Musculoskeletal Limitations Complicated by a Medical Illness

The Patient with Musculoskeletal Limitations Complicated by a Medical Illness

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The Patient with Musculoskeletal Limitations Complicated by a Medical Illness

Question one

Surgical care improvement project (SCIP) is an initiative aimed at providing healthcare for patients who have just undergone surgical procedures. It is estimated that more than 40% of operative procedures normally end up in post-operative complications. However, the introduction of the improvement project serves to significantly reduce the resulting complications. The SCIP is based on several core measures to assist in the reduction of post-operative complications. The ten core measures are based on prophylactic antibiotic treatment in pre and post-operative procedures. Also, antibiotics are given to the patient during the treatment process(‘SCIP core measures’, 2011). Another measure is the use of urinary catheter and hair removal strategies for patients. Other measures involve temperature management and the elimination of blood clots that would cause thrombosis in the veins also referred to as venous thromboembolism. The major aspect that has assisted in the reduction of surgical site infection has been the use of antibiotics. It is widely known that knee procedures such as knee arthroscopy involve the exposure of the knee tissues to the environment(‘SCIP core measures’, 2011). The environment contains numerous microbes that are opportunistic and take advantage of any opening on the skin surface. However, the presence of antibiotics serves to eliminate the microbes that ultimately serve to be the major causes of disease infection after operation procedures. Certain precautions have to be taken before the administration of the antibiotics(Drake, 2011). The drugs used should not have side effect to the patients. Neither are the antibiotics supposed to evoke the immune responses.in the case of the 60 year old woman, she had associated allergies with penicillin. The woman had taken certain drugs associated with the treatment of osteoarthritis which was also being examined by the medical procedure. Lisiprinol, lebrax and Celebrex were the drugs used by the old lady in the treatment of her conditions. Lisiprinol lowers blood pressure since the patient has hypertension. The drugs are administered after six hours when their effect is non-interfered by the other drugs. Additionally, the drug used is a cephalosporin and has no effect or similar effect as penicillin since it would not evoke an allergic reaction. The use of antibiotics in the surgical care processes has significantly reduced surgical site infections(‘SCIP core measures’, 2011). Ancef is an antibiotic of cephalosporin activity. Similarly other drugs have been used to reduce chances of infection after the surgical procedures(Drake, 2011). Nurses have to administer the drugs at specific times for the drugs to be able to function effectively.

Question two

The surgical care improvement method outlines measures involved in the removal of hair. Use of shaving or clippers to remove hairs would result in skin abrasions which would ultimately result in infections of the skin. Such infections would result in complications after surgical procedures. In the case of the sixty old woman, less hair is found around the knee region and since the knee is one of the common areas where skin abrasions can result in infection sites for microbes (Anderson, 2010).

In case there was excessive hair in the knee region it would be clipped off. However, the removal of the hair in this case shall not be by the use of a razor blade or other abrasive methods to the skin which end up affecting the skin by leaving infection sites that can easily be accessible to microbes. However electric clippers can be used in the removal of hair around the knee region since they are non-abrasive(Drake, 2011). If there were previous hair removal, the data abstractors supposed to look at the alternative methods. Also if the patient had in any way clipped hair from their skin, the data abstractor should seek methods that would not complicate the current status. The data abstractor can obtain the information about the patient from previous records especially the nurse’s report and mark at the appropriate hair removal method that had been initially used. This would assist the surgeons in knowing the appropriate method of hair removal that they can rely on the removal of hair especially at the knee(Anderson, 2010).

Question three

Venous thromboembolism is one of the common surgical complications after operative surgeries. Exposure of the skin directly activates clotting factors forming clots .This mechanism is used by the body to prevent entry of foreign microbes and over bleeding that would result in high pressure and loose of oxygen in the body. However, after forming clots, it is necessary that the initial clots formed in the blood would be dissolved by plasmin via plasminogen activating factors. However, sometimes the rate of clot formation during certain surgical procedures becomes greater compared to the rate of clot dissolution. The end result in this case would be blocking of the veins by clot or thrombus. The ultimate result of this is blockage of the blood supply by the thrombus ultimately resulting in what is commonly referred to venous thromboembolism commonly abbreviated as VTE. A major common form of VTE is DVT which in full means deep venous thromboembolism( Mont et al., 2014).

Surgical care improvement project involves the use of lovenox an anticoagulant. The anticoagulant has the ability to break down all the clots that have been formed in the body making blood to flow properly through the body. As a result, major complication issues such as venous thromboembolism are all avoided. However, in the administration of lovenox timing of the drug plays a very important role. Very late delay in the administration of the drug after surgical processes would directly be of no use since the process of clot formation would have already taken place and the administration of the drug would not be effective as anticipated before. Therefore it is necessary that the nurse ensures that the patient in this case the sixty old woman takes the drug at the required time to avoid formation of clots. In this case the drug was administered earlier the day after the surgical operation. The use of the leg attached to the hose pipe in the upright direction also assist the floor of blood from the surgical site and therefore the drug would efficiently remove the clots (Drake, 2011).

