) Whether it is demonstrable? (3) Whether God exists?-
FIRST ARTICLE
Whether the Existence .
Choosing Your Research Method in a NutshellBy James Rice and.docxtroutmanboris
Choosing Your Research Method in a Nutshell
By James Rice and Marilyn K. Simon
Research Method Brief Type
Action research Participatory ‐ problem identification, solution,
solution review
III
Appreciative inquiry Helps groups identify solutions III, IV
Case Study research Group observation to determine how and why a
situation exists
III
Causal‐comparative research Identify causal relationship among variable that
can't be controlled
IV
Content analysis Analyze text and make inferences IV
Correlational research Collect data and determine level of correlation
between variables
I
Critical Incident technique Identification of determining incident of a critical
event
III
Delphi research Analysis of expert knowledge to forecast future
events
I, IV
Descriptive research Study of "as is" phenomena I
Design based research/ decision analysis Identify meaningful change in practices II
Ethnographic Cultural observation of a group
Evaluation research Study the effectiveness of an intervention or
program
IV
Experimental research Study the effect of manipulating a variable or
variables
II
Factor analysis Statistically assess the relationship between large
numbers of variables
I
Grounded Theory Produce a theory that explains a process based on
observation
III, IV
Hermeneutic research Study the meaning of subjects/texts (exegetics is
text only) by concentrating on the historical
meaning of the experience and its developmental
and cumulative effects on the individual and society
III
Historical research historical data collection and analysis of person or
organization
IV
Meta‐analysis research Seek patterns in data collected by other studies and
formulate principals
Narrative research Study of a single person's experiences
Needs assessment Systematic process of determine the needs of a
defined demographic population
Phenomenography Answer questions about thinking and learning
Phenomenology Make sense of lived experiences of participants
regarding a specified phenomenon.
III, IV
Quasi‐experimental Manipulation of variables in populations without
benefit of random assignment or control group.
II
Q‐method A mixed‐method approach to study subjectivity ‐
patterns of thought
I
Regression‐discontinuity design (RD) Cut‐off score assignment of participants to group
(non‐random) used to study effectiveness of an
intervention
II
Repertory grid analysis Interview process to determine how a person
interprets the meaning of an experience
I
Retrospective record review Study of historic data collected about a prior
intervention (both effected and control group)
II
Semiology Studies the meaning of symbols II, III
Situational analysis Post‐modernist approach to grounded theory
(holistic view rather than isolated variables) by
studying lived experiences around a phenomenon
Trend Analysis research Formulate a f.
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Discussion Healthy Relationships in the WorkplaceHealthy relati.docxlefrancoishazlett
Discussion: Healthy Relationships in the Workplace
Healthy relationships form the basis for a positive workplace. When staff are engaged in their jobs, supported by one another, and feel a sense of security in their work, healthy relationships among staff members will flourish. Nurse managers can assess the workplace for healthy relationships by observing the interactions among staff members. Are trust, respect, and collegiality evident, or might some staff members display toxic or dysfunctional behaviors toward one another? When toxic or dysfunctional behaviors are evident even among the smallest cohort of staff, nurse managers must take steps to foster positive interactions. In fact, all other efforts to establish a positive workplace will likely fall short if they are not built on the foundation of healthy interpersonal relationships.
In this Discussion, you examine the interactions between employees at your current organization or one with which you are familiar. You also explore positive psychology, a theory of well-being that has helped many workplaces to increase positivity and foster healthy relationships among staff members.
To prepare
Review Chapter 2, “Cultivating the Leadership Relationship” in the course text, From Management to Leadership: Strategies for Transforming Health Care. Examine how leaders cultivate healthy relationships among all staff members.
Review the article, “Using Positive Psychology to Engage Your Staff during Difficult Times.” How can positive psychology foster healthy workplace relationships and increase staff engagement?
Reflect on the interactions you see in your own organization or in one with which you are familiar. What relationships do you observe across different job categories, such as RNs, LPNs, techs, and nursing assistants? Do relationship disparities exist between shifts, departments, or members of different disciplines, such as nursing staff and physicians?
Identify environments where unhealthy relationships most commonly occur. What leadership strategies might you use to build healthy relationships among these specific staff members? Furthermore, how could you apply positive psychology to increase positivity in this environment?
Post an explanation of at least two leadership strategies you could implement to build healthy relationships among staff members in the workplace you selected. Cite specific examples in your explanation by identifying the staff members you would target and explaining how your strategies would foster healthy interactions among these staff members. In addition, suggest at least one positive psychology strategy you could employ to increase the ratio of positive to negative interactions in your workplace; explain your rationale.
Read a selection of your colleagues’ responses and Respond to at least two of your colleagues on two different days using one or more of the following approaches:
Validate an idea with your own experience and additional research.
Share a st.
Running head IMPROVING THE WORK ENVIRONMENT1IMPROVING THE WO.docxwlynn1
Running head: IMPROVING THE WORK ENVIRONMENT 1
IMPROVING THE WORK ENVIRONMENT 7
Improving the Work Environment
Student name
University
January, 2019
Improving the Work Environment
Improving the work environment within a hospital facility is a primary goal that overlooked at by nurse leaders and other healthcare managers. Even nurses focus on the welfare of the patients and sometimes forget to look into their own well-being. The management which sometimes includes stakeholders is usually so fixated on the clients that they overlook the well-being of the nurses who do most of the care giving. The focus is on the outcome and ignores the people in the process. As a result, nurses experience tough challenges that even complicate and make them unable to perform their duties the way they should (Committee on the Robert Wood Johnson Foundation Initiative on the Future of Nursing, at the Institute of Medicine, & Institute of Medicine, 2014).
Statement of the problem
The environment that nurses work is full of traumatic events that also affect the nurses psychologically. They deal with sick children, burn victims, the dying cancer patients who are people in extreme pain. They are not immune to this human suffering. They struggle with depression, grief, and loss as well. The sad assumption made is that it is a job and they should somehow not be affected, but in most cases they are. The issues they see on a daily basis slowly eats away on their sanity and sometimes results in depression or even addiction. About ten percent of the nurses working in the United States are on drugs as a coping mechanism for the trauma they experience on a daily basis (Finkelman, 2018).
Besides, their state of mind is made worse by doctors who look down upon their jobs and use inappropriate language or sexually abuse the nurses. Nurses have to cater to all kinds of patients including some very passive aggressive and narcissistic patients who continually frustrate them to such a considerable extent. They are insulted, spat on, vomited on, even defecated on, and nobody cares to take care of their mental well-being after such painful experiences. The empathy that they give on a daily basis is never reciprocated back to them.
