Case for Readmission after Exclusion to Tertiary Study As you seek readmission after exclusion you must provide full details of your case for readmission to tertiary study.
Factors such as changed circumstances, academic or vocational performance, maturity, and motivation may be considered in assessing your case for readmission to tertiary study.
Please read the files I will attach to get an idea of my current situation and how my life has changed.
NOTE: only use the document as a basic, please heavily concentrate on the changes circumstances, maturity and vocations performance. Remember: academic exclusion is not the end of the world. It could be start of something different.
Character Mentors Commendation Letter Order Instructions: Pretend you have been asked to write a commendation celebrating your chosen teacher as an award-winning leader in the area of character education.
Your paper is to be read in honor of the teacher when the award is presented.
Develop a 2-page paper that provides an example of a memorable teacher from your life. This teacher should also exemplify Lickona’s (Lyon, 2009) assertion: “Children need to form caring attachments to adults. These caring relationships will foster both the desire to learn and the desire to be a good person.” Focus particularly on teachers who took a moral approach to the character education they embodied in the classroom or in a coaching position.
Include how your memorable teacher acted as:
*An effective caregiver;
*A moral model; and/or
*An ethical mentor.
*How would this teacher impact you as an educator?
*What foundation does this work offer your thinking about your responsibilities regarding character education as a teacher?
Support your statements with evidence from the Required Studies and your research. Cite and reference your sources in APA style.
Character Mentors Commendation Letter Sample Answer
This paper intends to discuss character mentors. To efficiently present the discussion the paper will develop a commendation to celebrate a teacher. The teacher being commended is a leader in character education who is being issued with an award.
Student’s City, Student’s State, Student’s Zip Code
Name of the Institution
Teacher’s City, Teacher’s State, Teacher’s Zip Code
Dear Teacher’s Name
I am writing to you this letter on behalf of the division of student affairs at “School’s name”. The aim of the letter is to draw a picture for you, on the level of appreciation I have for you, for the assistance you provided me when I was in my senior year at “Student’s High School’s Name”. As an ethical mentor, you guided me and directed me in my educational studies, along with the social relationships I engaged in. Thus, I was able to avoid circumstances, which would otherwise present me with negative impacts in my future life. I acknowledge that being an ethical mentor to me too much of your time and personal effort. Your previous dedication to bringing success in my life is highly appreciated.
Moreover, as a moral model to me, you have helped me in making the ultimate decision of attending “Student’s University or College” as a student in “Student’s Course”. Personally, I could not be able to make such a decision without your intervention. I really appreciate your contribution to making this happen in my life. Notably, your encouragement during your “the lesson taught by teacher” classes and the extra help you gave me helped me in realizing that “Student’s Course” was the best field for me. If you had not given me such an encouragement, then I would not have enrolled to study any degree program. Thus, I would not have secured the chance to be a student at “Student’s University or College”. If the case was that I was not a student at “Student’s University or College” then I would spend most of my time in friends’ parties, celebrating the fact that high school life has ended.
In addition, your effectiveness as a caregiver has impacted so much on my life. Through portraying patience with me and also understanding me, my character was able to develop. Moreover, your skill of listening to me and valuing the thoughts I have, impacted on my emotional wellbeing, thus helping me in interacting more with other people, and understanding them for who they are. Today, I am pursuing a master degree in “Student’s Degree Course”. Truthfully, it is all because of you that I have achieved all that.
From the experience I had with you, I have developed an appreciation of being an educator. The experience you gave me, made me want to impact the lives of other people by educating them and helping them adopt a good character. Your efforts remarkably helped me in learning that I can prepare other people in contributing productively in their environments of work by positively educating them. According to Francis-Pester, 2014 motivation and character building through teaching may be effective in promoting peace in the world and diplomacy. Notably, Francis-Pester, 2014 further reveals that peace can be promoted by educating others and helping them understand the cultural differences which are in other people.
Notably, you made me realize that teachers have a personal responsibility of developing their student’s character. According to Loh, 2014 people catch morals, as opposed to being taught moral behavior. Therefore, informal contacts made between teachers and their students shape the student’s characters. Based on this I would like to believe you are ok. My belief is you are continuing with your good work of inspiration to other students. I also believe that I am one of the best examples of your hard work and passionate teaching career. Moreover, your dedication to the success of students is evident in my life.
A commendation letter is aimed at helping other people in celebrating their success. The essay above has presented a commendation letter for “Teacher’s Name” a teacher at “Institution’s Name”.
Character Mentors Commendation Letter References
Francis-Pester, D. (2014). Mentors and motivators. Primary Teacher Update, 2014(32), 38-41. http://dx.doi.org/10.12968/prtu.2014.1.32.38
Loh, A. (2014). Silent mentors. Medical Teacher, 37(2), 199-199. http://dx.doi.org/10.3109/0142159x.2014.916787
Impacts of Training and Development on Performance Abstract
The current nature of training and development is taking the shape of traditional education as more firms realize its role in performance. The organization’s strategy towards training and development is an essential part of the business operation that when well planned, can contribute to the success and further enrichment of the organization. The purpose of carrying out this research is to identify and explore the human resource strategies that influence employee engagement within organizations in Qatar. The objectives are to identify the best strategies to ensure an effective training and development procedure and look at some of the challenges facing the implementation of training and development. This research will be based on Action Theory which is founded on the concept that action is as a result of goal-directed behavior. This approach looks at how training and development are regulated and how employees can be made to change their behavior to meet the goals and objective of the firm (Bartlett, 2001). The research will employ an exploratory approach to using information from secondary and primary sources. To carry out this research, semi-structured interview and questionnaires will be administered to 100 employees from Qatar. This research could be significant in presenting meaningful strategies and add up to the existing knowledge on training and development analysis.
Keywords: Training and development, performance, workforce, skills
1.1 Background of the study
Training helps in the achievement of organization goals by constantly polishing the workforce skills. It increases the efficiency of a firm and has been described by Khan et al. as the most important factor of employee performance (2011). According to Dzogbede at al. (2015), improving job performance requires that training skills and development behaviors are put into the workplace, and sustained over time. Since education has no end, the highest level of one’s understating is a personal choice that is dependent on financial and non-financial situations. Rowden and Conine (2005; Chiaburu &Tekleab, 2005) note that gaining relevant skills must not be an organizational choice only, but rather a personal choice made by the employees. These workers come to the job market with knowledge and certificates from schools, but it takes training and development to insert the much-needed skills. However, investing in training and development is not fully embraced by all individuals and organizations because cost benefits and performance cannot be measured with absolute certainty. It’s a statutory endeavor funded by employees and involves a planned intervention designed to improve the determinants of individual job performance. When looking at training and development separately, training becomes a means to an end while development refers to the process and outcome of training
1.2 Statement of the problem
The role of education and development in business settings is changing towards a more education type. It has become common for firms to tailor human resource to fit the goals of the organization by imparting skills and knowledge unique to the firm. This research seeks to identify problems in employee training and development and suggest strategic measures ensure a cost-friendly and meaningful training.
