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Respond Please complete the following items based on your hypothetical speech: 1. Speech Topic: Who is your audience for this speech? What is the specific purpose of your speech? In choosing your specific purpose, how will you narrow the topic so that it will be appropriate to this audience? 2. Demographic audience analysis: What special adaptation is necessary in the speech because of the audience's: Age Gender Religion Racial or ethnic background Group membership Other (interests, political background, etc) 3. Situational audience analysis: What special adaptation is necessary in the speech because of the audience's: Size Response to the physical setting Knowledge about the topic Interest level in the topic Attitude toward the topic Disposition toward the speaker Disposition toward the occasion 4. What device(s) will you use in the introduction to gain your audience’s attention and interest? 5. What steps will you take in the introduction to relate the topic directly to your audience? 6. What are the main points of the speech? 7. Why do you plan to develop these particular main points for this audience? 8. Why have you selected the supporting materials that you plan to use for this audience? 9. What steps have you taken to make your language clear and appropriate for this audience? 10. What adjustments will you make in delivery (rate of speech, volume, tone of voice, gestures, and the like) to communicate your ideas to this audience? .

Education

Other (interests, political background, etc)
3. Situational audience analysis:
What special adaptation is necessary in the speech because of
the audience's:
Size
Response to the physical setting
Knowledge about the topic
Interest level in the topic
Attitude toward the topic
Disposition toward the speaker
Disposition toward the occasion
4. What device(s) will you use in the introduction to gain your
audience’s attention and interest?
5. What steps will you take in the introduction to relate the
topic directly to your audience?

6. What are the main points of the speech?
7. Why do you plan to develop these particular main points for
this audience?
8. Why have you selected the supporting materials that you plan
to use for this audience?
9. What steps have you taken to make your language clear and
appropriate for this audience?
10. What adjustments will you make in delivery (rate of speech,
volume, tone of voice, gestures, and the like) to communicate
your ideas to this audience?

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SECTION 2 Directions Imagine you are a self-help speaker. Write an 800 WORD PERSUASIVE SPEECH on “How to eliminate negativity in your life.” 1. Think about a speech that you would like to present on a topic of your choice. 2. Complete the following template, including all parts. Fill out all cells using complete sentences, aiming for three complete sentences for each cell of the template (if acceptable) 3. In section 4 Reflection write 5 sentences. 4. Consider your audience, purpose, and thesis and complete Part 1 of the template. 5. Utilize your resources, the internet or a local library to find three credible sources that are relevant to your speech and complete Part 2 of the template. 6. Read through your sources to identify five pieces of evidence that support your thesis and complete Part 3 of the template. Be sure to use at least three different types of sources (example, statistic, analogy, definition, visual, story, testimony). 7. And then answer all the questions in the attached form. PART 1: TOPIC Purpose What are you hoping to achieve with this speech? Audience Who will be in your audience? What do you know about them? Thesis What is the key message of your speech? PART 2: SOURCES SOURCE 1 Source Title Author(s) Name Retrieved from Where did you get this source? Include location, book, periodical, url, etc. Age How recent is the data or information presented in your source? When was the source published? If the source is a website, when was the website last updated? Depth What does the source cover? How well-researched and detailed is the source? How much depth is the topic covered in? How is this content and level of detail relevant to your purpose, audience, and message? Author How is the author qualified to speak on the topic? What is the author's purpose? What biases might they have? Is the information the author's opinion alone or is it supported by cited facts? Money Who funds the website or publication? Are there items endorsed or for sale? If so, what items? What is the reputation of the website or publication? SOURCE 2 Source Title Author(s) Name Retrieved from Where did you get this source? Include location, book, periodical, url, etc. Age How recent is the data or information presented in your source? When was the source published? If the source is a website, when was the website last updated? Depth What does the source cover? How well-researched and detailed is the source? How much depth is the topic covered in? How is this content and level of detail relevant to your purpose, audience, and message? Author How is the author qualified to speak on the topic? What is the author's purpose? What biases might they have? Is the information the author's opinion alone or is it supported by cited facts? Money Who funds the website or publication? Are there items endorsed or for sale? If so, what items? What is the reputation of the website or publica.

