Gaps in Services 6th paper
Write a 2-3 page (not including title and reference) paper in 6th edition APA format. Investigate different agencies in your community. Identify 3 gaps or overlaps in services provided to vulnerable groups in your own community. How could you deal with these gaps and overlaps to help clients receive needed services? What should be done to improve the system?
My community is PG county. in Maryland
SAMPLE ANSWER
Gaps in Service
There are several agencies in Prince George’s County that aim at promoting health care delivery to the residents. Some of the agencies offer home-based care while others provide hospitalized care. Senior Health Insurance Program is among the agencies that facilitate medical insurance among the old and the disabled persons in Prince Georges (Prince George’s County, 2013). The agency counsels the groups concerning the best insurance policies and modes to take. The program reaches vulnerable groups through trained volunteers. The personnel addresses policy such as Medicare, Medicaid, HMO Plans, MEDIGAP, and other long-term insurance covers (Prince George’s County, 2013). Family Care Giver Program also serves the aged in the county by educating their attendants. The agency advises caregivers so that they can make sound decisions concerning the services they provide to the elderly (Prince George’s County, 2013). In addition, the institution promotes independent living among elderly patients by advising caregivers on the benefits of allowing patients a chance to solve their problems. The agency also assists caregivers in providing quality services by giving them the information necessary (Prince George’s County, 2013).
Vulnerable groups in Prince Georges County often receive substandard care following gaps in service accessibility. Most of the people within the groups cannot afford high-quality care such as having one’s personal doctor. There is a general shortage of trained healthcare personnel and securing a personal physician is a hard task for the disabled, aged, the poor, and other vulnerable populations (School of Public Health, 2012, Pg. 16). The groups end up not prioritizing on the standard of care but just its availability. They are often unable to reach for services of a high standard, and they get significant predisposition to care that is of poor quality.
There is also a gap in the level of health literacy among vulnerable groups in Prince George’s County. A significant portion of the disadvantaged groups, including the aged, the disabled, and the minority ethnicities cannot understand their health status, especially when in written medical records (School of Public Health, 2012, Pg. 15). Language barrier also hinders care provision and education when people from the vulnerable populations fail to communicate efficiently with healthcare professionals (School of Public Health, 2012, Pg. 16).
Vulnerable groups also lack access to technological advancement. They often lack information concerning innovations and the availability of unique and improved services. As such, there are fewer improvements in health outcomes among the populations.
So as to close the gaps and eliminate the disparities, stakeholders should implement strategic measures. They should focus on educating more health care personnel so that residents would have access to quality care. By increasing the number of medical graduates, for instance, stakeholders would increase chances of the residents and the vulnerable groups accessing personal doctors. Also, there should be strategies to overcome the limitations of health illiteracy among vulnerable populations. For instance, stakeholders can set up interpreter programs and offer materials that educate people about their health (School of Public Health, Pg. 16). Such a move would overcome the limitations of the language barrier and health illiteracy. Marketing innovations would also be an appropriate move in informing residents on the availability of improved services.
So as to improve the healthcare system in the county, there should be the establishment of a medical center affiliated with an academic institution. Such a center would anchor the transformation process. It should create strong connections with the community for optimal outcomes (School of Public Health, 2012, Pg. 20).
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.
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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For this paper, the writer will have to reference to 113193, 113242 and also 113153 and other past papers in the past 4 weeks which pattern to this topic as the are all continuations in one way or the other. The writer will have to pay very close attention to all instructions as he write this paper, making sure that he fully understand what is require . Take note of the doc that is require to be attach together with the paper, so please read the instructions carefully before responding to the questions. the writer must also attached the brief synopsis of the quantitative studies he found as a “.doc” or “.rtf” attachment to the paper that he will be writing.
I will send you a sample of the synopsis that I corrected for last week so that the writer can follow the model and write for this week. and please acknowledge my emails of this document that I send via email so that I can be assure you have them.