1.3 Research objectives
To explain the role of training and development on the performance of organizations in Qatar.
To identify the strategic measures organizations can pursue in training and development.
1.4 Research questions Impacts of Training and Development on Performance
How do training and development impact an organization’s overall performance?
What are the challenges encountered by both the firm and employees in training and development?
1.5 Impacts of Training and Development on Performance Justification of study
The impact of training and development has received overwhelming research and pragmatic strategies to help businesses empower their workforce with the latest skills. However, learning is a regular and continuous activity that needs new techniques and plans. To remain competitive in a changing world, managers and leaders must remain relevant regarding skills and knowledge. This study seeks to add to the current literature novel concepts and approaches in training and development.
1.6 Impacts of Training and Development on Performance Scope and Limitation
The research will be limited to the number of participants used for the study due to the complexity of conducting semi-structured interviews. The researcher will only use 200 respondents to represent organizations in Qatar. The study will, therefore, be prone to a small amount of sampling error.
2 LITERATURE REVIEW
2.1 Training and development as a human resource strategy
A lot of companies provide training and development programs to their employees to improve their skills. It’s an important procedure that ensures the workers remain productive in the organization and adapt to the changing job needs (Jehanzeb & Bashir, 2013). However, there is no particular strategy that can be ruled out as more efficient in training and development, although there are methods that have been measured to produce outstanding results. These methods incorporate knowledge, goal setting, and career development. The training not only supports the employee’s financial career but also helps manage various aspects of their lives. The management cannot fully guarantee job security but with adequate training and development, the employees get the opportunity to polish their career, knowledge, and skills so as to remain relevant in the marketplace (Moses, 1999; Frazis & Spletzer, 2005.). Conversely, many organizations find it difficult to commit to this practice of training and development, without which, some employees may quit the job and look for opportunities outside the organization. For firms that put considerable efforts in training and development of staff, there are several benefits that all lead to organization development.
Training and development of employees refer to the planned activity meant to develop the skills and knowledge of workers. According to Harvey (2001), it’s a process that encompasses all training ranging from basic to advanced skills. These skills include management, supervisory, professional and technical, occupational, safety, communication, marketing, and computer skills. Current workable strategies used in training and development vary from training, coaching, lateral training, written job aids and mentoring while training can be orientation, job classrooms, e-learning and train the trainer (Tannenbaum &Yukl, 1992; Yang, 2010). Research has shown that development has various benefits to the organization such as improving productivity, enhancing workers skills, improving safety, minimizing errors in handling technical jobs, reducing absenteeism and increasing employee motivation ( “Labour Market Report,” 2015). Having a trained and fully developed workforce is the key strategy to ensuring workers has the latest skills that can improve productivity while cutting time used incretion of goods and services and build confidence.
2.2 Impacts of Training and Development on Performance and the Types of training
Understanding the different types of training is important in planning for development procedures. On- the -job training is the type of trading that carried out within businesses workplace during work days (Chand, 2015). This type is carefully planned and structured at the employee’s workplace but can be carried out in a special trading field. The managers, staff and other leaders spend quality time with employees to instill the needed skills and knowledge. It further enables the employee to learn and apply new knowledge in a controlled and safe context. Off the job, on the other hand, is done off-site and line, and is the most common type of training and development. An unplanned off the job training helps organizations shorten the time spent on employee hiring, promotion, and transfer. Its utilized to ensure the time spent away from the job is fully recovered and is suitable in a large number of employees. Off the job can involve group discussions, tutorials, lectures and training courses Chand, 2015).
Team training, on the other hand, involves trains people on how to solve unique problems in the group, and feedback is required in the process. This method requires observation from the team leader and is usually applicable to industrial escorts, army and government institutions. Some of the specific strategies used in team training include self-correction, leadership training, cross-training and coordination training. Mentoring training type uses the ide of problem-solving, conflict resolution to impart knowledge and skills. Other than mentoring, a common trading approach sued in businesses, educational sector, and the military is called simulation. It is a popular method of delivering training where simulators mimic movements and equipment’s
2.3 Impacts of training and development on performance
Employees learn technical skills required by their jobs through training and development. In recent years, the rate of unemployment in global measures has gone down thanks to companies that offer opportunities for growth. Fresh graduates and young professionals join organizations knowing they have insufficient skills and experience; hence they look out for companies that provide training and development (Feldman, 2000; Noe, 2002). These young professionals make use of development programs to prepare for the future and develop their abilities to cope with technology. The need for blue collar jobs has been on a constant rise, where different companies are requiring looking for competent workers who can appraise their professional capabilities and sustain employment. Also, workers previously used to prepare for many years for blue collar jobs only to change the plan after two or three years due to changes in technology and business practices. To ensure firms do no lose workers who cannot adapt to new ways of business operations, organizations offer training and development to not only keep the existing workforce productive but also ensure the employees are satisfied in their job descriptions.
Training and development lead to employee satisfaction. According to Harvey (2001) employees tend to feel withdrawn and isolated in an organization that fails to care about their career needs. However, companies that recognize the need for employee satisfaction by spending money on them have higher productivity. The money and time spent on improving employees skills eventually benefits the firm by increasing the organization’s reliability. The workers feel wanted and valuable, and therefore feel obliged to stay in the organization. When they feel the firm is giving priority to their efforts and skills, they become satisfied and develop a belief that their work and effort is important in the organization. The training has an effect on the behavior of employees and their skills which result in constructive changes in the firm. More so, employees who take training are more likely to perform better in different tasks than those who do not (Jagero, Komba & Mlingi, 2012). Training is an official, and structured modification of behavior through learning which when done effectively can save organizations money spent on cheap human labor. Quality services dependent on employee performance can only be offered through education, instruction, planned experience, and development.