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RESEARCH PROPOSAL ASSIGNMENT DUE: 12/03/2018 5PM SUBMIT ON BLACKBOARD For this assignment, you will draw on your lessons from the topic development and data collection you did in the course to write a 10-13 page (double-spaced) proposal outlining details that you propose for a 4-month study. In this proposal, you will be expected to include the following: I. Introduction and research question: Offer a brief context for your topic. This can include some interesting current event that is connected to your topic, relevant brief historical details, and/or the setting up of the broader theoretical, political or social issues or conversation your question is attempting to address. This introduction should then clearly lead into your research question. In other words, your articulation of your research question should naturally flow from the introductory context you set up. State the research question clearly. You must include citations for any claims you make! II. Rationale/Significance: Explain to us the significance of your project. Some ways you can think about this question; you don’t have to answer all of these: a. Why is your study original? b. Why is it important to ask this question you are posing? What would it help us understand better? c. Why is doing it qualitatively a valuable contribution? d. Are the participants or site something other scholars haven’t considered but should? Why? III. Literature Review: Provide a brief overview of the bodies of literature that will be informing your project. This is an outline of your literature review so remember, this should only be references to secondary and scholarly sources (e.g.—NOT newspapers). Cite some examples (5-7) of the scholarship you would use. Answer the following: a. Which areas of scholarship (disciplines, sub-disciplines, schools of thought, areas of study, etc.) will you be drawing from? b. Why are you drawing from these? How does it help inform your work? c. What are the broader discussions, debates, conversations, etc. that these bodies of literature are having about your topic? d. What will be your study’s contribution to this discussion? In other words, what do you think is missing in their scholarly conversation? What haven’t they tackled (or adequately tackled) yet? IV. Methods: In this section, provide full details about your methodological approach to this study [JUSTIFY EVERYTHING].Answer the following: a. What will be the fieldsite for your study? A center? A government agency? A building? Some meeting? Explain briefly why this would be appropriate for your study. b. Who will be the participants in your study? Whom will you observe? Whom will you interview? Provide number of individuals, positions, etc. Explain why you are making these decisions. c. Which methods will you be using? Why? Provide details. How many hours/days will you spend doing participant-observation? How many semi-structured interviews? If relevant, what kind of material culture data do.

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"Technology for Student Success" was a presentation for teachers and administrators to model how to simplify students' research by using of content with a purpose, for an audience. Each student culminates his or her research into a briefings format. The format is easy to use when following the ABCs of Briefings: *A - Authentic forms and strategies of research writing in the real world are identified, as resources for the integration of all subject areas. *B - Briefings based on content for a purpose; affecting an audience. *C - Choice is applies and connected to community within and outside of the classroom. Throughout the session teachers: 1. discover how the structure of briefings support the author's purpose through strategic presentation of content to affect an audience. 2. apply components of authentic learning: choice, connections, and community to increase motivation, problem solving and quality in writing. 3. use self generated, open-ended questions about a topic to guide research from a variety of resources. 4. identify what makes effective revision through a question and answer sharing format. 5. self assess their own learning and consider how to implement the research model in their own classrooms with students. I facilitated this session for the Center for School Reform (in Kansas City, MO) at the Summit for Student Success Conference, held in Columbia, MO.

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SO308 Principles of Social Research Data Analysis 4: Interview Directions: Choose one participant that will agree to an administration of the interview schedule. Find a quiet and comfortable place that sets your participant as ease. Remember not to deviate from the set interview schedule (although you can give minimal responses to requests for clarification or use neutral prompts or probes to get them going or keep them on track). Give your participant a pseudonym and record no information that could lead to their unique identification. Take detailed and exhaustive notes! Record everything because you may not realize that something is important until after the fact. Remember that the purpose of these content analyses is to gather data about how members of different groups think about, talk about, behave toward, or otherwise respond to another. You don’t have to record information that does not pertain to our purpose, but do record everything that may shed light on our research topic! Take detailed notes during the interview. Include what they said and how they said it [important body language, pauses, and other non-verbal expressions should be noted in square brackets]. Find a quite place as soon after the interview is concluded to record your notes into this form. Clean your notes by removing your shorthand and explaining every detail. Remember that these notes need to be understandable on their own. Include everything and add additional details as you recall them. When you add detail after the fact in this first pass, use “Bright Green” text to distinguish it from your first observations. Then set your notes aside for about 24 hours so that you can think about them some more. Make a third pass through your notes and use “Blue” text to distinguish these subsequent reflections from your first observations and your initial additions. It is important to make these distinctions clear because your understanding of the interview may change with time. Do not worry if your first, second, and third passes through your data agree with one another. Again, your perspective may change. It is important that you do not delete previous notes, but merely add to them each time through. Finally, in all three passes, be careful to distinguish between what was said and your interpretation of what was said. Actual descriptions should be recorded in regular text (in the appropriate color), but your interpretations, opinions, and inferences from the data should be italicized. Try to maintain this “fact-value” distinction as carefully as you can (although it is impossible to be perfect in this regard). You can use as many pages for your notes as you need. This document will expand to make room. But please be conscientious about recording everything, including your reactions as the interviewer! Good luck and have fun! INTERVIEW NOTES Data Collector ID: Location of Interview: Date: Time: Duration of Interview: Description of S.