Existing Qualitative Studies
Return to your Literature Review and peruse the qualitative studies you found for additional resources that pertain to your topic (Employee job satisfaction and productivity). Conduct additional searches through the reliable sources for relevant studies that either pertain directly to your topic or that pertain to related topics and could inform a qualitative study of your topic mentioned above. Perhaps these studies provide a model, research instrument, framework, or hypothesis that inform your own evolving thinking.
Post a brief synopsis of the qualitative studies you found as a “.doc” or “.rtf” attachment. For each entry, provide the full APA citation, as well as a brief paragraph explaining the contribution the study makes to your own topic, either directly or tangentially. In the text of your paper (to which you will attach your synopsis), introduce and summarize the quantitative studies as a collection, and post at least two questions that will elicit suggestions and further responses from your colleagues.
SAMPLE ANSWER
The model of evaluation in institutions of learning both junior and senior has always been that the faculty always evaluates the students. However, perhaps it has never crossed the mind of many in management of learning institutions that even faculty needs evaluation. More often, evaluation for faculty is done in s hallow way by those in management (Peterson, 2010). However, it is not possible for the management to fully vet and evaluate the performance of faculty. The only way to effectively do so is engage the students who have direct interactions with faculty.
One most effective way of evaluating faculty is through student surveys. Student surveys involve setting questions to students which they are expected to answer. Depending on the answers they give, it becomes possible to monitor and assess the performance of faculty (Buller, 2012). Some of the questions that are often included in student surveys may be, the effectiveness of a faulty in dissemination information, punctuality, relevance of lectures, notes and quizzes among others. Often, these questions have ratings attached to them with the aim being to rate the performance of faculty.
Students have been proven to be highly effective in monitoring faculty. Although this model stands the risk of truancy of students who may rate faculty lowly just because they do not like them, it also gives a chance to really see faculty for what they are (Marzano, 2013). The actual reflection of faculty in classroom set up is best brought through student survey.
Faculty evaluation is necessary as it helps identify the weak areas and thereby help improve. It is necessary to point out that faculty evaluation through student survey ought to be backed up with others forms of assessment. Although student surveys have been found to be highly effective, it is necessary to have other sources of information that will back up the data gathered.
References
Buller, J. (2012). Best practices in faculty evaluation: a practical guide for academic leaders.New York: John Wiley and Sons.
Peterson, K. (2010). Teacher evaluation: a comprehensive guide to new directions and practices. New York: Pearson .
Marzano.R. (2013). Teacher evaluation that makes a difference: a new model for teacher growth and student evaluation. London: ASCD
Job satisfaction affects an employee’s quality of work in different ways. Several research methods can be adopted to shed light on the nature and effect that job satisfaction has on a company’s productivity. In this research, qualitative method has been preferred in order to find out the nature of relationship that exists between job satisfaction and productivity.
The qualitative research study will assist in the acquisition of the necessary information that would determine if a relationship between job satisfaction and productivity exists (Feldman, 2015). The effect of productivity and employee satisfaction would be investigated. The qualitative method adopted provides the foundation and the research methods that will be utilized to show if the relationship that exists can influence job satisfaction in other companies (Hair et al, 2015). The qualitative research methods to be adopted include observation research, focus groups, reflective journals, depth interviews and direct story telling.
The objective of the qualitative study identified relates to the provision of the best strategies to be adopted in order to ensure that employee productivity and the factors that affect job satisfaction are monitored. To measure the effects of promotions, remuneration perks, demotions, close relationships and bonuses on employee job satisfaction are critical in the qualitative study method. The study would also identify the greatest barrier to employee job satisfaction and the critical issues that must be addressed to improve productivity. The qualitative research study also seeks to identify the different ways and methods of enhancing employee satisfaction besides monetary gain and also ways of improving employee retention. Identification of different methods of enhancing extra job satisfaction that would ensure high employee retention in companies and adoption of effective company strategies. Employee attitudes towards high productivity at work would also be critical to the study. The research would also identify the most effective strategies to adopt and which has the strongest effect or increase in employee productivity.