2.4 Impacts of Training and Development on Performance and the Training needs
It’s not possible to engage in training and development without seeing the importance of training needs. Training need is the shortage of skills and abilities that could be minimized by means of training and development (Merchant, 2010). Therefore, one of the core purposes of training other than improving performance is to bridge the gap created by a lack of skills in an organization. Without training, the organization is faced with employees who cannot fulfill their job requirements and responsibilities. The firm fails to achieve its goals caused by the employee’s lack of knowledge, skills, understanding or motivation that may arise from changes in the workplace. Analyzing training needs will help any firm identify the needs of the works, departments and other levels of the organization to aid in performance (Marshall et al. 1995). The purpose of training needs analysis is to make sure that development, once complete, has taken care of the existing gap, and the employees are fully tailored to the organization’s goals and objectives. The analysis involves monitoring of current performance techniques such as observation, interviews, and questionnaires, and anticipating for the future shortfalls and problems. Besides, training needs analysis identifies the specific type of training needed and examines how an organization can offer this in an efficient manner. Training needs can be categorized into those needs that an organization can anticipate, needs that arise from monitoring empires and needs that arise from unforeseen problems.
The first step to ensuring proper training and development is to allow for an integrated development across the organization. If one training and development need is discovered in one department or level of management, there’s is a possibility that it also exists in other departments. Moreover, it’s time-consuming and costly for managers to put limited resources at each problem as it arises, which results in duplication of efforts. Instead, firms have established personnel function which puts in order training and development needs (Khan & Khan, 2011). Although they are responsible for organization needs, they may not be solely responsible for coordinating the system, he/she has an unimportant role in collecting relevant information for training needs. The managers need to work with other managers in determining training needs and measures that allow a wide range of training and development activities. Furthermore, there is a rationale for managers to anticipate future needs (Huang, 2001). The need for training always manifests at an organizational level while in some cases, some training needs go unnoticed. Together with anticipating for future needs, there is a need to develop monitoring techniques to spot these unnoticed needs and make a valuable contribution to the processing of information on performance needs.
One common technique that is widely used is the Variance Analysis to monitoring that is used to mentor budgets and translates well to the identification of needs (Jehanzeb & Bashir, 2013). When a budget is approved, a monthly expenditure is detailed and any variance, either upward or downward from the forecast calls for investigation into what happened. When probing for training need in an organization, it’s paramount to look at the level of the need. There is a possibility for the training to be limited to just one employee or only a few. It could also be that training need is limited to a whole department or across the organization.
It is a good practice to analyze training need by investigating the unexpected problems with care. Monitoring will help indicate where gaps exist although it’s a common mistake to make wrong assumptions when confronted with a particular situation (Frazi & Spletzer, 2005). Investigating unexpected problems should be followed by considering the most appropriate training to offer employees. Management looks at whether training should be done using internal expertise or using foreign assurance (Harvey et al. 2001). Other considerations include whether the training and development should formal or informal, and where should be the training be hosted. After making these deliberations, the next step is to take the right action. If the needs are within an individual manager’s control and jurisdiction, he/she can take the appropriate action to meet the need. However, if the needs are enormous, he/she can make recommendations to the senior management responsible for planning and implementation of training needs in the organization. While analyzing training needs, managers should avoid making hasty assumptions about the organization performance problems, and avoid training without establishing a need. The managers should further take an approach that meets the needs of diverse employees, and finally, stop aiming at obvious training and devilment needs at the expensive of those which have been identified via systematic monitoring
2.5 Challenges facing employee training and development
One of the major challenges in training and development is handling a large workforce. The sheer volume becomes problematic when the staff works on an hourly basis in a seven days a week, making it impossible to update on any case in a regular manner. This is especially difficult in accommodation, food, arts and entertainment industries that manage the staff in routine and regular ways. Sometimes managers find it challenging to make the employees understand the value of training (Chiaburu & Tekleab, 2005). While firm’s find it easy to enroll juniors for training, convincing managers and other top officials to attend tarring sessions is much harder. More so, a lot of firms have employees who lack basic skills forcing human resource managers to look for partnerships with schools. The nature of the workers who, for example, cannot communicate using English as the second language means they have to be trained. Location sometimes makes it difficult to carry out training and development activities where taking employees for training becomes costly. For firms that lack training locations and rooms, they are forced to book hotels and school facility which are highly expensive. Finally, programs, procedures, and policies are changing rapidly. There are some many employees of diverse origins and varying skills who require enrolment to training programs. To train these people, there is a need to tailor the sessions to their unique needs- developing such strategies and programs are difficult.
2.6 Impacts of Training and Development on Performance for Theoretical framework
2.6.1 Action Theory
Over time, organizations have changed the way they used to conduct training and development. It used to be job-focused and limited to technical skills (Bartlett, 2001). As the nature of training has changed, new literature and approaches have come in place to explain the role of training and development in enhancing performance. One of these theories is the Action Theory put forward by Frese & Beer (2007). The theory attempts to explain how learning is controlled and gives insight on how people can change behavior to meet the requirements of the firm. Unlike the cognitive and information processing theories, Action Theory links behavior and specific working outcomes (Milhem, Abushamsieh & Aróstegui, 2014). It is concerned with the process involved in the interaction that exists between the environmental inputs and behavior and how cognition regulates this behavior.
The theory is a systematic tool for explaining how knowledge of the cognitive process in performance is regulated by using focus and structure components. There are systemic beliefs that managers trying training and development can possess to ensure a mutual learning environment. The firm should believe in the unlimited potential of every employee regardless of his/her position and abilities, and belief in building the capacity in leadership among in the workforce. The managers should have confidence in the value of collaboration and communication among the departments, and also commit to and implement a regular employee performance. Finally, it’s important for the organization to believe in the power of personal connections and relationships among the staff.
This chapter provides an in-depth look at how the research will be conducted, area of study in which the research will be undertaken and the population to be covered in detail. This chapter further provides the sampling procedure, sample size, methods of data collection, data analysis and legal and ethical framework.
3.2 Research Design
This study will be done using a semi-structured interview research design and open-ended questionnaires. These two designs will help collect relevant data needed to understand how a human resource strategy influences the employee engagement. A semi-structured interview helps answer several key questions and define areas for further exploration. This design will help research get useful information about training and development in Qatar and further allow the interviewee pursue more details that arise from respondents.
3.3 Impacts of Training and Development on Performance Research Population and sample size
The study will use purposive sampling to choose the sample that will offer the appropriate data on how the human resource strategies influence employee engagement in Qatar. The study will target 100 employees in Qatar since it’s a region with a vibrant business environment and renowned human resource practices. Data will be collected by issuing questionnaires to 70 employees while 30 will be subjected to a structured interview. The questionnaires and interviews will as questionnaires to determine employees reaction to training and development on their performance, and how such programs influence their career. It is hoped that the sample will provide a general idea of what is happening in training and development in business organizations.