In conclusion the use of surgical care improvement projects has over the years reduced the associated surgical difficulties and complications that are normally as a result of surgical processes. The use of antibiotics has significantly reduced infection via sites while the application of certain drugs which are anticoagulants have effectively removed the thrombus that are as a result of clots formed during the surgical processes. Generally use of the SCIP has reduced the number of post complications and deaths that would be as a result of procedures. Although the process is being implemented, proper care and timing is important in meeting the set objectives relating to better health for patients (Kinnier, Barnard & Bilimoria, 2014).

References

ANDERSON, J. (2010). Individual SCIP Measures Don’t Cut Infection. Hospitalist News, 3(7), 8.

Drake, K. (2011). SCIP core measures. Nursing Management (Springhouse), 42(5), 24-30.

Kinnier, C., Barnard, C., & Bilimoria, K. (2014). The Need to Revisit VTE Quality Measures. JAMA, 312(3), 286.

Mont, M., Hozack, W., Callaghan, J., Krebs, V., Parvizi, J., & Mason, J. (2014). Venous Thromboemboli Following Total Joint Arthroplasty: SCIP Measures Move Us Closer to an Agreement. The Journal of Arthroplasty, 29(4), 651-652.

SCIP core measures. (2011). Nursing Management (Springhouse), 42(5), 30-31.

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The American Stock Exchange; WidePoint Corporation

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Select an industrial or commercial U.S. based company that is listed on one of the major stock exchanges in the United States. Each student should select a different company. Avoid selecting an insurance company or a bank—the financial ratios for insurance companies and banks are different. Write a seven- to eight-page double-spaced paper about your selected company answering the questions posted under the Week 2 Minicase assignment posted in Doc Sharing. This Minicase paper should be submitted to the Week 2 Minicase Dropbox.

SAMPLE ANSWER

Introduction

The American Stock Exchange comes third after NYSE and NASDAQ of all stock exchanges in America. It is estimated to handle around ten percent of all trades in America. It lists companies from all over America. These companies are of different sizes and deal with different goods and services. It is famous for having the least requirements in terms of minimum requirements for the listing companies. As a result, it has listed many small companies who find the other exchanges too harsh. The American Stock Exchange trades in small cap stocks, exchange trades funds, and other options (World Bank, 2010).

WidePoint Corporation is based in McLean, Virginia in the United States of America. The company provides products that are closely linked with technology. It targets both the US government and commercial American markets. WidePoint Corporation has established itself as a top provider of managed cyber security solutions mobility services, and telecom lifecycle management. It offers information technology solutions, which are cloud-based, secure and wide in terms of enterprises targeted. Such solutions are necessary for both government and companies to comply fully with advanced system requirements and the government-mandated regulations on information technology(World Bank, 2010). WidePoint has a high discount due to its position currently. It is in a trend of growing further. The reason behind its bright future is that it is in a position to acquire a growth trend that can be both inorganic and organic. Looking at the revenue figures and the expenses incurred by the company, a price point for the next few months can be estimated (Heisterberg & Verma, 2014). A figure of between two and five is reasonable as a price point for the company is the aforementioned period. Widepoint Corp received a financial boost from Homeland Security as fierce court battle. The financial blanket has helped it cushion it capital debt and is thus less volatile. There are positive estimates for the foreseen revenue to be generated. Most of America’s powerful brands have reached their level of success through long-term campaigns that have great visibility. These campaigns are marked a consistent recital or trumpeting of a simple message for the masses. This move proves a strategy of high economic demands through vigorous promotions. However, some brands that have emerged do not follow the vigorous marketing strategies. They instead focus on quiet behind the scenes approach instead of promoting sales for their products (Mergent, 2009). Widepoint Corp falls in the first category.

The company has endured a rough period being near bankruptcy, but it pulled through. The Widepoint Corp has gone through an amazing graduation and growth in the last couple of decades. These changes have brought forward demand for its products worldwide an objective of many managers. These numerous changes in competition in a highly attractive motorcycle industry and the brands extended reach for much-untapped business have resulted in the brand’s success. The company is now enjoying many sales and gaining lots of profit after reinventing itself as both a brand and a company(Heisterberg & Verma, 2014)..

Widepoint Corp indicates a beta of 1.61. This beta value shows that its volatility is higher than of its market. If the company did not have any long-term debts then it would be less volatile (Mergent, 2009). Within the structure of its capital, the beta would be less than one. This beta value would mean that Widepoint Corp is less volatile while compared to the market.