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respond The ability to communicate effectively is a critical skill for nurse leaders (Roussel, Thomas & Harris, 2016). In the healthcare setting such as a hospital, nurses work various shifts, and communication can be challenging. Nurse leaders will need to utilize fundamental communication skills to achieve organizational goals (Roussel et al.,2016). There are various traditional ways that leaders can communicate with their staff, such as through emails, text, or even instant messaging (Roussel et al., 2016). Leaders are also finding creative ways to connect with every team members, so the message remains consistent. One strategy that I would use as a leader to improve communication and empower the members of my team working various shifts is to restructure team huddles. The huddle is a quick meeting given while standing that last approximately fifteen minutes (Johnson, 2018). The huddles can also occur at any time of the day (Johnson, 2018). Providing huddles at various times of the day will allow effective communication with members of the team that works on various days and shifts. Also, because everyone is assembled, it allows staff to participate in a discussion and give feedback on the information shared. Another way to share information about the magnet designations is to have it displayed as screen savers on the computers nurses use to document. The messaging on the computer screen is a strategy that is used at my workplace to update the employees on new initiatives, and it is useful. Another strategy is establishing a bulletin board where the staff spends time, such as the break room, nurse’s station, or even restrooms. Ensuring the messaging reaches everyone helps make each member feel part of the team. Another strategy would include leadership rounding. The leader could visit and meet with staff members and provide updates and share information on the magnet designation. References Johnson, I. (2018). Communication Huddles: The Secret of Team Success. Journal Of Continuing Education In Nursing,49 (10), 451–453. https://doi-org.chamberlainuniversity.idm.oclc.org/10.3928/00220124-20180918-04 (Links to an external site.) Roussel, L., Thomas, P., & Harris, J. (2016). Management and leadership for nurse administrators. (7th ed.). Burlington, MA: Jones & Bartlett Learning. .

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respond EXPERIENCE : The Reduction in workforce paper explored the knowledge and the decision making process required to plan and execute the organizational changes at Roxboro Medical Center. The job of restructuring and reducing the workforce of an organization will always significantly impact the staff. In the setting that we were given, the CNO was tasked with reducing nursing leadership by 30%. Human resources provided guidelines and additional information to assist in the decision making process. It is especially important for key stakeholders to be involved from the outset of the process to assure organizational policy and procedure are adhered to. The model that was chosen for this organizational staff reduction is Kotter’s change model which relies on stepwise planning and implementation of a strategic plan on a short timeline while also promising ownership for employees. Faced with the development of a plan to reduce the organization's workforce, it is the responsibility of management to use an approach that strengthens the organizational mission and values. Transparency, sensitivity, and open communication are essential and will allow staff members to better understand the decision making process during this challenging time. To assure the buy-in of the staff, the change model that is used to research and plan for the staff reduction must incorporate proven rationales and reassurance of an improved work-life balance along with increasing autonomy and ownership. The organization must remain transparent and communicate openly and often identifying details of the plan and timeline while identifying strategies in order to execute the plan and gain facility-wide acceptance and support. REFLECTION : During the time that I was doing research and writing this paper, the Covid-19 pandemic was surfacing and I actually was faced with making some similar decisions at my own organization. I am a manager in perioperative services and when the Governor placed a moratorium on elective surgeries our caseload decreased by about two thirds. Hospitals face many financial obstacles today and are often forced to use an approach such as staff layoffs to maintain their financial viability (Daniels & Ritter, 2018). The first wave of cuts that I had to make was dismissing all travel staff giving them two weeks’ notice. At this time, I also took all non-benefitted employees off the schedule. Ten days later I realized that we were still overstaffed and cut everyone’s FTE by 25%. Another week passed and our CEO and CNO tasked all managers with cutting our staffing budget by another 20%. Emotions and feelings may affect the initial acceptance of the change due to misconceptions about the process of the reduction in force and when issues of trust exist (Walker & Karau, 2016). This was gut-wrenching for me, I knew how devastating this would be to many of my staff members. Feelings of guilt and being at fault is quite common for managers who are faced with .