3.4 Impacts of Training and Development on Performance Primary Approach
This study will adopt an exploratory approach to study the problem of training and development that has not been well documented by existing literature. Since this study looks at performance of an organization and how training plays out, exploratory research will seek to draw definitive conclusions using secondary sources and review of existing knowledge on the subject. Furthermore, this research is qualitative in nature, and using approaches such as questionnaires and semi-structured interviews will help explain how a firm benefits from strategic training and devolvement of its workforce.
3.5 Impacts of Training and Development on Performance of Data Analysis approach
Once all the relevant data has collected, the researcher will rely on a combination of excespreadsheetsts, tabulations and, pie charts and tables. Statistical analyses will be performed using Microsoft Excel.
3.6 Impacts of Training and Development on Performance and Sampling Procedure
This research will target 200 employees from Qatar to get useful data for analysis and conclusions. Two methods of sampling procedures will be used; random sampling and simple random procedure.
3.7 Impacts of Training and Development on Performance Validity & Reliability
To ensure the research findings are valid and reliable, the researcher will eliminate all possible threats such as testing, maturation, communication barrier and history.
3.8 Expected conclusions and recommendations
This interpretive research shall strive to explore how human resource strategies devised and implemented by human resource management (HRM) professionals as well as managers of organizations in Qatar can influence employee engagement subsequently leading to increased employee commitment, satisfaction as well as retention in their respective groups. Some of the recommendations include; organizations in Qatar should improve their current HRM strategies to improve employee engagement and consequently increase productivity and profitability of their respective companies
3.9 Impacts of Training and Development on Performance and Ethical Issues
The research will be conducted using legal framework that pertains to research and collection of information. The sample and interviewees will be in no way coerced to take part in the study. Also, the personal information collected was treated with utmost confidentiality.
Impacts of Training and Development on Performance References
Adzido, R.Y.N., Dzogbede, O.E., Ahiave, E. and Dorkpah, O.K., 2016. Assessment of Family Income on Academic Performance of Tertiary Students: The Case of Ho Polytechnic, Ghana. International Journal of Academic Research in Accounting, Finance and Management Sciences, 6(3), pp.154-169.
Anderson, N., Ones, D.S., Sinangil, H.K. and Viswesvaran, C. eds., 2001. Handbook of industrial, work & organizational psychology: Volume 1: Personnel psychology.
Bartlett, K.R., 2001. The relationship between training and organizational commitment: A study in the health care field. Human resource development quarterly, 12(4), pp.335-352.
Chiaburu, D.S. and Tekleab, A.G., 2005. Individual and contextual influences on multiple dimensions of training effectiveness. Journal of European Industrial Training, 29(8), pp.604-626.
Feldman, M.S., 2000. Organizational routines as a source of continuous change. Organization science, 11(6), pp.611-629.
Frazis, H.J. and Spletzer, J.R., 2005. Worker training: what we’ve learned from the NLSY79. Monthly Lab. Rev., 128, p.48.
Frese, M. Raabe, B., and Beehr, T.A., 2007. Action regulation theory and career self-management. Journal of Vocational Behavior, 70(2), pp.297-311
Harvey, J., Bolam, H., Gregory, D. and Erdos, G., 2001. The effectiveness of training to change safety culture and attitudes within a highly regulated environment. Personnel Review, 30(6), pp.615-636.
Huang, T.C., 2001. The relation of training practices and organizational performance in small and medium size enterprises. Education+ Training, 43(8/9), pp.437-444.
Jagero, N., Komba, H.V. and Mlingi, M.N., 2012. Relationship between on the Job Training and Employee’s Performance in Courier Companies in Dar es Salaam, Tanzania. International Journal of Humanities and Social Science, 2(22), pp.114-120.
Jehanzeb, K. and Bashir, N.A., 2013. Training and development program and its benefits to employee and organization: A conceptual study. Training and Development, 5(2)
” Labour Market Report “, 2015. Employee Training and Development, Calgary & Area
Khan, R.A.G., Khan, F.A. and Khan, M.A., 2011. Impact of training and development on organizational performance. Global Journal of Management and Business Research, 11(7).
Marshall, J.N., Alderman, N., Wong, C. and Thwaites, A., 1995. The impact of management training and development on small and medium-sized enterprises. International Small Business Journal, 13(4), pp.73-90.
Merchant Jr, R.C., 2010. The role of career development in improving organizational effectiveness and employee development. Florida Department of Law Enforcement.
Milhem, W., Abushamsieh, K. and Pérez Aróstegui, M., 2014. Training strategies, theories and types. Journal of Accounting, Business & Management, 21(1), pp.12-26.
Moses, T.P. and Stahelski, A.J., 1999. A productivity evaluation of teamwork at an aluminum manufacturing plant. Group & Organization Management, 24(3), pp.391-412.
Noe, R.A., 2002. Employee training and development.
Ramazani, J. and Jergeas, G., 2015. Project managers and the journey from good to great: The benefits of investment in project management training and education. International Journal of Project Management, 33(1), pp.41-52.
Rowden, R.W. and Conine Jr, C.T., 2005. The impact of workplace learning on job satisfaction in small US commercial banks. Journal of Workplace Learning, 17(4), pp.215-230.
Tannenbaum, S.I. and Yukl, G., 1992. Training and development in work organizations. Annual review of psychology, 43(1), pp.399-441.
Yang, X., 2010. The Importance of Staff Training in the Hotel Industry: Case Study: Renaissance Shanghai Yuyuan Hotel.
Administration of the Right Therapy Order Instructions: Read the following article: Fouladbakhsh, J. (2012). Complementary and alternative modalities to relieve osteoarthritis symptoms.
American Journal of Nursing, 112(3) Supplement 1, S44-S51. Doi: 10.1097/01.NAJ.0000412651.10550.c1
Answer the following Questions:
1-Select one (1) of the specific therapies described in the article from either the mind-body therapies, the energy therapies, natural products or body-based manipulative therapies.
2-How does this therapy help relieve the symptoms of osteoarthritis? Is there any scientific evidence to support the use of the therapy you selected? If so, what is the evidence?
3- How would you discuss this issue with a patient that insists on using the therapy that you selected?
Base your answers on the above article, your required textbooks/chapters and your readings and research of this topic. See below.