The company’s financial statements show a marginal tax rate of 34% for statutory federal income and 4.9% of state income tax. These figures lead to a cost of debt of 13,281,134 dollars before interests and tax, 3.6 million dollars of interest expenses and 4.5 million income tax expenses. The results are 141,302, 128 dollars after tax debt. There is a long-term debt to equity ratio of 3.71. The total shareholder’s equity sums up to 34.9 million dollars. The average earning per share is -0.11 down from -0.08. As such, the cash dividend yield went down with an average sale of shares at 0.73 getting an operating profit of -0.6 with a working capital and tangible books values of 0.15 each. The average capital expenditure of Widepoint Corp is 0.1. The price earnings of the shares stand at 5,209,890 up from 3,410,322.

Preferred Stock can be defined as special security for equity. It possesses properties of the debt and the equity. WidePoint Corp’s preferred stock for the last quarter was averaged at €0.00 Million. The market value of common stocks has to be added to that of preferred stocks to get an enterprise value. WidePoint Corp gained an enterprise value for that quarter of €-6.88 Million. WidePoint Corp’s book value per share for the same period was €0.38 with its diluted earnings per share being €-0.02 million (World Bank, 2010).

The calculations are listed below:

The Enterprise Value = Market Cap +Preferred Stock + Long-Term Debt + Short-Term Debt + Minority Interest – Cash and Cash Equivalents

= 0 + 0 + 0.833110576495 + 0.916867147821 + 0 – 8.63138198343 = -6.88

Book Value per Share = (Total Shareholders’ Equity – Preferred Stock) / Total Shares Outstanding

= (31.1004187829 – 0) / 82.48 = 0.38

Earnings per Share (Diluted = (Net Income – Preferred Dividends) /Shares Outstanding (Diluted)

= (-1.2563485699 – 0) / 82.125 = -0.02

It is important to note that all numbers are in millions except for the ratio and the per share data. The numbers are also represented in their representative currencies.

A group of senior managers reacquired the company after it had been acquired by an American organization AMF. While under AMF, The Widepoint Corp suffered huge losses as it tried to cope with competition from similar companies. One chief manager suggested a change of strategy to deal with the collapse of Widepoint Corp market. He suggested going back to the details in the IT solutions. This decision was because the business key was in knowing both the clients and the business environment. The rebuilding of the Widepoint Corp involved considering the already existing corporate culture beliefs in restructuring its brand image. This strategy was based on the basic American main principles of being adventurous free and an individual (Graham et al., 2010). Widepoint Corp’s Management ideology and the plan were aimed to control innovation and its penetration to the international markets. It also aimed to adapt to differences in culture and beliefs while at the same time maintaining the brand image(World Bank, 2010).

A transformational leadership style that was stirred by customers and employees focus on more than themselves was quickly utilized by the company (Heisterberg & Verma, 2014). Widepoint’s management team was actively involved by participating in activities like following their trading online and attending promotional rallies. A policy of not selling transportation but rather a transformation was important to their marketing (Graham et al., 2010).

The company has had an up and down tent in the stock market. The last two years , however, have resulted in a tremendous increase in its shares turnover. The company has thus enjoyed a successful trend over the last couple of years. It is ranked as an aggressive competitor when compared to all the stock exchanges in America (Smith, 2012). By these observations the companies risk structure is tolerant to many risks both financial and operating. Widepoint Corp has a debt to capitalization ratio of 9.28.

Investing in the company would be beneficial, as the company has made plans to remain relevant and competitive in America and globally. In controlling the external business environment, Widepoint Corp has defined a new strategy that focuses on marketing and advertising. This strategy mainly looked at the odds involved in the setup of relations with stock consumers. A big portion of their market today consists of members from the professional sector such as the legal officers, physicians, accountants and teachers(World Bank, 2010). The management team understands they have to shift focus to their efforts of knowing their customers to grow a better customer loyalty foundation. Some key factors were considered by the management team when trying to decide on where to expand. They first had to understand the culture of the new clients they were targeting. They also had to study critically demographics on average client size and annual or monthly income. This data would guide them in segmenting the market (Mergent, 2009).

The company also has a good corporate and clientele handling culture. As thus, it is likely to maintain its market share. Widepoint Corp realized that people needed to have a vision that is shared with the company values. This move was aimed at knowing the customer and the business. It also had an objective to look closely at the details on the products and consumer preferences. This unique and bright management style gave Widepoint Corp the chance to move away from a self-managed style to a more customer-based approach. The strategy was to get the company to braid its customer support base(Koller et al., 2010)and (Wasserman et al., 2009).By employing a theory on acquired needs, its management used the need to achieve a theory focused on motivation with the need to overcome its challenges in a better and more efficient way. Some of these problems were changing the corporate structure, brand and marketing to produce and sustain its offerings and supply of products. Another way was to monitor closely customer needs and detail on products and the market. Widepoint Corp management had learned of the importance of these relationships with workers and clients. Developing these relationships was a major part of the company’s corporate culture. These values and strategies make it an ideal company to invest (Heisterberg & Verma, 2014).