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respond Communication is integral in the field of nursing. Nurses act as the hub of communication, relaying and interpreting information between physicians, caregivers, family members and patients. The ability to establish effective communication in nursing is imperative to providing the best care and patient outcomes possible (Bender, Williams, Su, & Hites, 2016). At any workplace, good communication is vital. Effective communication removes obstacles that detract from efficiency and collaboration. As a nurse executive, I should create the structure and processes that facilitate effective communication within in my team. To improve communication to and between team members, my focus would be improving both the content and the coverage of team members’ communication. To begin with, I would provide role clarity at the workplace. One of the most effective structural ways to improve the content of communication within a team is to invest in role clarity (Marquis & Huston, 2017). It helps everyone on the team know from the beginning which content is most relevant to discuss with different team members. I would promote role clarity by explaining to each employee what metrics will be used to define success in their role. Another way of enhancing communication is by creating an open door policy. This would encourage free communication by removing any potential barriers. Empowering team members would enable them have the authority or power to execute certain functions. Additionally, empowering people also makes them more confident, for instance, in decision-making (Marquis & Huston, 2017). One major way in which I would empower my team members is by including them in the decision-making process of our healthcare organization. Through this inclusion, their views are likely to be heard by a higher authority. .

respond Communication is integral in the field of nursing. N.docx

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Respond As the unit director for the emergency department and part of an ad hoc interdisciplinary committee formed to address rise in medication errors it is important to include all stakeholders to combat this issue system-wide. Ultimately, stakeholders are known as our consumers or patients, however, we must take into consideration the stakeholders of the organization; CNO, nurse manager, pharmacist technicians, nurses, pharmacists, IT and any member of the team that has access to medication rooms. Stakeholders are not chosen by the organization, but rather stakeholders choose to have a stake in the organization’s decision making (Marquis & Houston, 2017). It is essential to include all members of the organization because each individual has their own vision and view toward their approach to medication administration, medication verification, and the technology used to do so. I’ve worked in both adult health and currently in the pediatric arena; one major difference to reducing medication errors between specialties is highly regarding diabetes and insulin and anticoagulants. To compare the two fields, in the pediatric field our medication administration is calculated weight based and in specific the sliding scale protocol is based on caloric intake per meal. Each syringe of medication is drawn and sent via tube from pharmacy, nurses are never to draw up units from vials. This extra precaution and safety measure (although medication checks are still necessary and double RN checked) is put in place to reduce complications relating to insulin administration. Medication errors often times occur when layers of defense are not implemented correctly, when teamwork is strong on a unit and resources are available, most often another team member may catch the error before it occurs, the Swiss Cheese Model illustrates exactly that (Aebersold & Kalisch, 2016). As different roles gather to overcome the medication error prevention ad hoc, we must look into organizational culture and organizational climate. Organization culture is known as the total of an organization’s values, language, traditions customs and certain aspects of the organization that is not open for change (Marquis & Houston, 2017). With that being said, the team will utilize effective, respectful communication and transparency throughout the process. Approaching medication errors with the intention to learn from mistakes and find the “swiss cheese” effect is essential in all departments involved. In short, the organizational culture can be specific to one organization, including unique ways of thinking and behavior. On the other hand, organizational climate is how the organization is perceived. One employee may perceive the organization in a positive light whereas another may not. Leadership and management can influence their employee’s perception of the unit or organization as a whole, influencing perceptions through effective communication, leadership styl.