Required Textbooks & chapters:
Brunner and Suddarth’s textbook of medical-surgical nursing**
• Chapter 3: Critical Thinking, Ethical Decision Making, and the Nursing Process
• Chapter 39: Assessment and Management of Patients With Rheumatic Disorders (sections on “Rheumatoid Arthritis” and “Gout”)
• Chapter 40: Assessment of Musculoskeletal Function
• Chapter 41: Musculoskeletal Care Modalities
• Chapter 42: Management of Patients with Musculoskeletal Disorders (beginning of the chapter up to the section on musculoskeletal infections)
• Chapter 43: Management of Patients with Musculoskeletal Trauma
Pharmacology: A patient-centered nursing process approach**
• Chapter 14: Medications and Calculations
• Chapter 25: Antiinflammatory Drugs
• Chapter 26: Nonopioid and Opioid Analgesics
Maternal & Child Health Nursing**
• Chapter 51: Nursing Care of a Family When a Child has a Musculoskeletal Disorder (from the beginning of chapter up to Disorders of the Skeletal Muscles)
• Use your chosen Nursing Diagnosis Guidebook to review the nursing diagnoses specific to the content covered in this module.
Web-based and Other Professional Resources:
• Complementary and alternative modalities to relieve osteoarthritis symptoms (2012)**
• Hand Hygiene in Healthcare Settings
• Hospital: 2016 National Patient Safety Goals**
• Pre-licensure KSAs (2014)**
Textbooks (Chapter numbers and titles may differ in subsequent editions of a given textbook. If your edition is different, use the Table of Contents in the textbook to locate the appropriate chapters to read):
Hinkle, J., & Cheever, K. (2014). Brunner and Suddarth’s textbook of medical-surgical nursing (13th ed.). Philadelphia, PA: Lippincott Williams & Wilkins.
Kee, J., Hayes, E., & McCuistion, L. (2015). Pharmacology: A patient-centered nursing process approach (8th ed.). St. Louis, MO: Elsevier.
Nursing Diagnosis Guidebook – A pocket-size nursing diagnosis guidebook of your choice that is no more than one edition old that includes NANDA International-approved nursing diagnoses, definitions, defining characteristics, and possible nursing Interventions.
Pillitteri, A. (2014). Maternal & Child Health Nursing: Care of the childbearing & childrearing family, 7th edition. Philadelphia, PA: Lippincott Williams & Wilkins.
Administration of the Right Therapy Sample Answer
Administration of the right therapy to help manage the osteoarthritis problem is essential for all patients suffering from the condition. In this case, I would select the mind-body therapy to manage the condition of the patient effectively. These mind-body therapies such as yoga, tai chi, and qigong are important in changing the patient’s emotional or mental state through the utilization of physical movement. The mind-body therapy is vital in relieving the symptoms of osteoarthritis due to the massive benefits it has on the patient been treated (Fouladbakhsh, 2012). The therapy helps in enhancing physical function and alleviating pain experienced. The mind-body intervention also ensures reduced inflammation thus promotes muscle relaxation. Progressive muscle relaxation has been proved to be efficient in alleviating the symptoms associated with osteoarthritis. Patients with osteoarthritis experience pain symptoms which are addressed by adopting the intervention which effectively reduces desensitize central pain and hyper vigilance pathways ( Fouladbakhsh,2012).
There is evidence for the use of the mind-body therapy and its importance in managing osteoarthritis. Based on the randomized control trials evidence, there is proof of the effectiveness of mind-body therapy through the combination of various approaches so as to help manage the condition appropriately. A systematic review of literature based on the trials encourages and recommends the use of the mind-body approach in managing osteoarthritis. The discussion with the patient would be based on the benefits of the approach and how to implement the interventions. I would advise the patient on the importance of using a combination of approach where existential, social and emotional issues are handled as well as checking on the physical problem to enhance long-term benefits to the patient (Fouladbakhsh, 2012). The importance of qigong, tai chi and yoga and other practices such as meditation and imagery would be discussed. In a nutshell, the adoption of the mind-body approach would lead to effective management of osteoarthritis.
Administration of the Right Therapy Reference
Fouladbakhsh, J. (2012). Complementary and alternative modalities to relieve osteoarthritis symptoms. American Journal of Nursing, 112(3) Supplement 1, S44-S51. Doi: 10.1097/01.NAJ.0000412651.10550.c1
Public Administration and Logic Model Construction Look over the beginning of the report up until page 8 and also page 11 to get an understanding of the program, then construct a LOGIC MODEL that best
translates the verbal description into a visual model of the program.
The logic model should include components, implementation activities, outputs, and outcomes. Make sure to show how all the important linkages in the model, especially, how each output is connected to each outcome, and how each outcome is connected to other outcomes. Do not just categorize the constructs in the model – show how they are linked causally. The final product should make it possible for another person who is not familiar with the program to see how particular constructs in your model are connected to other constructs.
I uploaded the “Report” in (pdf) file, that you’re required to read in order to do the assignment
I also uploaded 3 examples in word.doc files … the examples are from other students who submitted their work. SO please DON’T does the same or even a very similar work to the ones on the examples files!! Do your own model. The examples are there for you just to give you an idea of how to do it or what the
instructor expects from me.
Background and Rationale of Choice Order Instructions: Report format- no intro and conclusion needed
5 APA references, only and only journal articles not older than 5 years old and Australian only is MUST!
Why is adherence to 6 rights of medication administration important in nursing practice? What are the risks involved in not following this practice?
5 Format: Report format- please review the ACU study guide for further information (link)
? Discuss your approved project question including background and rationale for choice (100 words)
? Find- five (5) journal articles related specifically to your approved question and provide a synopsis of your understanding of these articles. These articles MUST be either peer-reviewed primary research journal articles or systematic reviews. (400 words)
? Whilst on placement take some time to critically observe the practices in your clinical area, in relation to your question and record your findings. Critical observation can include discussion, dialogue with clinicians in your area of specialty and/or observation of practice in other areas.
? Discuss your observations in light of your readings. (400 words)
Background and Rationale of Choice Sample Answer
Background and rationale of choice
The six rights of medication administration that are of great significance in the nursing practice are; the right to the right drug, right frequency, right dose, right patient, administration, and right regimen. Nurses play an important function in the health care industry. The patients’ lives rely heavily on the proper functioning of the nurses. Errors have occurred severally during the various stages of medication (prescribing, documenting, dispensing and administering) prompting for intervention by the stakeholders. Mistakes by these professionals can result in detrimental consequences for the patients. The six rights of medication administration are designed to reduce the errors, focusing on an improved personal performance while dealing with patients. Due to the problem mentioned above, I have chosen to investigate whether nurses followed the advocated six rights of medication administration.
Franklin, N. (2011). Identifying medication documentation errors using handwritten versus pre-printed ICU flowcharts. Sydney, Australia.
The research paper seeks to identify whether the use of pre-printed ICU flowcharts resulted in a reduction in the number of medication documentation errors. The audit results demonstrated no significant difference between the use of handwritten ICU flow charts compared to using pre-printed ICU flowcharts. Although the difference is not as significant, the text insists on the need to follow the six rights of medication for better health care.