Conclusion

The Widepoint Corp has made tremendous efforts in selling technology solutions in the US and other markets abroad. It has overcome very many problems since it was established. This success can be attributed to the development of serious management strategies by the company’s management team. Some of these strategies like the focus on detail and consumer demands were developed after the company had incurred huge losses. However, these strategies emerged as the turnaround points for the company’s success. The management team that has been in charge over the years have done a great deal of work in raising the company to where it is today. It now has a large shareholder backing making its capital base to be un-marched amongst its competitors.

References

Graham, J. R., Smart, S. B., &Megginson, W. L. (2010). Corporate finance: [linking theory to what companies do]. Mason, OH: South-WesternCengage Learning

Heisterberg, R. J., & Verma, A. (2014).Creating business agility: How convergence of cloud, social, mobile, video, and big data enables competitive advantage.

Koller, T., Goedhart, M. H., Wessels, D., & Copeland, T. E. (2010). Valuation: Measuring and managing the value of companies. Hoboken, N.J: John Wiley & Sons, Inc.

Mergent, Inc. (2009). Mergent OTC unlisted manual.New York: Mergent.

Smith, R. C., Walter, I., & DeLong, G. (2012). Global banking. Oxford: Oxford University Press.

Wasserman, P., McLean, J. W., & Gale Research Company. (2009). Consultants and consulting organizations directory. Detroit, Mich: Gale Research Co.

World Bank.(2010). World development indicators 2010. Washington, D.C: World Bank

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Business law Case Study Essay Available

Business law Case Study Essay

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Instructions
This document consists of three (3) pages including this page.
There are three (3) questions and all questions must be answered. This assessment task contributes 30% of your final grade. The questions are not equally weighted. This assessment task is based upon the content covered in Weeks 4 and 5 (Contract law).
Word limit: The word limit for the entire assignment is 1500 words. There is no 10% margin of error on the word limit and you may not use footnotes to get around the word limit (eg, such as by placing extra text in the footnotes – footnotes should be used for the reference only as a general rule, not for added descriptions).
Referencing style: Assignments must be referenced adopting an appropriate business referencing style.
Submission: You must submit your assignment answers in accordance with the procedure outlined in the Learning Guide (i.e., must be submitted through Turnitin). The assignment must be submitted by the due date and time, or late penalties will begin to accumulate until received.
If relevant please review the University Policies on Applications for Extensions and Special Consideration. Please note that if you are applying for an extension or special consideration you MUST ATTACH YOUR WORK DONE on the assignment up to the date of your application. Do not assume your application will be successful. You need to upload your assignment as soon as you are able, to ensure penalties are minimised.

Please do NOT affix an Assignment Cover Sheet to your assignment. Assignment Cover Sheets are automatically built-in to Turnitin.

Do NOT attach a copy of these instructions, or of the questions, as part of your assignment, but number your answers to correspond to the numbered questions.
Marking: The marking criteria and standards are set out in the Learning Guide and will be used when marking and to provide feedback on your assignment. You may find it helpful to consult these while working on your assignment. See the Learning Guide for other information about marking and return of assignments.

SAMPLE ANSWER

Business law Case Study Essay

Advice to Dorothy

Dorothy does not have a binding contract with Brian. A contract is a written or verbal agreement which meets particular conditions thereby making it enforceable at law (DiMatteo, 2013). The conditions are as follows: (i) offer and acceptance; (ii) each term of the offer has to be agreed upon; (iii) each party has to intend to be legally bound to the contract; and (iv) there has to be consideration – a valuable something has to be exchanged during the transaction (LaMance, 2011). Dorothy and Brian did not agree upon all of the terms of the contract. Dorothy wanted Brian to pay cash of $1,500,000 in one lump sum on settlement but Brian insisted on paying the amount in 4 instalments. However, Dorothy has a binding contract with Lionel since they both agreed upon the terms of the offer, that is, $1,750,000 in cash for the family home. Moreover, with Lionel, there was offer and acceptance but with Brian, there was no offer and acceptance.

Advice to Rachel

Although Rachel denies that Fang’s temper was ever a term of the contract, it in fact was. The promise that Rachel made to Emily – that Fang is even tempered – is binding. If the parties in a contract exchange promises, in contract law, every promise is a consideration for the other promise. Failing to fulfil a promise in a contract is an infringement of the contract, for which the other party might take legal action for damages and/or performance (Weitzenbock, 2012; Mathews, 2015). When Rachel promised Emily that Fang is even tempered, this promise is binding and Emily may sue her since Fang turned out not to be even tempered.