The qualitative study chosen relates to the given topic necessitates an organized and well-planned survey. The qualitative study adopted methodology that’s well defined and since it’s a qualitative research survey only a few selected employees would be allowed to take part. But they would be selected from a wide range of firms each providing at least two employees from the lower cadre job positions while another two from the management level. The questions would be thorough and employee’s response would also include determination of employee reflections on the job, their feelings and general observation to ensure a thorough analysis of employee reactions. In this case only 250 respondents would take part in the exercise. Their responses would be compared with the hypothesis already formulated for the study. Both the employees and managers would be selected randomly. Observational research and depth interviews would be used to collect the required data for the study. In the qualitative study, the response was rated at 75% hence it would be good for the research (Feldman, 2015).
The summary of the results were carried out and later analyzed using the standard statistical correlation method. The qualitative method provides the empirical measurement and the levels of employee’s job satisfaction concerning the relationships at work. The responses clearly indicated that the closer and better the relationship between employers and employees the higher the levels of satisfaction and the more productive employees became (Hair et al, 2015). A good relationship between employers and employees results in improved performance among the employees. Innovation and autonomy provided more opportunities for workers to be more productive and the managers were also pleased to register good performance hence a spiral effect resulted in more production, improved working environment and better terms for the employees (Choudhury & Friedman, 2015). To improve productivity, employee training and mechanization of the production was recommended.
The major purpose of qualitative study adopted for more research on the topic is the test of hypothesis, studying effects and making predictions (Hair et al, 2015). Qualitative research helps to identify the real issues that underlie individual behavior. Most of the behaviors are difficult to recognize and they have to be observed closely to make final recommendations. The study provided deep insight into the relationship on employee job satisfaction and productivity.
References
Choudhury, S., & Friedman, M. (2015). A study of employee satisfaction with HMO services at a historically black university. In Proceedings of the 1996 Multicultural Marketing Conference (pp. 81-84). Springer International Publishing.
Objective: Again, this week you will be required to submit a Leadership Reflection Journal, This week I woud also like for you to compare and contrast management and leadership styles.
Purpose: This journal should be written in the first person and should be critically reflective. As such, you will discuss the most important concepts that you have learned throughout the week and how those concepts may be applied to your leadership career.
Assignment Description: Your Leadership Reflection Journal should exhibit personal reflection of your present leadership competencies and also possible adjustments that could be made to your leadership approach. Importantly, your Journal entry should be in light of the various concepts that have in covered each week in the course. Also of importance, the Leadership Reflection Journal should be far beyond a mere casual discussion. It should demonstrate a high level of understanding and should also provide adequate integration of authoritative sources as assigned for reading each week.
SAMPLE ANSWER
For leadership to be effective leadership, there are certain traits that must be present. I consider myself a leader and there are certain aspects that have continually propelled me to become effective in my position.
One of them is motivation. Motivation as a trait is key in any leadership position. Unlike junior staff who must be pushed, a leader must always be motivated to go that extra mile. Junior staff is always looking up to their leader for guidance.
Expectancy theory argues that the outcome of an action is often the motivation. Leaders must always ensure that they motivate the people under them in order to increase their performance. In an organizational set-up, the leader can motivate the staff by rewarding them for good performance.
As a leader, reinforcement theory makes a lot of sense. The argument is that people will only pay attention to information that appears to resonate with their beliefs and attitudes. A leader must be careful especially when introducing new changes within the organization. If the change varies greatly from what the people already belief, it will be difficult to integrate the new idea.
Goal setting theory notes that basic goals in an organizational set up play an important role in propelling the organization forward. Lack of the most basic of goals may a reason for employees to feel de-motivated. As leader, I must endeavor to ensure that employees have a sense of direction. This can only be achieved only when the leader has come up with the basic goals. This helps to outline, the past, present and most importantly, the future of the organization. It is a source of guidance and helps the organization remain grounded and firm.