Respond As the unit director for the emergency department an.docx

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Respond with 150 words and 2 references with 1 being the textbook, biblical reference Cullen, F. T., & Jonson, C. L. (2017). Correctional theory: Context and consequences (2nd ed.). Thousand Oaks, CA: Sage. ISBN: 9781506306520. *Barry** The Pros and Cons of a Pure Deterrence Theory As one reviews the application of a pure deterrence theory in America corrections operations today, the absence of empirical evidence in the development of many such theories remains evident. Based on this author’s research and personal observations of local corrections operations in practice, it appears that many pure deterrence programs develop more like a knee jerk response to various challenges within the corrections system. America’s public opinion historical suggests that felonious offenders should be incarcerated through determinate or indeterminate sentencing. The political reaction to public opinion has been to increase incarceration to satisfy safety issues within our communities. Indeed, incarceration does stop that offender from bringing harm to our communities (Cullen, Jonso, & Nagin, 2011). The increased prison populations serve to create overcrowding conditions within prisons, however, which serves to increase violence, more dangers to over-worked corrections personnel, and a resulting increase in parole or felony probation diversion strategies to lessen this burden. One reactive strategy is the use of Intensive Supervision Parole/Probation (ISP) (Hyatt & Barnes, 2017). The question remaining is, how valid is this strategy, and what challenges have arisen within this strategy? What is Intensive Supervision Parole/Probation ( ISP)? The theory behind ISP assumes that a specific offender is more prone to recidivism if he or she is awarded the standard probation or parole, which requires minimal reporting such as monthly office visits with the parole/probation officer or even lesser challenging requirements such as phone calls to the officer. ISP, therefore, has arisen as an immediate solution to this challenge. The parolee/probationer is required to submit to more intensive visitation or office visits, drug testing, and other more stringent requirements, which, by design, are perceived to gain more control over the offender, which forces compliance (Hyatt & Barnes, 2017). However, one must ask if this is a pure form of rational emotive behavior therapy, or does it merely delay the inevitable by creating controlled robotic responses? Does history offer examples in intensive parenting controls gone wrong? Challenges within ISP The more significant and obvious error within the application of the theory of ISP rests with the increased caseload resulting from the diversion of offenders from incarceration into the parole/probation system. Many states developed parole in absentia program, which is designed to work with offenders with less than a five-year sentence. The offender is released on parole immediately the following sent.

Respond with 150 words and 2 references with 1 being the textbook, b.docx

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Respond on 2 different days who were assigned different case studies than you. Analyze the possible conditions from your colleagues' differential diagnoses. Determine which of the conditions you would reject and why. Identify the most likely condition, and justify your reasoning. Main Post Knee Pain SOAP Note Patient Information: SJ, 15-year-old WM S. CC - Pain in both knees. HPI : 15-year-old white male presents with pain in bilateral knees. Pain onset was 1 week ago after football practice. Pain is described as “dull”. Associated s/s include clicking in one or both knees and a catching sensation under the patella. SJ describes pain as dull and constant, pain rated at 3 on a scale of 0-10. Pain is exacerbated by movement and relieved by rest. Current Medications : No medications, no OTC medications or vitamins. Allergies: seasonal allergies only PMHx : Immunizations current, flu shot received from PCP 10/5/19. No previous injuries, hospitalizations, or surgeries. Soc Hx : 10th grade student, on high school football team (offensive lineman), has played football since age 6. Denies alcohol use, denies tobacco use, Denies use of illicit drugs. Honor student, popular in school with many friends. Lives at home with dad and two younger sisters. Mom is active duty/deployed currently. Currently learning to drive in driver’s education at school. Fam Hx : No significant medical history in parents. Maternal grandmother died at 80 of lung cancer, grandfather at 81 of MI. Paternal grandmother has osteoarthritis, grandfather has DM. ROS : GENERAL: Denies weight loss, fever, chills, weakness or fatigue. HEENT: Head: denies headache, Eyes: Denies visual loss, blurred vision, or double vision, denies hearing loss, nasal dysfunction or sore throat. SKIN: denies rash or puritis. CARDIOVASCULAR: Denies chest pain, chest pressure or chest discomfort. Denies palpitations or edema. RESPIRATORY: Denies shortness of breath, cough or sputum. NEUROLOGICAL: Denies headache, dizziness, syncope, paralysis, ataxia, numbness or tingling in the extremities. Denies change in bowel or bladder control. MUSCULOSKELETAL: Knee pain, with clicking and catching sensation under the patella. Denies back pain, stiffness. HEMATOLOGIC: Denies anemia, bleeding or bruising.PSYCHIATRIC: Denies depression or anxiety. ALLERGIES: Denies food or drug allergies, allergy to pollen. O. VS: BP 123/68; P 89; RR 18; T 97.6; O2 98%; Wt 179; BMI 25.68 General - AOx4. Pt appears healthy and well nourished, athletic build. Well groomed, no acute distress noted. Cardiovascular- Regular rate/rhythm. S1/S2 heard, no murmurs, gallops, or rubs noted. Respiratory - RR even and unlabored. Clear to auscultation bilaterally with no wheezing, rales, rhonchi, or crackles. Musculoskeletal- joint stability normal in upper extremities, no tenderness to palpation. Lower bilateral popliteal tenderness upon palpation, Rt quadricep angle 18 degrees, Lt qua.