Thirdly, the occupational health and safety are not adequately considered. Many nurses report joint pains, back, and other issues right after a shift. In worst case scenarios nurses are overworked and majorly understaffed. The work they do is seldom recognized as much as the doctors’. They are often ignored and looked down upon. This results in low job satisfaction and poor motivation for work (Jones et al., 2012). It leads to a compromise of the quality of care they give to patents and n addition the low motivation may result in errors. Burnouts are the primary cause of failures in healthcare facilities. It leads to depression and low morale even for life give that the nature of their w.
ALI Response 1The work environment assessment showed by .docxSHIVA101531
ALI
Response 1
The work environment assessment showed by place of employment score of 66, mildly healthy. I would agree with this. I want to point out, the low scores on the questions were referring to management only. Based on these results, the workplace is not entirely civil. The floor staff works excellent together, but we avoid the director at all costs, as far as bringing things up or going to seek them out. It is felt firmly among floor staff that all the director of our unit makes us feel like we are not doing enough, and she cannot stand to be on the unit. This is mainly because we “just aren't doing things right.” Often, she has come down and just cleaned up things, asking what we have been doing and why we cannot keep up. We feel belittled and not 100% when she is around. “The toxic environment leads to a decrease in the nurse’s job satisfaction resulting in increased absenteeism and unnecessary turnover. (Schoville & Aebersold, 2020, p. 2).
There have been incivility incidents in the workplace, and people were unsure of what to do at that moment, making it uncomfortable for all. It seems many of the times those incidents get swept under the rug. I can think of the director with a raised voice at one of the providers in the nurse’s station in front of all floor staff. This was highly inappropriate, and the provider was very hurt. Not being handeled properly, it made everyone uncomfortable. The provider was going to write an incident report, but in the end, did not. Like many other times, when the director makes people cry, it is ignored because there is no one else to tell. If we do seek out a higher up, we feel there will be retaliation anyway.
The DESC model is an excellent approach to structuring a civil conversation. DESC stands to Describe your specific situation, express your concerns, state other alternatives and consequence statement. “Using DESC model in conjunction with cognitive rehearsal is an effective way to address specific incivility incidents." (Clark, 2018, p. 21).
One way to keep the workplace civil is to have high levels of emotional intelligence. In doing this, staff will be happier and conflict management will be easier. Keeping personal thoughts and feeling to the side will help the leader focus on the actual problem and the solving. “First, as a leader, it is important to bracket your own emotional responses.” (Marshall & Broome, 2018, p. 286).
“Interactions among employees can affect their ability to do their jobs, their loyalty to the organization, and most important, the delivery of safe, high-quality patient care.” (Clark, 2018, p. 18).
References
Clark, C. M. (2018). Combining cognitive rehearsal, simulation, and evidence-based
scripting to address incivility. Nurse Educator. doi:10.1097/NNE.0000000000000563
Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert
clinician to influential leader (2nd ed). New York, NY: Springer..
Assignment Sexual Harassment in the WorkplaceJulie has been ameghanthrelkeld256
Assignment: Sexual Harassment in the Workplace
Julie has been a nurse at Memorial Hospital for three years. During that time, she has developed productive relationships with her colleagues and has earned a reputation for providing exceptional care to patients. One day she approaches you, her manager, and asks to speak in private. Once you are alone, Julie explains that over the past couple of months she has heard a physician and two nurses repeatedly make disparaging remarks about people who are homosexual. She appears visibly upset as she tells you this. Julie says that the situation has become so uncomfortable that she no longer feels safe in this environment.Does this scenario reflect a possible case of sexual harassment? How would you respond to Julie, and what steps might you take next?
Sexual harassment is an important topic in today’s organizations–one that is often addressed through HR presentations and trainings. However, even for experienced nurse managers and HR professionals, it can be challenging to recognize some of the behaviors and actions that may indicate sexual harassment. Nurses in leadership and management positions have a critical responsibility to become attuned to the various interactions that can be problematic, including inappropriate remarks and jokes, improper fraternization, quid pro quo situations, and potentially offensive images.
To prepare
Review the articles, “Sexual Harassment – A Touchy Subject for Nurses,” “Why Are Nurses Leaving? Findings from an Initial Qualitative Study on Nursing,” and “Bullying, Harassment, and Horizontal Violence in the Nursing Workforce.” Consider sexual harassment situations most commonly experienced by nurses.Think about a work environment with which you are familiar. Have you witnessed or experienced any behaviors that–perhaps with the benefit of hindsight and increasing awareness–may be construed as sexual harassment, even if you did not think of them that way at the time? Do you recall any instances in which you might have intentionally or unintentionally contributed to or participated in an environment that tolerated harassment against one or more individuals? If so, what were your thoughts and feelings at the time? How, perhaps, has your perspective since shifted?Select one of the following options:
Option 1:
Conduct research via the Walden Library, or other scholarly sites, to select an article that presents an authentic example of workplace sexual harassment.
Option 2:
Identify an authentic example of suspected or proven sexual harassment from your professional experience.Conduct research related to your selected example to assess the ramifications that may result from instances of sexual harassment.
Consider how you could partner with HR to mitigate situations of sexual harassment in your workplace. In addition, think about specific steps you could take to diminish inappropriate behaviors in the workplace.
Submit
a 3- to 5-page paper in whic ...
450 words or moreAPA format4 scholarly references Classmat.docxalinainglis
450 words or more
APA format
4 scholarly references
Classmates Response
In citation
Response 1:
An area of interest for a future career is hospital administration; therefore, the most relevant topic is hospital departments and allied professions. This profession includes interacting with all kinds of professions within the hospital, dentistry, pharmacy, security, and many others. Anytime an issue occurs in any of these areas, hospital and medical administrators must deal directly with the issue and solve the problems through the help of committees, boards, and potentially stakeholders. Overall, “healthcare professionals are held to the prevailing standard of care required in their profession, which include proper assessments, reassessments, diagnosis, treatment, and follow-up care” (Pozgar, 2016, p. 292). Due to high standards and expectations such as this, hospital administrators must be ready to assume responsibility when necessary, and work diligently to educate staff. Overall, there are many legal and ethical issues within this spectrum.
A current legal issues faced by hospital systems is HIPAA and data breaches (Becker’s Hospital Review, 2011). Due to the shift from hard copies of records to electronic record, there is a rise in the breach of personal data. Sharing electronic information between systems also increases the potential for more security breaches, directly impacting the patients served by hospitals and health systems (Becker’s Hospital Review, 2011). As a result of data breaches, lawsuits inevitably occur costing hospitals millions of dollars. One such case occurred in Maryland in 2011, and cost Cignet Health $4.3 million (Becker’s Hospital Review, 2011). While many benefits exist to using electronic sharing, there are also great risks and legal issues that can derive from it as well.