Griffiths, M. (2013). Nursing Standard. Medicines Management, 28(1), 29.
This paper aims to examine the prevalence of all care left undone by nurses. Low nurse staffing levels in health care institutions is associated with worse patients’ outcomes. Increased workloads to the nurses reduce the competency levels and quality of work. Lack of maximal concentration is also evident in these cases, and the medical staff can wrongly administer medications. The text emphasizes on the use of the six rights as a way of ensuring no work is left undone by the nurses.
Hayes, C., Jackson, D., Davidson, P. M., & Powet, T. (2015). Medication errors in hospitals: a literature review of disruptions to nursing practice during drug administration. Journal of Clinical Nursing, 24(21), 14.
The study focuses on exploring the known facts about the distractions on the medical administration, especially by the undergraduate students. Although some interruptions are unavoidable, interruptions in the medical management process more so to the nurses is a substantial safety concern in the healthcare setting. There is, therefore, need to reduce these interruptions significantly. Since interruptions cannot be eliminated, the text emphasizes to educate nurses on how to safely and confidently manage the interruptions. The paper elaborates on the need to reduce interruptions in the workflow for better implementation of the rights of medication by the nurses.
Hewitt, J., Tower, M., & Latimer, S. (2015, January). An education intervention to improve nursing students’ understanding of medication safety. Disaster Management Nursing Education, Nurse Education in Practice, 15(1), pp. 17-21.
The paper identifies medication safety as a significant issue in the health industry. Medication events and associated errors result to system failure and further medical complications. Medication administration involves the coordination of various medical staff; team factors, therefore, play a significant role in the quality of Medicare provided to the patients. Management design includes decisions by a multidisciplinary team making implementation of various health environment improvement strategies fail. The paper insists on proper coordination for proper implementation of strategies meant to insist on the application of the rights of medication.
Ramasamy, S., Baysari, M., Lehnbom, E., & Westbrook, J. (2013, August). Evidence briefing on interventions to improve medication safety. Australian Commission on the Safety and the Quality in Health Care.
This briefing paper discusses double checking as a strategy of reducing medical administration errors and in turn, improves the efficiency of health care. Many medical institutions have strategies to double check, although the lack of explicit definitions making them is followed inconsistently. Studies insist double checking is a resource-intensive and better use of resources, coupled with reduced interruptions to work significantly increases the quality of care. Double checking is a strategy employed in the six rights to improve the quality of care as emphasized by the paper.
During my placement, I interacted with various nurses every day. Only one of the nurses followed the six rights of medication administration a case which raised concern. Most of the nurses did not check the expiry of drugs administered to the patients. The nurses did not either check patient IDs nor have a medication chat with the patient to establish their ID. The act was attributed to their prior knowledge of the patients. A more extreme case witnessed involved a nurse carrying medication of two patients with no labels in them. Familiarity with patients can bring about complacency in handling patients, underlining the importance forging the rights of drugs, for a reduction in medication errors (Griffiths, 2013).
A growing dependence on the medication therapy as the main intervention strategy for most illnesses, the patients due to receive medications are at an increased risk for harm. In a bid to avoid errors, the nurse has to have a complete and clearly written order drafted by the physician. The law should incorporate all necessary components the nurse may require. Concrete and do explicit rules have to be provided and vague dosages avoided. This will significantly reduce the instances of errors related to dosages and wrong medication to patients, ensuring a patient is given the relevant drug, and in the right dosage.
Verbal orders from the physician should not be accepted. Although many of the nurses encountered are aware of this, they choose to ignore it aiming to save time. Writing of orders for the physicians by the nurses is also not acceptable with this putting the patients at a significant risk, and consequently risking their nursing license. Nurses should also require clearly written orders to avoid confusion brought about by drugs with close names. Cefoxitin, for example, can be easily confused by Cefotetan if not written clearly.
The nurses have a right to have the correct drug route and drug dose provided to them. Pharmacists are tasked with providing of the right medication. In instances of the wrong drug being administered, the nurse is supposed to notify the pharmacist for a correction. In cases where the nurse is required to go and collect the medicine in person, quality time is wasted putting the patient’s life in jeopardy (Franklin, 2011). Time wasting in gathering the drugs necessary to care for the patient puts the nurse under unnecessary pressure to administer the drugs to the patient on time. In these situations, medication mistakes are likely to happen, coupled with not giving the patient drugs at the required time.
Nurses have an obligation to have access to the right information. Updated and easily accessible drug information should be available for the nurses to ensure proper understanding of the pharmacodynamics. The information is also necessary to help nurses predict the expected reaction by the patient. A close interaction between nurses and pharmacist is bound to increase the nurses’ knowledge of medications and consequently, improve the patients’ outcomes and reduce the instances of medication errors occurrence (Hayes, Jackson, Davidson, & Powet, 2015).
Proper structures are necessary to ensure nurses administer medications properly. Health care administration is tasked with formulating an efficient system to provide for optimal working capacities for nurses. Policies for protecting nurses against litigation should an error occur are necessary to ease pressure on the health care providers in their daily protocol, ensuring a convenient environment for the nurses.
Since nurses deal directly with the patients, involving them in the shaping of the system and designing solution for a safe administration of medication would greatly lead to a more efficient health care system. Observation of potentially harmful situations should prompt the nurses to speak up and report system glitches. By advocating for a better patient care system, the nurses also support for a better working condition for them. This ensures a smooth coordination of activities for better patient care outcomes (Ramasamy, Baysari, Lehnbom, & Westbrook, 2013).
Probably the most crucial aspect, when administering medications, nurses should be in a clear mind to avoid unnecessary mistakes. In a clear mind, one can readily recognize odd looking orders and ask for clarifications. This is especially crucial when administering unfamiliar drugs. In this state administering of unsafe medication to the patient is substantially reduced, avoiding patient poisoning or the potentiality of death.
Giving the patient the correct dosage will reduce the chances of resistance brought about by incomplete doses. Administering of a drug to the wrong patient can be fatal and even lead to the death of the patient concerned. Failure to follow the laid down rights of medication administration by nurses would result in adverse effects to the patient and a further possibility of death. The rights of medicines, therefore, are applied as an intervention to these medication-related adverse effects related to system failures in the complex process of drug administration (Hewitt, Tower, & Latimer, 2015).
Upon discussion with the nurses, they identified setbacks which hindered the flow of work. Their ideas concerning regulations to be carried out for better patient care were not considered. Physicians’ failure to comply with given ideas also hindered progress. As a result, improved management intervention to perfect the current system was necessary to bring about improved patient care.