Phillip cannot sue the ferry company

The ferry company had an Own Risk clause and this clause applies to the contractual relationship between the Ferry Company and Phillip. This clause is effective (Howard, 2015). It relieves the Ferry Company from liability for negligence navigation by its captain that resulted in the ferry colliding with an underwater obstruction marked by a warning buoy. If there was no Own Risk clause, then the Ferry Company perhaps would have been liable for Phillip’s damages in this case (Clarke & Yates, 2013).

References

Clarke, M. A., & Yates, D. (2013). Contracts of carriage by land and air. American Business Law Journal, 34(2), 67-75.

DiMatteo, L. A. (2013). Fifty Years of Contract Law Scholarship in the American Business Law Journal. American Business Law Journal, 50(1), 105-158. https://www.doi:10.1111/ablj.12006

Howard, J. S. (2015). Contract Resurrected! Contract Formation: Common Law ~ UCC ~ CISG. North Carolina Journal Of International Law & Commercial Regulation, 40(2), 245-291.

LaMance, K. (2011). Contract for the purchase or sale of a home. American Business Law Journal, 50(1), 105-158.

Mathews, K. (2015). CloudConsumer: contracts, codes & the law. Computer Law & Security Review, 31(4), 450-477. https://www.doi:10.1016/j.clsr.2015.05.006

Weitzenbock, E. M. (2012). English law of contract: Terms of contract. Governance Directions, 62(7), 430-434.

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Succession Planning at CapraTek

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In the CapraTek: Succession Planning simulation, you identified the three best candidates for the plant manager position, interviewed each candidate, and selected your top choice. For this assignment, you will create a career development plan for the candidate you chose.

Assignment Instructions
Write an analysis of your experience and results, addressing the following:
• Articulate why you selected the candidates you chose to interview for this position.
• Analyze why you chose the candidate you decided to hire for this position.
• Develop a career development plan for your chosen candidate, based on your practice with the CapraTek simulation.

Background info on company:
CapraTek is leveraging its culture of innovation to expand into emerging wireless technologies. As part of that diversification, CapraTek is developing advanced smart-home technology.

Last month, CapraTek announced that it will begin development of an integrated wireless system that will provide seamless integration of virtually all home electronics and appliances all controlled through a single, wireless device and a simple web-based interface. The system (Alfred!) will be produced in a new manufacturing facility in central Illinois. Groundbreaking on the new facility will begin this summer with full operations to be accomplished in three phases over the next two years.

While most workers at the new plant will be hired locally, manager and supervisor positions will be filled through a combination of transfers and promotions from the two current U.S. CapraTek manufacturing plants and local hires. The new plant manager, Mark Cranston, had been the assistant plant manager at CapraTek’s Spartanburg South Carolina plant. His promotion leaves a vacancy at the South Carolina plant that will need to be backfilled quickly as the current plant manager is scheduled to retire in less than two years.

Email you received:
From: Evelyn Unger, Senior HR Generalist

I am assuming that you have had a chance to read Kathleen’s announcement on the company intranet – if you haven’t, you should.

The bottom line is that we didn’t see Mark’s promotion coming and there has not been much done in terms of succession planning at that plant (or, to be honest, at our other plants). It is looking like there isn’t a strong internal candidate to take Mark’s place, so we will be posting the position and looking externally to fill the position.

With the current plant manager slated to retire, we’d like to avoid this kind of thing happening again, so I’d like you to take a look at the management and supervisory in Spartanburg and come up with a development plan for one of those individuals. Basically, identify one person who you think has the potential to be a strong internal candidate to replace Chuck when he retires. Identify what needs to be done in terms of succession planning and career development planning, and be prepared to talk about it later this week. You’ll probably want to set up virtual meetings with several potential candidates to talk about their goals and current plans.

I’m asking a couple of other people to do the same thing, so be prepared to defend your choice!

I’ll follow up with you later.

SAMPLE ANSWER

Succession Planning at CapraTek – Week 9

Introduction

Succession plan is important for any business to help them avoid inconveniences. This planning ought to start early to ensure that events and activities flow smoothly. This paper aims to develop a career development plan for selected candidate to take up the position of manager in CapraTek Company. It as well provides reasons for selecting candidates selected for interview, and provides an analysis for choosing the candidate hired.