Another legal issue, and potentially the most common, is medical malpractice. When a patient feels they have been injured by their physician, they have the right to sue (Sabatino, 2017). While this may seem like a legal issues for the physician, and not the hospital, it can quickly become the hospital’s issue. Many cases like this result in a lawsuit against a hospital or health care system, who back their physician. Malpractice can include inappropriate treatments, unnecessary mistakes in surgeries, inappropriate transfers, and inappropriate discharge (Pozgar, 2016). These mistakes can directly cause or lead to the causation of personal injury in the patient, therefore resulting in legal issues. Many cases of medical malpractice are dismissed or found to be erroneous; however, as a hospital administrator there is the added pressure of protecting the image and reputation of the hospital or health care system.
There are also many ethical issues to consider as a hospital administrator. According to Larson, one of the top five ethical issues is balancing care quality and efficiency (2013). The e.
Dike Drummond's Burnout Prevention Matrix: 117 Ways Doctors Can Lower Their S...DAVID MALAM
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Discussion 2 Managing Conflict in the WorkplaceHigh-pressure en.docxowenhall46084
Discussion 2: Managing Conflict in the Workplace
High-pressure environments, life-or-death implications, constant change, and long days of exhausting work … It is not surprising that conflicts arise in health care settings. In the fast-paced environment in which nurses work, small differences in decision making, processes, work ethic, and personal characteristics can quickly escalate
As a nurse manager, you need to develop and model skills that effectively address conflict situations. Stephen Covey, author of The 7 Habits of Highly Effective People, offers sound advice that can be applied to conflict management and resolution. In Habit 4, Think Win-Win, Covey (2004) explains, “[m]any people think in terms of either/or: either you’re nice or you’re tough. Win-win requires that you be both. It is a balancing act between courage and consideration.” Ultimately, how you manage conflict in your setting will determine whether you foster an environment that breeds contempt or one that fosters growth.
Conflict abounds in any workplace; it is a normal part of organizational life. Instead of avoiding or ignoring conflict, the role of the nurse manager is to coach employees through conflict situations and to exercise judgment on how and when to intervene. When managed effectively and focused on substantive issues, conflict can actually lead to better outcomes. However, when interpersonal conflicts go unaddressed, employee morale and engagement–two factors that can seriously impact quality of patient care—will dwindle.
When nurse managers observe employees engaging in toxic or inappropriate workplace behaviors, they must prepare to give difficult feedback. Delivering difficult feedback can be challenging for nurse managers, as they must address employees in a way that is authoritative, supportive, and resolute. One strategy nurse managers can use to deliver difficult feedback is to employ the scripting framework. In this week’s Discussion, you gain experience with using the scripting framework to resolve a conflict situation that you have observed in your past or present workplace.
To prepare
Review this week’s Learning Resources, focusing on the various forms of conflict that can occur in the workplace.
Consider the types of conflict, including bullying, horizontal violence, toxic and disruptive employees, misuse of social media, unbalanced power, harassment, and favoritism, that exist in your current organization or past place of employment.
Select one type of conflict you have observed. How has conflict impacted your work environment? How have nurse mangers attempted to address conflict situations?
Examine the six-step scripting framework for delivering difficult feedback in Chapter 7 of the course text, From Management to Leadership: Strategies for Transforming Health Care. Then, use this framework to script a conversation between you and the employee(s) involved in the conflict situation you selected.
When drafting your script, reflect on how H.
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Christian Schussele Men of ProgressOil on canvas, 1862Coope.docxtroutmanboris
Christian Schussele Men of Progress
Oil on canvas, 1862
Cooper Union, New York, New York
Transfer from the National Gallery of Art; gift of Andrew W. Mellon, 1942
NPG.65.60
Edward Sorel, “People of Progress” 1999, Cooper Union, New York, New York
Syllabus
The clerks of the Department of State of the United States may be called upon to give evidence of transactions in the Department which are not of a confidential character.
The Secretary of State cannot be called upon as a witness to state transactions of a confidential nature which may have occurred in his Department. But he may be called upon to give testimony of circumstances which were not of that character.
Clerks in the Department of State were directed to be sworn, subject to objections to questions upon confidential matters.
Some point of time must be taken when the power of the Executive over an officer, not removable at his will, must cease. That point of time must be when the constitutional power of appointment has been exercised. And the power has been exercised when the last act required from the person possessing the power has been performed. This last act is the signature of the commission.
If the act of livery be necessary to give validity to the commission of an officer, it has been delivered when executed, and given to the Secretary of State for the purpose of being sealed, recorded, and transmitted to the party.
In cases of commissions to public officers, the law orders the Secretary of State to record them. When, therefore, they are signed and sealed, the order for their being recorded is given, and, whether inserted inserted into the book or not, they are recorded.
When the heads of the departments of the Government are the political or confidential officers of the Executive, merely to execute the will of the President, or rather to act in cases in which the Executive possesses a constitutional or legal discretion, nothing can be more perfectly clear than that their acts are only politically examinable. But where a specific duty is assigned by law, and individual rights depend upon the performance of that duty, it seems equally clear that the individual who considers himself injured has a right to resort to the laws of his country for a remedy.
The President of the United States, by signing the commission, appointed Mr. Marbury a justice of the peace for the County of Washington, in the District of Columbia, and the seal of the United States, affixed thereto by the Secretary of State, is conclusive testimony of the verity of the signature, and of the completion of the appointment; and the appointment conferred on him a legal right to the office for the space of five years. Having this legal right to the office, he has a consequent right to the commission, a refusal to deliver which is a plain violation of that right for which the laws of the country afford him a remedy.
To render a mandamus a proper remedy, the officer to whom it is directed must be one to who.
Christian EthicsChristian ethics deeply align with absolutism. E.docxtroutmanboris
Christian Ethics
Christian ethics deeply align with absolutism. Ethical absolutism claims that moral principles do exist. According to Christians, God created moral absolutes. These absolutes can be seen in God’s revelation. God’s special and general revelation reveal his moral truths. This does not mean that only Christians can understand moral truths. Because humans are made in God’s image, they can recognize moral truths even if they do not believe in God
[1]
. These absolutes were instated by God. Therefore, they apply to all of humanity. This worldview is in direct opposition to the idea of relativism. Christian ethics cannot be viewed through a relativistic point of view. According to relativism, there is no moral truths. There is no absolute distinction between right and wrong within this way of thinking. Right and wrong can be decided by individuals or groups of people. Cultures decide what is right for themselves and their way of life. Even individuals have the ability to decide their own personal moral code. This can seem somewhat reasonable at times. Some things that were considered moral or immoral in the past are viewed differently today. Even with this understanding, Christians deny the idea of relativism. Christians hold to the belief that moral truths come from God. Therefore, these truths do not change. God himself never changes; therefore, his moral truths remain the same. According to Christian ethics, mankind is expected to hold to the moral absolutes mandated by God himself. This understanding is not compatible with relativism. Relativism makes no place of a God. From a relativistic point of view, mankind decides their own morality. Right and wrong are not fixed. In Christian ethics, right and wrong are permanently decided by the God of the universe.