Background and Rationale of Choice References
Franklin, N. (2011). Identifying medication documentation errors using handwritten versus pre-printed ICU flowcharts. Sydney, Australia.
Griffiths, M. (2013). Nursing Standard. Medicines Management, 28(1), 29.
Hayes, C., Jackson, D., Davidson, P. M., & Powet, T. (2015). Medication errors in hospitals: a literature review of disruptions to nursing practice during medication administration. Journal of Clinical Nursing, 24(21), 14.
Hewitt, J., Tower, M., & Latimer, S. (2015, January). An education intervention to improve nursing students’ understanding of medication safety. Disaster Management Nursing Education, Nurse Education in Practice, 15(1), pp. 17-21.
Ramasamy, S., Baysari, M., Lehnbom, E., & Westbrook, J. (2013, August). Evidence briefing on the interventions to improve medication safety. Australian Commission on Safety and Quality in Health Care.
The discussion assignment provides a forum for discussing relevant topics for this week based on the course competencies covered. Use the textbook, lectures and scholarly outside sources to support your work. As in all assignments, cite your sources in your work and provide references for the citations in APA format. Post the answers to both parts in one discussion post and do not attach documents.
Discussion Question Part 1
Scenario 2 – Competition
Cube Computers, a manufacturer and seller of personal computers and tablets, entered into agreements with suppliers. The agreement required that suppliers did not sell Cube’s computers below Cube’s suggested minimum retail price and in return, Cube would not sell its products at retail prices in the store owners’ respective territories. Are these agreements valid?
A famous movie star indicated on national television that Cube was her favorite computer. After the comment, sales of Cube computers increased 40 percent. Since demand outpaced supply, Cube decided not to sell any more computers unless an additional software package was purchased. A competitor informed the Office of the Attorney General of this policy, asserting it was illegal. Explain the legal basis for the complaint and decide which party will prevail.
A chosen agency is Department of Veterans Affairs,
Business Law Discussion Assignment Sample Answer
Part 1 – Competition
Based on the anti-trust rules, as provided by the Federal Trade Commission, the agreements between Cube Computers and the suppliers are valid. Unlike in the past where anti-trust rules would prohibit retail price influenced by manufacturers, these rules have since been relaxed, allowing manufacturers to set prices and also select the retailers they wish to deal with (Adams, 2011). These are known as manufacturer-imposed requirements. The laws maintain that it is possible for the manufacturer to avoid unfair competition by dictating minimum price and protect consumers through setting a maximum price; hence the reason why such agreements should not be entirely branded as illegal. Accordingly, the anti-trust laws dictate that each case presented should be ruled based on the circumstances or the ‘rule of reason’ (Federal Trade Commission, 2016).
The decision by Cube Computers to restrict the purchase of their computers following the increased demand may be assessed using two arguments, making it neither legal nor illegal. The actions by the company could is legal based on the refusal to supply provision as provided by the Sherman Antitrust Act (Dameron, 2016). The Act provides that a firm has the right to refuse trade with a company or individual as long as it is not a result of an anticompetitive agreement or an exclusive strategy aimed at creating or maintaining the monopoly. Tying a product to another sale however raises anti-trust issues, although it does not expressly make the action illegal. As dictated by antitrust rules on tying sale of two products, the rule of reason prevails and the company’s intention would, therefore, be used in determining whether the action is illegal (Federal Trade Commission, 2016). In the case of Cube Computers, for example, the reason was to cope with the rising demand and not necessarily to force consumers to buy the software.
Part 2 – Federal Administrative Agencies
The role of the Department of Veterans Affairs is to safeguard the welfare of veterans and their dependents through the management of federal benefits. Commonly known as VA, the department is responsible for the administration of federal benefits including health care for veterans, survivors and their families. This ensures that following retirement, veterans and dependents receive the desired support to live a comfortable life, including access to health care and housing. The department also caters for funeral expenses.
The department performs different functions, which can be explained based on its subdivisions as follows (VA Website):
Veterans Health Administration: This subdivision is responsible for the health care aspect including the provision of health care and providing health benefits. VA operates over 1700 health facilities including clinics, hospitals, domiciliaries, community living centers, and counseling centers.
Veterans Benefits Administration: This division concerns itself with the administration of benefits by conducting initial registration, determining eligibility, and providing the key benefits which include insurance, home loan guarantee, education, employment, and vocational rehabilitation, compensation and pension.
National Cemetery Administration: this division plays the role of ensuring decent burial for veterans through services such as burial benefits and memorial benefits. The division also responsible for maintaining VA cemeteries.
Business Law Discussion Assignment References
Adams, R. J. (2011). A Brief Review and Assessment of the Leegin Decision: Who Wins and
Who Loses When Manufacturers Are Free to Set Retail Prices? Business & Society Review, 116(2), 213-236. doi:10.1111/j.1467-8594.2011.00383.x. Retrieved from eds.a.ebscohost.com/ehost/pdfviewer/pdfviewer?vid=14&sid=8278cdc8-90dd-450b-a5f9-52efd0d60637%40sessionmgr4005&hid=4110
Dameron, C. S. (2016). Present at Antitrust’s Creation: Consumer Welfare in the Sherman Act’s
State Statutory Forerunners. Yale Law Journal, 125(4), 1072-1114. Retrieved from eds.a.ebscohost.com/ehost/pdfviewer/pdfviewer?vid=16&sid=8278cdc8-90dd-450b-a5f9-52efd0d60637%40sessionmgr4005&hid=4110
Federal Trade Commission. (2016). The Antitrust Laws. Retrieved on April 15, 2016, from
Integrating Training and Development Strategies Order Instructions: how integrating training, development, and individual/organizational learning strategies with performance management could help overcome the implementation challenges
Write about how integrating training, development, and individual/organizational learning strategies with performance management could help overcome the implementation challenges in the essay which sent by mail.
In your discussion, consider what new challenges could arise, and how these might impact employee engagement, capability and performance
Researching and summarising additional scholarly and professional resources and how these might be useful to leaders responsible for integrating training and development with performance management
Integrating Training and Development Strategies Sample Answer
Performance management refers to all activities by the management to ensure that the set goals and objectives are met within time. It mainly focuses on the main areas of management that include departments, employees, the entire organization or new product development. However, performance management faces many challenges in its implementation. It applies in all areas of life including interactions in social places like schools. The benefits are that there is effective service delivery among the people involved (Van Dooren, et’ al,.2015). The outcome might be positive or negative depending on the way the people involved take it, however, a nice performance management strategy should include all the people involved.