Reasons for selecting candidates selected for interview

In organizations such as CapraTek, changes are deemed to occur. Some of these changes require immediate course of action as opposed to others. The current plant manager is destined to retire in less than two years and this will leave vacant position of an assistant plant manager as Mark Cranston is promoted to the position. The vacancy left requires an individual that has the requisite skills and experience to fill the same. According to Tichy (2014), It is important for organizations to have a clear plan on its succession strategy to ensure continuity and success. Succession sometimes may be problematic and even cause negative implications to an entity. The process of succession should be done right and should not merely be selection of names to fill the position. One of the most important things to do is to engage all the stakeholders fully (Hall & Hagen, 2014). They must be part of the process to ensure selection of the right candidate. Potential candidates require serious scrutiny and assessment to determine their capability to take up the position. The scrutiny may require hiring of an external manager to take up the position as is the case at CapraTek. The third important consideration is to carry out a stress test and simulation to determine indeed whether the candidate has the skills and the ability to take the organization to the next level even in absence of the CEO (Tichy (2014). The last point of consideration is acknowledging that the successor needs to recover from mistakes and have the heart and willingness to learn (Barbour, 2014). The successors require mentors and conducive working environment as preparation for the bigger task.

To ensure smooth transition, it is important to start early preparations to identify the right candidate to fill the position that will be left vacant (Sims, 2014). Selection and recruitment is the first stage. The recruitment panel has to carry out an assessment to determine whether there was any suitable person within the organization for the position. However, there was no suitable candidate and this necessitated consideration of an external recruitment. Through the process of recruitment, three candidates emerged to be the best and therefore were invited for an interview to take up the position. A number of reasons were considered and these three met the threshold. The three have enough experience in working in companies that deal with similar technologies that Capra Tek is dealing in. There leadership have been tested for many years and was recommended. All of them have managed to transform their companies and driven them to grow and become successful. For instance, one of the candidate selected managed to achieve 80 percent growth rate in the company he used to work within a period of two years. The company had stagnated, hence was not making profits and the investors were now getting discouraged and withholding their investments. The three candidates as well exemplified qualities of leadership. Their communication skills and social skills were astounding. The level of intelligence was also astonishing, hence; they emerged to be the potential candidates that would help Capra Tek achieve its goals even as it embarked on expansion initiatives as part of its diversification initiatives. The candidates’ competencies were assessed using multiple tools and even their personality assessed using Myers-Briggs Type Indicator (Mattone, 2013). The results indicated the three candidates fit for the position. The qualities and qualifications of the three therefore matched the requirements of the position, hence contributing to their selection.

Analysis for choosing the candidate hired

The position however, required one manager and therefore, further scrutiny was done to find the most qualified person to take the position. One candidate emerged the best after further evaluation of their suitability. One of the reasons that promoted or contributed to hiring of this candidate was his style of management and leadership. The candidate style of management rhymes with that of Capra Tek. Hence, was not going to be hard for him to acquaint himself with the systems of operation. The candidate, as well gets along well with other stakeholders. In this company, stakeholders play a key role and are valued. Someone that will be able to create a conducive environment for all stakeholders will therefore stand higher chances of achieving goals. Involving others in key decision reduces the resistance level towards change and as well contributes to teamwork. The culture of the organization is hinged on innovation and to achieve this, people must be involved in key decision-making processes.

Other reason that guided the selection of this candidate is his previous performance rate. He was the only candidate that has recorded consistence performance record. He had opportunity to work in different companies and all this companies he left a legacy that many other people admire and remember. Therefore, his consistency in his performance as documented in his performance reviews as well as his appraisal makes him outstanding candidates to take the company to the next level.

Career development plan for candidate selected

Career development plan is a framework that provides guidance regarding ones career planning (Furbish, 2013). Every individual has to have a plan on what they wish to achieve in their careers. The goals should be specific, measurable, attainable, and reliable and time bound (Furbish, 2013). It is important to understand the exact thing that you are trying to accomplish. One should also be in a position to know whether the goals have been achieved through assessment and measurement. The goals should be reliable and the actions to take known. The goals as well require a specific timeframe to achieve (Mattone, 2013).

The candidate currently holds a Master’s degree in Business Administration from University of Harvard. He also holds a degree in Engineering from Boston University. He has wide array of skills and knowledge in management having held managerial positions in various organizations for more than 10 years. The candidate as well has vast skills in leadership that has contributed to his success in the organizations that he has worked.

The candidate has as well diverse knowledge in wireless technologies, having worked in a technology company for duration of 5 years. The experience he holds therefore, matches the job description, something that makes him the best for this position.

Despite these achievements, the candidate has not yet achieved all his goals and visions. He is still working hard to become the best manager across the world. This is his long-term goal. The short-term unattained goal is to train on cross culture. This will allow him to understand people diversity and global environment when interacting with people across the globe. The other long-term goal is to pursue a Doctorate degree in Business Management to advance his knowledge in the business management. The candidate believe that in-depth knowledge in business coupled with his already experience will enable him execute his duties diligently.