The subjective aspects of Christian ethics can look similar to relativism. The areas that are somewhat subjective in Christian aspects are referred to as the liberties of a Christian. There are some matters that are not said to be morally wrong in the Bible. Some see these issues to be wrong; therefore, they are. Others do not find certain issues to be morally wrong. These individuals are claiming their Christian liberty. One of these issues is drinking alcohol. Some Christians believe that ingesting any amount of alcohol is morally wrong. According to the idea of Christian liberty, it would be wrong for the individuals who hold to this belief to drink alcohol. Others do not have this conviction and are not doing wrong by consuming alcohol. On the surface, the idea of Christian liberty can seem to be related to relativism, but upon closer inspection these ideas are not closely related. Christian liberty is a Biblical concept that harmonize well with the overall message of the Bible. Relativism is nowhere found in the Bible. The Bible is clear that there are universal moral laws. These laws are placed upon humanity by God himself. There are some areas where the Bible remain.
Christian Ethics BA 616 Business Ethics Definiti.docxtroutmanboris
Christian Ethics
BA 616 Business Ethics
Definition of Christian Ethics
A system of values based upon the Judeo/Christian Scriptures
Principles of behavior in concordance with the behaviors of Christian teachings
Standards of thought and behavior as taught by Jesus.
Discussion
What are some of the “ethical” attributes presented in the teachings of Jesus?
What are some ethical attributes presented in the teachings of other religious persons?
Quotes about Christian Ethics
Quotes on Christian Ethics
Recognize the value of work
“And when you reap the harvest of your land, you shall not reap your field right up to its edge, nor shall you gather the gleanings after your harvest. You shall leave them for the poor and for the sojourner: I am the Lord your God.” (Leviticus 23:22).
Do not give the poor the food, rather allow the poor to work for themselves
Discussion
What are examples of the value of work?
Today, some U.S. state governors are trying to get those “able bodied” individuals to work for welfare. They are meeting great resistance politically, why do you think this is?
The value of work
Confirmed by Elton Mayo
Fulfills social, psychological and economic needs of the individual
“If a man will not work, he shall not eat” (2 Thessalonians 3:10)
Christian Ethics
The fruit of a people that have inwardly committed their lives to Christ and are outwardly aligning their actions with His teachings.
“May the favor of the Lord our God rest on us; establish the work of our hands for us— yes, establish the work of our hands” (Psalms. 90:17).
Employees with a Christian Code of Ethics
Welcome accountability
Happy to show their efforts
A system of checks and balances
Sees possible training moment
Fosters collaboration with management
“Those who work their land will have abundant food, but those who chase fantasies have no sense” (Proverbs 12:11)
Employees with a Christian Code of Ethics
Not motivated by greed
Work is its own reward
Measure success in a non-monetary way
Seek payment for the work they do
Money is second to obedience
“Whatever you do, work at it with all your heart, as working for the Lord, not for human masters” (Colossians 3:23).
Employees with a Christian Code of Ethics
Are highly productive
Are work focused
Work hard throughout the day
Find value in completing assigned tasks
Understand that they are there to work
“Diligent hands will rule, but laziness ends in forced labor” (Proverbs 12:24).
Employees with a Christian Code of Ethics
Have a strong work ethic
Believe in a Biblical perspective of work
Reliable
Recognize the value of work
Relate their job to their faith
“All hard work brings a profit, but mere talk leads only to poverty” (Proverbs 14:23)
Employees with a Christian Code of Ethics
Bring a cooperative spirit to the workplace
Supportive of management
Strong contribu.
CHPSI think you made a really good point that Howard lacks poli.docxtroutmanboris
CH/PS
I think you made a really good point that Howard lacks political aspects-especially for presidency. I have no heard his speeches quite yet (since I tend to stray away from politics altogether because people are so aggressive), do you think he is a great leader-type and is he charismatic at all? Great leaders, especially for presidency, should be honest, charismatic, and not only cater to the audience's needs but to the entire country's needs without sugar coating things.
Also, I am not sure what you mean by "In order to improve his leadership style, Jeff should change his model of carrying out business activities. This is because it can be copied and imitated by other companies (Mauri, 2016)".- how can it be imitted by other companies? In what way?
Do you think Jeff Bezos is a bad leader? and why?
CH/AR
I found your comparison of Howard Schultz and Jeff Bezos interesting and compelling. When I was looking at the list of leaders to select from, it was staggering to me how many of the corporate leaders have run or are planning to run for political office. I'm not sure, given our current political environment, that running a large corporation is the right background and experience for the leader of the United States. We'll see what happens in the next year and a half!
Amazon is an amazing, transformative company to watch. I work in the financial services industry and one of our leaders recently described our competition not as other financial services firms but as Amazon. Financial services firms pretty much all offer the same products and services and at a very reasonable price point. Amazon, however, has excelled in service delivery. I would imagine that at sometime in the future, Amazon will partner with a financial service firm to deliver products and services. I'll admit that I was and still am skeptical about Amazon's purchase of Whole Foods, but Bezos seems to be up for trying just about anything.
In your analysis of the two leaders, you didn't mention directly the challenges faced by either the leaders or the organization. Last year, Starbucks was all over the news regarding the incident involving two African American gentlemen and how they were treated by a manger at Starbucks. I'm curious how you or others in the class through about how Schultz led the organization through that crisis. Bezos, as well, has not been immune to controversy with his recent affair and divorce becoming public. How do the personal lives and behaviors of leader impact the organizations they lead? Should it matter?
SO
The first leader I chose to research is Sundar Pichai, the CEO of Google. Sundar began to show in interest in technology at an early age, and eventually earned a degree in Metallurgy, and an M.B.A from the Wharton School of the University of Pennsylvania. He then began working at Google in 2004 as the head of product management and development (Shepherd). From there, he assisted in the development of many different departme.
Chosen brand CHANELStudents are required to research a fash.docxtroutmanboris
Chosen brand:
CHANEL
Students are required to research a fashion brand of their choice and analyze its positioning strategy in the market.
● The report will assess students’ ability to collect data, in an efficient manner and use this data to scrutinise the marketing aspects of a fashion brand.