Training of employees and motivation in alignment with the performance management helps the management in various ways. The organization gains from direct financial gains. The level of returns is sure of good outcomes in the future. The company will experience growth in sales while reducing organization costs. Fewer project overruns are experienced with an alignment with direct top management goals (De Waal, A.2013). The management cost is reduced given that the time was taken to create strategic changes takes a short time to communicate. It also facilitates a motivated workforce. This is as a result of optimization of incentive plans to suit overachievement. The employee engagement is improved as everyone understands what to do. This results in transparency in the achievement of goals.
With an effective training program, there is improved management control. The employees will be responsive and flexible to the needs of management. Auditing and other legislative requirements plus communication of strategic goals are easy. This is facilitated by a well-documented communication process (De Waal, A.2013). However, with the improving level of technology and the changing employee behavior, performance management faces many challenges arising as discussed below.
There is a lack of integration and performance management needs to be achieved in an integral manner. This, therefore, affects the communication process. The design challenge is also a key challenge. This is because it makes hard to communicate in a designed manner given that there is no good communication flow from one level of management to another. The leadership can also fail to give support resulting in low employee morale. This can lead to very low employee motivation and thus low production. A failure can also arise during the implementation process (Van Dooren, et’ al,.2015). Changes in performance management need to be handled strategically. Incompetence and lack of rewards also greatly affect how employees react to performance management and can affect the achievement of goals in the long run. Employee performance management is seen to be the most important factor in achieving the set goals of any organization and should then have a big value.
Integrating Training and Development Strategies References
Van Dooren, W., Bouckaert, G., & Halligan, J. (2015). Performance management in the public sector. Routledge.
De Waal, A. (2013). Strategic Performance Management: A managerial and behavioral approach. Palgrave Macmillan.
Americans with Disabilities Act
The Americans with Disabilities Act has led to a tremendous amount of litigation, including lawsuits against fire departments. Assume that a
firefighter/paramedic learns he has Type II diabetes. You are his station Captain and you learn through the “rumor mill” that he has a medical problem. You
become increasingly concerned about his health, and about his ability to perform his duties. He is gaining lots of weight, falls asleep during paramedic
training, is not working out with the other on-duty personnel, and you are getting feedback from his crew members that he is having performance issues on ALS runs
Given the situation and conditions, include your opinion of the following when completing this written assignment:
Render your opinion as to whether this firefighter is considered “disabled” under the ADA.
List what steps the department might take to “reasonably accommodate” him.
Determine whether or not lawful authority exists for the department to require a medical evaluation to confirm he is healthy enough to perform the essential functions of the job.
Determine whether the department can ultimately suspend or terminate him if he can not adequately perform his job duties.
General Instructions for Written Assignments bar
Your written assignment is intended to test your understanding of important concepts and sharpen your intellectual skills of analysis, synthesis, evaluation, and application. The intent of the written assignment is to provide an opportunity to more fully describe, explain, and analyze the books and other sources.
There are three main resources that will enable you to successfully complete written assignments:
Writing Resource Center- link here for access to writing resources developed by Empire State College and the Genesee Valley Center Writing Program.
Hamilton College’s Nesbitt-Johnston Writing Center- link here for general writing advice.
Empire State College’s Writer’s Complex – link here for writing tips and assistance.
We can write this or a similar paper for you! Simply fill the order form!
The assignment is to read the following three scenarios. Using the concepts and skills learned in class, students will have to identify the strategy and methods to achieve the goal of the scenario. The course material and prior assessments will serve as building blocks to the final assessment. The Final Project is valued at 30 points
Content requirements: Your report should include the following:
•An Introduction that explains the purpose of the paper
•Your assessment of the assignment from the Commissioner
•A detailed description of your strategy and method(s) to achieve the assigned goals
•A “References” section, in which you cite the course instructional materials and other sources, using APA citation format
NOTE: Your report of each Assignment should be supported by a minimum of one (1) outside resource (not the course instructional materials) for a total of not less than three (3) outside resources for the Final Project.
You are the Director of Programs for a large state correctional system. The Commissioner comes to you with three (3) projects. Each project has specific goals. Unfortunately, achievement of these goals cannot require an increase in the systems’ administrative or operational budget. Specifically precluded are any increases in staffing or allotment for new equipment.
With few exceptions, every inmate in the system is destined to return to the community. Successful transition from institutional life to community-based supervision is dependent upon the pre-reentry program the inmate will complete prior to parole. The goal is to develop a detailed outline of the instructional curriculum for inmates eligible for the transition and reentry program and a plan to coordinate the training of staff members, both inside the institutions and in the Division of Parole.
The life blood of every correctional system is its budget. In order to plan for future budget needs, the Commissioner must be able to project future priorities for the correctional systems over the next decade. As Program Director your assigned goal is to identify the emerging and driving forces over the next ten years that the system will need to manage in order to continue to be effective? This projection must include what priorities will need to be set, and what changes will need to be made in staffing, technology, training, and management and supervision to meet these new challenges.
Within the Commissioner’s correctional system a large medium security prison is nearing completion. This institution will house 1,000 male inmates transferred in from around the state. The transferees have already been identified. All are convicted felons and their projected average length of institutional incarceration is approximately 37 months. As the Programs Director your goal is to identify which traditional correctional programs should be replicated in the new institution as well as any new programs to meet the needs of these offenders. Describe each program, the eligibility criteria for inmates (if any), and the intended outcomes.
The reentry curriculum will involve: ensuring immediate access to shelter, clothing and food, providing ex-offenders with access to faith-based mentoring and support, helping them to acquire personal identification card and driver’s license, access to dental and/or medical care, provision of mental health services and substance abuse treatment, and helping them to develop career-wise and to acquire vocational training. All staff members will be trained on these aspects in order to ensure effective supervision of the ex-offenders (Porporino, 2010).
Despite the fact that corrections consist of their own special requirements, there is need to improve information-sharing, social media monitoring, staff training, and automated translation tools. This will help to ensure effectiveness of the institutions for the next 10 years. The policymakers also need to change the practices and policies of the institutions in order to establish and develop incentives as well as other mechanisms for shaping behavior. There is also need for research and analysis in order to develop new knowledge for guiding practice in regards to improvement of working groups and acquisition of technologies that have the ability of addressing the complexities of institutional and community settings.
The decision as to whether an offender should be allowed parole is made by the court. Offenders who qualify to be released on parole get automatic attention of the Parole Board and receive consideration at the right time (Alabama Dept of Corrections). The Board is notified of the inmate through a community corrections officer who presents it with a parole assessment report. When inmates are brought to the correctional institutional, correctional specialists employ various tools for purposes of assessing each inmate. This helps to ensure that every inmate is placed in the right program at the right time.