Achieving these goals is yet another important question that one ought to ask him/herself. The candidate has clear about the strategies that will enable him to achieve the goals. He will have to utilize online learning opportunities to pursue courses on cross culture. He also plans to undertake evening classes to accomplish his career goals of acquiring a doctorate degree. This however, will require proper time management to be in a position to manage his managerial duties in the company as well as his personal ambitions.

To be among the best managers across the world, is something that will be determined by his performance in the current job. Therefore, working hard and applying suitable management strategies will be key to achieve these dreams.

It is important to note that, it may not be easy to achieve these goals solely. He will require other people and resources to facilitate their accomplishment. The candidate has his savings as well as company sponsorship that will aid him to achieve his career objectives. He also plans to learn and share with other executives, colleagues, and experts to improve his skills and knowledge base in management.

Conclusion

It is evident that success plan is critical to ensure better transition. Organizations that have put in place appropriate procedures on filling of vacancies experience smooth transition and vice versa. It is also important for entities to ensure that they adopt suitable recruitment and selection procedures to attract the right candidates for their organizations. Career development planning as well is important to help provide insights on the future plans of candidates. Every person should have a career development plan to ensure success in his or her future endeavors.

References

Barbour, T. (2014). Business Succession Planning Best Done from Day One. Alaska Business Monthly, 30(12), 40-43.

Furbish, D. (2013). A review of career development and planning: a comprehensive approach. Journal Of Employment Counseling, 50(3), 138-140. https://www.doi:10.1002/j.2161-1920.2013.00032.x

Hall, L. O., & Hagen, C. D. (2014). Holistic Approach to Succession Planning Provides Added Value for Clients: Financial Service Professionals Play Key Role in Successful Plans.(cover story). Journal Of Financial Service Professionals, 68(1), 78-83.

Mattone, J. (2013). Powerful succession planning, USA: American Management Association

Sims, D. M. (2014). 5 ways to increase success in Succession Planning. TD: Talent Development, 68(8), 60-65.

Tichy, N. (2014). Succession: How to Get This Process Right. Mworld, 13(4), 26-30.

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An Employee Assistance Counselors Dilemma

An Employee Assistance Counselors Dilemma Abstracted from an unpublished paper by Mel Hall-Crawford in Rothman (2015) From the front lines: Student cases in social work ethics. Boston: Allyn and
Bacon p.125

Young woman working on a computer with a supervisor standing beside her. Employee assistance programs (EAP’s) are increasingly being utilized in both the private and public sector with the general goal of addressing employee problems that impact on work performance and conduct, on their attendance, and on other issues that affect their ability to perform their assigned tasks in an optimal manner. Programs are generally available to employees through self-referrals or through either formal or informal referrals by supervisors. They are generally unlimited in terms of the types of problems that may be addressed.

An Employee Assistance Counselors Dilemma Case Study

Elena, a Japanese-American woman, is a self-referred employee in a large corporation, who asks for assistance from the employee assistance program due to a great deal of difficulty she is experiencing in performing her duties as a policy analyst. She recently separated from her husband and describes their relationship as filled with anger and mistrust. However, since he has left, she has become very frightened of being alone, and she feels very isolated, both at work and in her personal life. Her job is her sole source of support, and, beyond that, her sole opportunity to interact with others.
Elena feels that she has been assigned an impossible task of creating a database, a project she has been working on for over two years. She is frustrated by
the lack of clarity from her supervisor regarding expectations and expresses concern that her job is in jeopardy. Elena says she stares at a blank computer
screen in her office hour after hour, getting almost nothing done, and has actually curled up on the floor and cried on occasion.
Though Elena repeatedly refuses suggestions of involving her supervisor in these discussions, the worker feels that this is advisable in order to determine
(1) if things are as bad as Elena describes them (2) if perhaps the supervisor could clarify what was expected of Elena so her job performance could improve.
However, the worker is also concerned that bringing this situation out in the open might further jeopardize Elena’s job security in that such a meeting would
spotlight Elena’s job performance and force the supervisor to examine the severity of the situation. Elena reluctantly consents to involve her supervisor.
During the meeting, her supervisor indicates that she wants to be supportive of Elena, but she also acknowledges that Elena’s emotional state is indeed
affecting her work performance. Elena breaks down in tears at this, but finally, it is agreed that the supervisor will work with her to help her gain a better
sense of how to proceed with her assignment and will also give her other intervening projects that would give Elena a sense of closure and accomplishment in
her job. The worker agrees to help Elena deal with the larger issue of her depression and emotional problems by exploring other treatment options and by continuing counseling.
Following this meeting, Elena receives an informal performance appraisal rating her work as “satisfactory”, a decline from prior ratings of “excellent” and a bad rating by general corporation standards. She believes that her job is in jeopardy and that a bad rating would make it difficult, if not impossible, for her to find another position.