● The report will be covering the following subjects:
1. Analysis Of The Macro And Micro-environment of the brand.
2. Positioning Strategy Of The Brand: Target Customer(Pen Portrait)
3. Competitor Analysis.
4. Critical evaluation of the marketing communications strategy of the brand
supporting the development of the individual report, using relevant PRIMARY and SECONDARY RESEARCH.
NB: Please kindly devise a survey (Google forms) and make up some responses to it so as to then incorporate PRIMARY results into the report. Thanks
see attached file
word count: 2000 words
.
Chose one person to reply to ALBORES 1. Were Manning’s acti.docxtroutmanboris
Chose one person to reply to:
ALBORES
1. Were Manning’s actions legal under the Foreign Corrupt Practices Act, and what are the possible penalties for violating the act?
The Foreign Corrupt Practices Act states (1977) “It shall be unlawful for any issuer...to offer, payment, promise to pay, or authorization of the payment of any money, or offer, gift, promise to give... “. Manning assumed the duty of an issuer because he attended dinner with the prime minister to discuss the contract. Then, Manning offered to fly the prime minister to New York, which he then promised to pay for all of the prime minister's expenses. However, according to the Foreign Corrupt Practices Act (1977) a promise or offer is acceptable if the expense was ”reasonable and bona fide expenditure, such as travel and lodging expenses, incurred by or on behalf of a foreign official… was directly related to the promotion, demonstration, or explanation of products or services”. Manning promised to fly out the prime minister because he wanted to “discuss business further” (UMUC, 2019). Further, Manning used company funds to take the prime minister to luxurious activities and restaurants because he wanted to retain the contract from the prime minister.
Even though Manning did not directly give money to the prime minister, he authorized payment for the prime minster’s two-week stay, which did not involve discussing the contract. Out of the two weeks, business was only conducted for a day. In addition, Manning can be held responsible for bribing the customs officials at Neristan. According to the Foreign Corrupt Practices Act (1977), it is unlawful to influence “any act or decision of such foreign official in his official capacity... omit to do any act in violation of the lawful duty of such official”. Manning influenced the customs officials because Manning gave each custom official $100 to clear the shipment. Custom officials act on behalf of the Neristan government and sometimes require large shipments to be inspected. Manny will likely be held responsible for offering payment to the customs officials in exchange for expediting the company’s shipment.
If Manning violated the Foreign Corrupt Practices Act, he could face imprisonment. Also, the company may have to pay the penalty. The penalty for violating the act is “a fine of up to $2 million per violation. Likewise, an individual may face up to five years in prison and/or a fine of $250,000 per violation of the anti-bribery provision” (Woody, 2018, p. 275).
2. Were Manning’s actions legal under the UK Bribery Act and what are the possible penalties for violating the act?
Based on the UK Bribery Act (2010), an individual is guilty of bribing an official if “intention is to influence F (government official) in F's capacity as a foreign public official...intend to obtain or retain business, or an advantage in the conduct of business.”. Manning bribed the prime minister because he stated: “If, after we are done conducting busi.
Choosing your literary essay topic on Disgrace by J. M. Coetzee .docxtroutmanboris
Choosing your literary essay topic on
Disgrace
by J. M. Coetzee is the first step to writing your literary analysis paper.
After reading the novel, you should be able to decide in which direction you'd like to take your paper.
Topics/ approaches
(Focus on only one of the following, though some may overlap):
Analyze one of the minor characters, such as Petrus.
Example
: Analyze not only the chosen characters' personality but also what role they played in advancing the overall theme of the novel.
The protagonist's conflict, the hurdles to be overcome, and how he resolves it.
Examples:
It could be hope for change, both in South Africa and in David Lurie. OR: the disgrace David Lurie has suffered over the affair with a student and how that matches the disgrace South Africa has suffered through apartheid.
The function of setting to reinforce theme and characterization.
Example
: post-apartheid South Africa is a setting arguably more important than anything else in the novel. Your outside sources would be a bit of history concerning apartheid.The use of literary devices to communicate theme: imagery, metaphor, symbolism, foreshadowing, irony
Symbolism in the novel--
Examples:
Determine if David Lurie represents the old, white authorities of South Africa, while Lucy represents the new white people of South Africa. OR: Analyze what dogs symbolize in this story. Another example: What is symbolized by the opera David Lurie is writing on Byron?
Careful examination of one or more central scenes and its/their crucial role in plot development, resolution of conflict, and exposition of the theme.
Example:
Analyze one or more scenes in which hope that change for the better is possible through a character's remorse and subsequent action, for example, the scene in which David Lurie apologizes to the parents OR the scene in which Lucy gets raped.
The possible issue to be addressed in introduction or conclusion:
Characteristics that make the work typical (or atypical) of the period, the setting, or the author that produced it. For this information, you must go to a library database (you must read "How to Access Miami Dade Databases" if you don't know how) or a valid search site, such as Google Scholar (there is often a fee for this one).
Do
not
open or close with biographical material on the author. Biographical material is important as it influences the author’s writing only and should not be a focus of your paper.
Guidelines for Literary Essay
Be aware that you will be writing about a novel, which in its broadest sense is any extended fictional narrative almost always in prose, in which the representation of character is often the focus. Good authors use the elements of fiction, such as plot, theme, setting etc. purposefully, with a very clear goal in mind. One of the paths to literary analysis is to discover what the author's purpose is with each of his choices. Avoid the problem th.
Choosing your Philosophical Question The Final Project is an opp.docxtroutmanboris
Choosing your Philosophical Question
The Final Project is an opportunity for you to investigate one of the discussion questions to a much greater degree than in the forums. For your Final Project you will choose a philosophical question (stage 1), conduct an analysis of the claims and arguments relevant to the question by reading the primary texts of the philosopher (stage 2), and then take a position on the chosen question and offer an argument in support of your position (stage 3).
For this first stage of your Final Project assignment, (a) choose a question that appears as a discussion question (listed below, with some exceptions). You may choose one that you have previously begun to answer in the discussion forums, or one that you have yet to consider, then (b) explain briefly why you are interested in exploring this philosopher, the primary text and the question further. Submit this assignment on a Word .docx.
Week Four: Philosopher: Thomas Aquinas, Primary Text: Summa Theologica, Part 1, Question 2, Article 1-3
Q1. Does God really exist?
Question to write on, and answer the question fully in all its parts. Be mindful of the question. You are making a claim about something and offering support for it. Try to use examples from the Primary Texts you have read and/or your own experiences in that support.
DISCUSSION QUESTION CHOICE #1: Philosophy of Religion. Study Aquinas' five "ways" of demonstrating God's existence in the learning resources then engage in the study of ontology by examining your belief in God:
Answer the question: Does God really exist?
Use Aquinas and your own reasoning in your argument.
Kreeft, Peter. A Shorter Summa: The Essential Philosophical Passages of St. Thomas Aquinas'
Summa Theologica, Ignatius Press (San Francisco, 1993), chapter II.