Respond on 2 different days who were assigned different case stud.docx

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Respond What is art? Compare your current thinking to the definition you wrote in week one. In what ways has your personal definition of art expanded or changed over the course of this session? Reflecting on your exploration of the visual arts across varied times, places, and cultures, how has this course influenced your thinking about the ways we as humans are more alike than different? Select a work of art that illustrates your current definition of art. Share your selected artwork and discuss in what ways it illustrates your current definition of art. Will you use the same work of art or select something new? Is more than one artwork needed to fully illustrate your new definition? From what cultures and times will you find your examples? .

RespondWhat is artCompare your current thinking to .docx

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respond As the nurse executive in an acute care hospital, I welcome collaboration among advanced practice nurses (APN) and the clinical staff for many reasons. Advanced practice nurses can take on acute services, be readily available and in all honesty are far more approachable, accessible and can provide a sense of trust into our patient population when being compared to a PGYI or newer medical student. Often times our medical residents or surgical residents lack empathy and lack a collaborative effort that makes our admissions and discharges flow in less than desired manner. As a whole, the unit gravitates toward reaching out to the APRN for effective communication when placed in a position to communicate between families, patients and our medical teams. An organizational chart could absolutely be utilized to enhance and improve collaborative communication and facilitate trust among different departments through reflexivity. From the article Margaret Archer, Modes of Reflexivity: The Structured Agency of Nursing Action, communicative reflexivity is said to be our inner conversations which required confirmation and communication with others before we act. A nurse who predominantly uses communicative reflexivity will consider what their peers are thinking and will want to act in such a way as to fit in (Goodman, 2017). Although the nursing profession especially as a clinical provider we tend to use our professional critical thinking skills and act on our best nursing judgement, we tend to disconnect from our peers and resources such as the APNs to confirm our actions before we act. Although working together as a team is essential for the unit to function properly in crisis situations, I often times see nurses perform on “auto-pilot”, working independently without collaborative efforts that could be in the best interest of our patient population. Facilitating collaboration between available APNs and clinical staff is essential to improving patient outcomes and building a higher self-esteem among staff. Being validated that our critical thinking, assumptions and interventions are correct from someone with higher level education can be very empowering. .

respond As the nurse executive in an acute care hospital, I .docx

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Respond: The brokerage firm of E. F. Hutton was charged with federal criminal violations of interstate funds transfers. In reviewing the case, the lawyers for the government discovered internal Memoranda from and between branch managers in several states that outline a process for check kiting (a literal stringing together of checks and deposits) that enabled E. F. Hutton to earn interest on phantom deposits. In 1985 E. F Hutton was found guilty of check kiting managers of the firm use check kiting technique to obtain legal interest over large sums of money, lawyers of government discovered internal memoranda from an between branch managers in several states that outlined process for check kiting that unableed E. F Hutton to earn interest on phantom deposits. E. F Hutton was charge with federal criminal violations. The case will be tried in the Federal District Court by the United State Attorney, under the Federal Court System because the Federal District has the jurisdiction that involved cases from different states and also the damage exceeds $75,000. Because is a federal crime it is tried a Federal district. The obligations of the layer is to draft the documents without a perfume with the complete facts and transaction of the fraud committed. The company’s obligation was to show the correct financial statements, the company have the right to provide the correct documents and financial statements to the court. Company have to take steps in order to avoid any future possibilities of having any more frauds. EFH manager should not disclosed the documents to the government. Managers need communicate to the directors about the situation and look solutions to find the way to avoid future fraud for happen. Respond: The phrase Stare Decisis comes from Latin and means "let the decision stand". It is a doctrine that allows judges to examine previous cases as examples to make decisions about new cases. Stare Decisis is closely connected to the idea of a precedent. This means that if a Supreme Court has previously made a ruling on a similar case, it will use that precedent as a model for another case. However, following a precedent does not necessarily mean that all similar cases will be decided in the same way. Other factors, such as context or changes in societal views, can also influence whether or not a precedent will be followed. One of the most talked about recent U.S. Supreme Court decisions was the April 2018 decision of Janus v. American Federation of State, County and Municipal Employees. The case was brought by Mark Janus, a child support specialist who worked for the state government in Illinois. He sued the union, saying he did not agree with its positions and should not be forced to pay fees to support its work. By a 5-to-4 vote, the court ruled that government workers who choose not to join unions may not be required to help pay for collective bargaining. This ruling overruled the court's 1977 decision in Abood v. Detroit Bo.