An Employee Assistance Counselors Dilemma Worker Obligations

The worker feels an obligation to protect Elena’s best interest, but she is unsure whether she should continue to try to resolve Elena’s work situation
without involving the supervisor or to urge that the supervisor is brought into the process to gain needed perspective and clarification. There is also a
concern about whether the worker’s urging Elena to give her consent to supervisory involvement infringes on her self-determination. Because Elena’s job
appears to be in greater jeopardy since the involvement of her supervisor, the worker feels responsible.
However, the worker is also concerned about the larger ethical dilemma. What is her obligation to her client and to the larger employer of both Elena and
herself? What if her obligation to her employer (to support and maintain optimum job performance for employees, which in this case might mean terminating
Elena) and her obligation to her client (to keep her in a stable job situation, through which she is able to support herself) conflict?

An Employee Assistance Counselors Dilemma Ethical Framework

Go back to the ethical framework you devised for yourself in Module Three. Resolve the Elena dilemma based on the ethical framework you created. Your paper
should use specific elements of your chosen framework to address the Elena case in reference to your responsibility to:
Yourself
Those who are close to you (your own family, friends, etc.)
All of your potential clients (including individuals, families, groups, organizations, and communities)
Elena as your specific client
Elena’s supervisor
Other colleagues
Your employer
Society as a whole.
Your paper should conclude with a summary of the steps you plan to use in addressing the Elena case and reflection on your greatest struggle in addressing
this case.

Fire Service Administration Research Assignment

Fire Service Administration

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.

You can find additional information on the ADA here: http://www.usdoj.gov/crt/ada/adahom1.htm

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.

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Case Study of an ERP (Rolls-Royce)

A case study of an ERP implementation and prepare a critical summary. The case study will outline an ERP implementation that has been successful or
unsuccessful – either is perfectly OK.
– critical summary should include discussion of the perceived benefits of the ERP system and also challenges of implementation of the system across the organisation.
-focus on one case study organisation in depth.
-draw on other academic articles and materials in order to formulate your critique/discussion. So for example you might find a second article that is a
literature review of ERP benefits – you could use this like a checklist to evaluate the case study article.
-critically summarise the case study in 3 pages, including any diagrams or figures you find helpful.

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Case Analysis Paper Available Here

Case Analysis Paper

Use all the guidelines in Report Writing: A Survival Guide to ensure success. SONY — which you can find detailed investor’s information, such as a
shareholder’s report and analyst’s evaluations. Based on your research and using the text as a guide, report on the following topics (with each as a section
of your report). See Blackboard for more detail. It is worth 100 points.
Executive Summary (Memo that provides a short summary of your report) Cover Page
Contents
List of Figures
Introduction
Vision, Mission, Objectives
Analysis of Vision, Mission, Objectives (original) Industry Analysis
Macro Environment
General Economic Conditions
Technology
Societal values and lifestyles Population Demographics Legislation and Regulation
Analysis of the company’s Internal Standing (original)
Immediate Industry and Competitive Environment
Suppliers
Substitute Products
Rival Firms
Buyers
New Entrants
Analysis of the company’s Industry Standing (original)
Internal Analysis
Corporate Governance/Organizational Structure
Company Culture Social Responsibility Resources
Analysis of the company’s Internal Standing (original) Corporate Strategy
Analysis of the company’s Corporate Strategy (original)
Evaluation and Control—Procedures and Examples
Analysis of the Evaluation and Control Procedures and Successes/Failures (original) Recommendations for the Future—minimum of 4
Footnotes or Endnotes
References/Bibliography
Your final report is to include no more than fifteen (15) pages, and university-level communication techniques must be used as shown in Report Writing: A
Survival Guide.
A minimum of six sources are required.
ALL source material used must be appropriately cited within the text, and full reference citations must be provided using APA Style Manual and
parenthetical references.
Plagiarism will result in a failing grade on the assignment, and must be reported to the Academic
Judicial Affairs office for further disciplinary action. 100 points.
Please take advantage of the pre-evaluation

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Case Study Assignment Paper Available

Case Study

Read this case than answer: 1.What is the best business model to factor quick growth?
2.Imagine that Mercy Corp wished to replicate this in North Liverpool. What model would you recommend and why?
Remember the maximum wards is 400.

Use at least three (3) quality references Note: Wikipedia and other related websites do not qualify as academic resources.

Your assignment must follow these formatting requirements:

Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.

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Autism Case Study Paper Assignment

Autism Case Study

Write a response essay answering the following questions:

Where do you thing Temple Grandin fits on the autistic spectrum?
Why do you think Grandin is more comfortable with animals than she is with people?
Why does she invent a hug machine?
What do you think of the creation?
Does Grandins decision to devote her life to her work and avoid intimate relationships make sense to you?why or why not?

Be sure to indicate the sources of information used to write the response.

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