Summa Theologica, Part 1, Question 2, Articles 1-3
The Existence of God
Because the chief aim of sacred doctrine is to teach the knowledge of God, not only as He is in
Himself, but also as He is the beginning of things and their last end, and especially of rational
creatures, as is clear from what has been already said, therefore, in our endeavor to expound this
science, we shall treat: (1) Of God; (2) Of the rational creature’s advance towards God; (3) Of
Christ, Who as man, is our way to God.
In treating of God there will be a threefold division: For we shall consider (1) Whatever concerns
the Divine Essence; (2) Whatever concerns the distinctions of Persons; (3) Whatever concerns the
procession of creatures from Him
Concerning the Divine Essence, we must consider: (1) Whether God exists? (2) The manner of His
existence, or, rather, what is not the manner of His existence; (3) Whatever concerns His
operations — namely, His knowledge, will, power.
Concerning the first, there are three points of inquiry: (1) Whether the proposition “God exists” is
self-evident? (2) Whether it is demonstrable? (3) Whether God exists?-
FIRST ARTICLE
Whether the Existence .
Choosing Your Research Method in a NutshellBy James Rice and.docxtroutmanboris
Choosing Your Research Method in a Nutshell
By James Rice and Marilyn K. Simon
Research Method Brief Type
Action research Participatory ‐ problem identification, solution,
solution review
III
Appreciative inquiry Helps groups identify solutions III, IV
Case Study research Group observation to determine how and why a
situation exists
III
Causal‐comparative research Identify causal relationship among variable that
can't be controlled
IV
Content analysis Analyze text and make inferences IV
Correlational research Collect data and determine level of correlation
between variables
I
Critical Incident technique Identification of determining incident of a critical
event
III
Delphi research Analysis of expert knowledge to forecast future
events
I, IV
Descriptive research Study of "as is" phenomena I
Design based research/ decision analysis Identify meaningful change in practices II
Ethnographic Cultural observation of a group
Evaluation research Study the effectiveness of an intervention or
program
IV
Experimental research Study the effect of manipulating a variable or
variables
II
Factor analysis Statistically assess the relationship between large
numbers of variables
I
Grounded Theory Produce a theory that explains a process based on
observation
III, IV
Hermeneutic research Study the meaning of subjects/texts (exegetics is
text only) by concentrating on the historical
meaning of the experience and its developmental
and cumulative effects on the individual and society
III
Historical research historical data collection and analysis of person or
organization
IV
Meta‐analysis research Seek patterns in data collected by other studies and
formulate principals
Narrative research Study of a single person's experiences
Needs assessment Systematic process of determine the needs of a
defined demographic population
Phenomenography Answer questions about thinking and learning
Phenomenology Make sense of lived experiences of participants
regarding a specified phenomenon.
III, IV
Quasi‐experimental Manipulation of variables in populations without
benefit of random assignment or control group.
II
Q‐method A mixed‐method approach to study subjectivity ‐
patterns of thought
I
Regression‐discontinuity design (RD) Cut‐off score assignment of participants to group
(non‐random) used to study effectiveness of an
intervention
II
Repertory grid analysis Interview process to determine how a person
interprets the meaning of an experience
I
Retrospective record review Study of historic data collected about a prior
intervention (both effected and control group)
II
Semiology Studies the meaning of symbols II, III
Situational analysis Post‐modernist approach to grounded theory
(holistic view rather than isolated variables) by
studying lived experiences around a phenomenon
Trend Analysis research Formulate a f.
Choose two of the systems (education, work, the military, and im.docxtroutmanboris
Choose
two
of the systems (education, work, the military, and immigration). Explain how they fit into the domain of social work and the social justice issues social workers should be aware of in these systems.
How does the education, military, workplace, or immigration system rely on social workers?
What is one social justice issue found in education, the military, the workplace, or immigration that influences the practice of social work?
.
Choose two disorders from the categories presented this week.C.docxtroutmanboris
Choose
two disorders from the categories presented this week.
Create
a 15- to 20-slide Microsoft® PowerPoint® presentation that includes the following:
Describes the disorders and explains their differences
Discusses how these disorders are influenced by the legal system
Discusses how the legal system is influenced by these disorders
Include
a minimum of two peer-reviewed sources.
Format
your presentation consistent with APA guidelines.
Submit
your assignment.
*3 slides on How is the legal system influenced by schizophrenia with speaker notes*
.
Choose ONE of the following topics Length 750-900 words, .docxtroutmanboris
Choose
ONE
of the following topics
Length:
750-900 words, double spaced, 12 pt. font
Identify the different forms of religious groups that are comprised in the typology outlined by the classic sociologists of religion. Explain the basic characteristics of each and provide examples.
Establish a distinction between the popular misuses of the term "myth" and its meaning in the scholarly context of Religious Studies. Explain the functions of myth according to the scholar Joseph Campbell.
.
Choose one of the following topicsAmerica A Narrative.docxtroutmanboris
Choose
one
of the following topics
America: A Narrative History
notes Thomas Jefferson's election to the presidency set the tone of "republican simplicity". In what ways was this still true in 1850 following the "Market Revolution" and in what ways was it not?
Connect the technological improvements in water transportation of the early 19th century to the territory acquired in the LA Purchase.
.
Choose one of the following topics below. Comparecont.docxtroutmanboris
Choose
one
of the following topics below.
Compare/contrast the role women played in Puritan Society in colonial Massachusetts with their role in the Great Awakening of the 18th century.
Why is the Declaration of Independence considered historically as a product of the Age of Enlightenment?
500 words
.
Choose one of the following topics below. Comparecon.docxtroutmanboris
Choose
one
of the following topics below.
Compare/contrast the role women played in Puritan Society in colonial Massachusetts with their role in the Great Awakening of the 18th century.
Why is the Declaration of Independence considered historically as a product of the Age of Enlightenment?
requirement of this assignment
Write a 500 word essay
.
Choose one of the states of RacialCultural Identity Development.docxtroutmanboris
Choose one of the states of Racial/Cultural Identity Developmental Model and reflect on how you will intervine with a client in that stage.
Stages:
Conformity
Dissonance and Appreciating
Resistance and immersion
Introspection
Integrative Awareness
.
Choose one of the following topicsNative AmericansWomenEnvi.docxtroutmanboris
Choose
one of the following topics:
Native Americans
Women
Environment
Latin Americans
Sexual liberation
Read
at least three different newspaper articles between 1968 and 1980 that cover important changes affecting your topic. In the University Library, use the ProQuest
®
historical newspaper archive (available under
General Resources > ProQuest >
Advanced Search
>
Search Options
>
Source Type
), which includes the following major newspapers, among others:
New York Times
Washington Post
Wall Street Journal
Los Angeles Times
Christian Science Monitor
Write
a 700- to 1,050-word paper in which you describe the status of the chosen group or idea and how that group or idea was affected by the changes brought about during the 1960s. Include information gleaned from the newspaper articles as well as other material.