RespondThe brokerage firm of E. F. Hutton was charged with fe.docx

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Respond EXPERIENCE I had been a bedside nurse for 24 years before I transitioned into my current position as an Accreditation Specialist. I have been in my position a little over two years and due to being a bedside nurse I never had to deal with any budgeting issues. My husband tends to all our personally finances. I honestly have to admit, I am not good with money. My husband is so much better in planning and saving for the future, I have more of a spontaneous personality. I paying more attention and asking more questions to my department manager and director in regards to our budget. They have quarterly leadership meeting where our organizations financial information is discussed. After these meetings, my leaders share the information and are willing to answer any of our questions. They want to be transparent to allow us to be educated and knowledgeable in regards to our organization. REFLECTION The pre-conceived notion I had of healthcare financial and budgeting principle is of staffing. I did not realize developing a staffing budget consisted of a certain formula. I was unaware of the number of factors related to identifying the full-time equivalents (FTEs) needed to staff a hospital floor. I now understand that an FTE consisted of 2,080 hours/year for a full-time employee. And patient hours are a major factor, the percentage of direct admits from the emergency room (ER). The budget also has to take into consideration the skill mix needed for your organization. Two concepts that were very interesting to me were the nonprofit and for-profit concepts. They only difference is that non-profit organizations do not pay taxes. For profit hospitals are owned and operated by financial cooperation’s and have access to larger sums of money when needed. Nonprofit organizations are more community oriented and focuses on what the community needs. They are typically in area that are financially well off but that is not the case for the organization I am affiliated with. My community is poor and Medicaid and Medicare are a high percentage of our reimbursement. Quality verses quantity is always a main focus for us. We do not provide a lot of specialty services but what we offer is quality care with the capability to stabilize and transfer to affiliated hospitals. We like to ensure our patients are receiving quality care not matter where they are sent. IMPLICATIONS FOR THE FUTURE My proposed project is implementing a sepsis bundle checklist to improve sepsis bundle compliance in the Emergency Department (ED) to improve patient outcomes. This project is not a high cost to the organization. The sepsis bundle checklist can be created by our quality department and once passed through the form committee for approval it can be rolled out for use. The education department will be involved to develop the education for the staff and providers to ensure the checklist is getting implemented correctly. The checklist will be printed in our print shop so each .

RespondEXPERIENCEI had been a bedside nurse for 24 years.docx

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respond Staffing issues have always been a major area of concern within the health field. Adequate staffing affects the patient safety, staff morale and finances of the organization. It’s important that organizations take note of concerns related to their staffing and take the necessary steps to ensure that adequate staffing within the units. The staffing in my organization varies depending on the unit and level of care or acuity of the patients. For starters, patients enter into the Emergency Department and are typically cared for by a nurse who is assigned a team of 3-4 patients. Nurses who work on the medical/ telemetry units are assigned a 1:6 nurse: patient ratio. Nurses who work on the Intermediate Care or Step Down unit is assigned a 1:3 nurse:patient ratio. ICU and CVICU patients are assigned at a 1:2 or 1:1 nurse to patient ratio. There could be a number of variables that affects the staffing ratio. The shortage in healthcare professionals is one of the greatest variables affecting the staffing ratios. When there is not enough employees on duty, nurses and nurses assistants are forced to work under staff. Patients and families notice when there is a shortage of staff, and they tend to lose their faith in their provider when they’re working short. It’s important that staff understand the importance of managing up the organization and notify their leader if they are feeling overwhelmed instead of venting to the patients. As it stands now, my organization has some of the lowest nurse to patient ratios which is currently mandated by the organization itself. Our organization takes pride in patient safety, and focuses on safe quality care as a whole. This staffing ratio affects the organizational budget as a great deal of resources is put into recruiting qualified staff as well as using alternative staffing agencies to assist with nursing and support staff coverage. .

respondStaffing issues have always been a major area of conc.docx

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