.
Choose one of the following films for review (with faculty’s appro.docxtroutmanboris
Choose
one of the following films for review (with faculty’s approval). Put yourself in the movie by choosing one character to follow. What cultural issues would you face? What are cultural challenges? Write a short paper describing the film and your observations. Present your findings in class.
•
Secret Lives of Bees
•
Chocolate
•
Under the Same Moon
•
Maid in Manhattan
•
Walk in the Clouds
•
Get Rich or Die Trying (Gang Culture
) "I like this one"
•
Mu
lan
•
Mississippi Burning
•
A Time to Kill - "
I Also like this one
"
•
Only Fools Rush In
.
Choose and complete one of the two assignment options.docxtroutmanboris
Choose
and
complete
one of the two assignment options:
Option 1: Forecasting Comparison Presentation
Identify
a state, local, or federal policy that impacts your organization or community.
Create
an 8- to 10-slide Microsoft® PowerPoint® presentation in which you complete the following:
Describe how forecasting can be used to implement this policy and highlight any limitations of the usage of forecasting.
Compare and contrast the different forms of forecasting used to aid decision-makers when evaluating policy outcomes.
Discuss the types of information needed to ensure forecasts are accurate.
Analyze the relationship between forecasting, monitoring of observed policy outcomes, and normative futures in goals and agenda setting.
Include
speaker notes with each slide. The presentation should also contain and at least four peer-reviewed references from the University Library.
I live in Lawrence, KS if you can find a policy within this community.
.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
Acetabularia Information For Class 9 .docxvaibhavrinwa19
Acetabularia acetabulum is a single-celled green alga that in its vegetative state is morphologically differentiated into a basal rhizoid and an axially elongated stalk, which bears whorls of branching hairs. The single diploid nucleus resides in the rhizoid.
Honest Reviews of Tim Han LMA Course Program.pptxtimhan337
Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
WORK ENVIRONMENT ASSESSMENT4Post 1 Melissa Jackson Top o.docx
1. WORK ENVIRONMENT ASSESSMENT 4
Post 1
Melissa Jackson
Top of Form
Work Environment Assessment Results
The results of the Work Environment Assessment show that the
workplace I evaluated could use some improvement. This
determination is based on a Clark Healthy Workplace Inventory
score of 72, which is mildly healthy. I rated 12 questions in the
“somewhat true” category and 8 in the “neutral” category. The
workplace sits somewhere right in the middle based on the fact
that I have had or witnessed, some negative interactions, but
overall people are happy and satisfied with their jobs. I don’t
believe patient care is impacted negatively, however with more
advocacy for civility based on the assessment there is room for
improvement. Clark (2019) stated, “disrespectful and uncivil
behaviors in healthcare settings can have detrimental effects on
individuals, teams, organizations, and patient safety—including
life-threatening mistakes, preventable complications, or harm to
a patient” (para. 1). We know from studies and assessments,
like the Clark Inventory, that the changes made to improve
civility in the workplace also improving patient outcomes. I
believe my workplace is mostly civil. There are always a few
things in any environment or situation that can have a negative
impact. Sometimes it’s a person, other times it’s a schedule,
policy, or procedure. My workplace makes a good effort to
correct any incivility that arises, but more can always be done.
Based on the inventory they could improve in areas like
promoting employee wellness and self-care, offering mentoring
programs, and implementing joint-decision making.
Incivility in the workplace
The American Nurses Association defined incivility
as “one or more rude, discourteous, or disrespectful actions that
2. may or may not have a negative intent behind them” (Violence,
Incivility, & Bullying, 2017, para. 2). Based on that description
I recall a time when an ER physician screamed at me and
insulted me in front of my peers and within earshot of patient
and their families. It was not something I had done wrong and
she later apologized stating she was “just having a bad day.”
The charge nurse also pulled her aside and told her if she was
going to treat her nurses like that there would be a formal
complaint filed against her. It made for a very uncomfortable
shift. As much as I tried to forget the incident, the damage was
done to our working relationship. I never let it affect patient
care, but all respect that I once had for her was gone. I am a
firm believer in “praise in public, punish in private.” Had she
just pulled me aside and asked about the situation she would
have realized her error, instead she lost her cool and chose to
berate me in front of peers and patients. Not only did she build
a barrier with me, but she also lost the respect of many of my
peers, and probably a few patients. All it took was one
incidence of her losing her composure to change how everyone
working that shift perceived her. She ended up quitting a few
months later due to personal issues. The work environment
changed dramatically for the better after that. Hossny & Sabra
(2020) stated “civility climate is very important for healthy
collaborative relationship between nurses and physicians; when
nurses and physicians have increased chance to work in civility
climate, combined with response to incivility and low
intolerance for it, they will be more collaborated” (p. 626). In
an interview for the National Institute of Health, Dr. Christine
Porath discussed the high cost of incivility in the workplace.
She stated “instead of focusing on work, those who experience
the behavior are far less motivated and are worried about future
incidents. A few even leave their jobs. Some companies
estimate that negative behavior costs millions of dollars in lost
productivity” (Workplace Civility Increases Productivity, 2019,
para 5). Incivility is costing organizations big time. It seems
like the proposed “fixes” are common sense, yet organizations
3. are doing little to make the changes. More focus needs to be put
on the issue to improve job satisfaction, cut costs, and improve
patient outcomes.
References
Clark, C. M. (2019, April). Fostering a Culture of Civility and
Respect in Nursing.
Journal of Nursing Regulation, 10(1), 44–52.
https://doi.org/10.1016/s2155-8256(19)30082-1
Hossny, E. K., & Sabra, H. E. (2020, November 4). Effect of
nurses’ perception to workplace civility climate on nurse–
physician collaboration.
Nursing Open, 8(2), 620–627.
https://doi.org/10.1002/nop2.666
Violence, Incivility, & Bullying. (2017, October 14). ANA.
Retrieved October 10, 2022, from
https://www.nursingworld.org/practice-policy/work-
environment/violence-incivility-bullying/
Workplace Civility Increases Productivity. (2019, March 26).
NIH Record. Retrieved October 10, 2022, from
https://nihrecord.nih.gov/2018/08/10/workplace-civility-
increases-productivity
Post 2
Luis Arencibia
Top of Form
Workplace Environment Assessment
A healthy work environment can be described as a safe,
satisfying, and empowering workplace. This requires a shared
organizational vision and mission, a good communication
system, teamwork, and high levels of civility across all levels of
4. the organization (Clark, 2015). Broome & Marshall (2021)
recognize that a healthy work environment is crucial in
achieving optimal levels of quality care for patients. Moreover,
a healthy work environment has been associated with minimal
workplace violence and improved nurse satisfaction, reducing
nurse turnover in a healthcare organization (Wei et al., 2018).
My workplace assessment using the twenty questions
from “Clark Healthy workplace inventory” gave me a final
score of 82, which indicates a moderately healthy workplace
environment (Clark, 2015). From the assessment, I could easily
pick out which made me feel that I work in a very healthy
environment, i.e., I have always felt the management of the
organization highly values the employees and give reasonable
remuneration. Also, the organization supports employees’
professional growth and excellence by providing on-job training
opportunities for nurses and other healthcare personnel.
However, from the assessment, I also picked out areas that
contributed to the less-than-optimal score for the workplace
environment. Some of these areas included poor communication
across different levels of management, which often interferes
with ease of operations and work overload. If these areas could
be improved, I believe my workplace will attain a healthy
environment.
Generally, I consider my workplace civil because the
organization is respectful of the staff, and the staff is also
respectful to each other. Also, healthcare personnel are
committed and always work in collaboration to ensure the best
outcomes for our patients. However, like any other
organization, we also had several incivility cases at our
workplace. The most notable one that I have personally
experienced is work overload. This happened at one point when
my unit was experiencing a shortage of nursing staff, and the
nurse in charge was forced to give us extra hours and shifts to
cover the shortage. The experience left us with burnout and
dissatisfaction, which affected our work efficiency. Luckily, we
5. complained to the management through our nurse in charge, and
they responded by deploying some of the nurses from less busy
units to our unit.
In conclusion, a healthy and civil work environment is
the key to optimal service provisions in healthcare
organizations. According to Clark et al. (2011), nursing exposes
one to a dangerous environment to work in, and incidents of
incivility increase the risk and cause a feeling of dissatisfaction.
Healthcare organizations should therefore strive to ensure they
create a healthy workplace and be ready to listen and address all
cases of workplace incivility.
References
Broome, M., & Marshall, E. S. (2021). Transformational
leadership in nursing: From expert clinician to influential leader
(3rd ed.). New York, NY: Springer.
Clark, C. M. (2015). Conversations to inspire and promote a
more civil workplace.
American Nurse Today,
10(11), 18-23.
Clark, C. M., Olender, L., Cardoni, C., & Kenski, D. (2011).
Fostering civility in nursing education and practice: Nurse
leader perspectives.
JONA: The Journal of Nursing Administration,
41(7/8), 324-330.
Wei, H., Sewell, K. A., Woody, G., & Rose, M. A. (2018). The
state of the science of nurse work environments in the United
States: A systematic review. International Journal of Nursing
Sciences, 5(3), 287-300.
Bottom of Form
Bottom of Form
6. 1
Writing in Science
Technical Writing
Goal
Select three problems from three different chapters and write up
the solutions. The selected
problems must be a two-star or three-star problem from the
book. The problem must involve
drawing a picture and/or drawing free-body diagrams.
The solutions must be neatly typed (no handwritten
components) and include an illustration
and/or free-body diagram, equations used, algebraic steps, and
accompanying explanations for
each step to make the solution clear to the reader.
This activity will be evaluated on the following components:
1. The correctness of your solution (30 pts)
2. Illustrations/ Free body diagrams (20 pts)
3. Clearly typed equations, formulae, and explanations (30 pts)
7. 4. Organization and overall clarity (including correct grammar)
(20 pts)
Resources
Every student has access to the Google Suite (use your VCCS
email to access the Google
Suite) and Office 365 (find the instruction in the syllabus).
Software to write the report
Use Google Documents (or equivalent such as MS Office, Open
Office, etc.) to write your
documents. Use the built-in section titles and headings.
2
To write formulae and equations, use the “Insert Equations”
function in the Insert Drop-down
menu. In the same menu, the item above Insert Equations,
allows you to insert special symbols,
such as Greek letters or math symbols.
Most Equation Editors (in Google and Pages, at least) allow you
to type in commands for the
8. math formulae that are based on LaTeX. So, if you wish to type
in the following:
�� = ����
You must type in the equation editor the following (without the
quotes)
“Sigma F = m vec a”
Here is a quick reference on LaTeX commands for math
symbols and letters.
Diagrams and Pictures
Generally speaking, copying and pasting someone else’s
diagram is a copyright violation, so it’s
safer to avoid it. Make your own graphs and diagrams.
For Diagrams - Use Google Draw or Presentation where you can
draw a diagram and then copy
and paste it in your documents. (Alternatives include Microsoft
PowerPoint, Apple Keynote,
diagrams.net, etc.)
9. https://oeis.org/wiki/List_of_LaTeX_mathematical_symbols
https://www.diagrams.net/
3
For Graphs - use a spreadsheet - Google Sheets, MS Office
Excel, etc. Then copy and paste
the graph into your document.
Overall Appearance of your Document
Your document should include full sentences organized in
paragraphs. You cannot simply use
bullet lists or write the equations and skip the explanations.
That is why it is called a Report.
Make sure all steps of your solution are fully explained.
As with the diagrams and illustrations, use your own words. Do
not copy and paste other
people’s words.
Grammar, Style, and Punctuation
Most Editors have automatic spell checkers. There are apps on
the web which can also scan for
punctuation and style. One such is Grammarly which has paid
and free versions.
10. When you finish with your report, run the checks for common
grammatical and spelling errors.
Bibliography
If you have used external resources, make sure to include them
at the end of your report. The
best way to do this is to use a bibliography app. MyBib is free
that I have used in the past. You
may also refer to Citation Help & Plagiarism by NOVA Library.
https://app.grammarly.com/?network=g&utm_source=google&m
atchtype=e&gclid=CjwKCAjw5vz2BRAtEiwAbcVIL0XqnQK7e
66-JBXJeQUUWDTuNGJvhuo44fc8OdGUQg1n-
kjuuqSrnxoCBmoQAvD_BwE&placement=&q=brand&utm_cont
ent=76996511046&utm_campaign=brand_f1&utm_medium=cpc
&utm_term=grammarly
https://www.mybib.com/#/projects/7OlPl3/citations
https://www.nvcc.edu/library/students/citation.html
4
Appendices
If you want to include data from experiments that take a lot of
space, or add more details that
might or might not be necessary - consider putting them in an
Appendix at the end of your
11. report.
GoalResourcesSoftware to write the reportDiagrams and
PicturesOverall Appearance of your DocumentGrammar, Style,
and PunctuationBibliographyAppendices