References
Jorgenson, O. (2010). A reflective planning journal for school leaders. New York: Corwin Press
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Imagine that the organization for which you work has traditionally encouraged its employees to work independently on project assignments. Now, because of a shortage of resources, individual contributors will be asked to form teams to improve efficiency. You are tasked with designing a training program to promote a teamwork environment.
Discuss what type of training environment is best suited to assist employees with developing a new mindset that builds team spirit, morale, and support for success. Address the following in your post:
• What are some of the obstacles that might be encountered due to this environment shift?
• How will you design a training environment that minimizes these obstacles?
Analyzes course concepts, theories, or materials correctly, using examples or supporting evidence.
Applies relevant professional, personal, or other real-world experiences to extend the dialogue.
SAMPLE ANSWER
Diversity training is best suited to assist employees to build a mindset that promote team spirit, morale, and support for success. Diverse training helps increase employees cultural awareness, skills, and knowledge. Therefore, developing a focused, cohesive, team-oriented workforce, and promoting teamwork in the workplace. The main purpose of a diversity training program is to create a constructive work environment by assisting workers identify and put up with differences among co-workers.
Some of the challenges of pulling diverse employees to work together as a team include mistrust between employees, the difference in personality, and resistance to change. On the same note, poor communication, bad leadership, absence and inability to resolve conflicts are also problems teams encountered (Tohidi, 2011).
The following tactics can be employed when designing a training program for teamwork environment in the workplace and minimize obstacles faced during team building process. First, the program designed should be made actionable, visible, and fun. The training program session should inject fun into team formation. The program should also encourage sharing of information between the team members and explain why their teamwork effort is paramount to the organization (Daft, 2012). The team leaders should also provide guidance and strategic direction to the team member to share and provide solutions for the surrounding challenges working as a team. Finally, team members should encourage and help people experience their challenges positively.
In conclusion, teamwork is important for achieving efficiency and productivity in the workplace. Therefore, managers and supervisors should develop training programs for employees to form cohesive, focused and motivated employees who enjoy working as a team. The training should be approached in a positive way so as to elicit any challenges and obstacles that hinder teamwork and team formation in the workplace.
References
Tohidi, H. (2011). Teamwork productivity & effectiveness in an organization base on rewards, leadership, training, goals, wage, size, motivation, measurement and information technology. Procedia Computer Science, 3, 1137-1146.
Daft, R. (2012). Organization theory and design. Cengage learning.
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Complete a paper of a 2000 to 3000 words academic paper that incorporates your previous research, including your essays on good decision making and plagiarism.
Note that much of the content for this assignment was completed in earlier modules; completing this assignment consists largely of editing material that you have already authored.
By writing this essay please retouch on the same topic on order 113177, 113239, 113238.
In addition to the content for this paper, your paper should include the following:
1.An APA title page
2.A well written introduction and conclusion
3.An APA reference page
SAMPLE ANSWER
Decision-Making and Plagiarism
Decision-making is often a hard task yet people have to undertake it for their progress. Decision-makers have to be responsible and accountable for their duties (THE MARKETING SOCIETY, 2015). Choices could be right in certain situations, but they may not be appropriate in others. Therefore, it is necessary that decision-makers expand their scope and not limit themselves to predetermined approaches. In most cases, the process becomes most challenging when there emerge conflicting interests. For example, when handling cases of plagiarism, instructors should protect the reputation of their institutions by ensuring that students do their work. The practice would be in accordance with the instructors’ duty of practice. However, exerting the rules used against plagiarism might have detrimental effects on the students. As such, instructors would be torn between protecting the students or the institutions.
Good Decision-Making
Good decisions must have desirable consequences to their subjects, especially in the long-term. For decisions to be right, they must give solutions to particular problems that necessitate them (FOX, 2014). Managers determine good decisions by focusing on giving the best to their institutions and subjects. Also, good decision-makers should purpose to get information regarding the choices they have. It is after evaluating all the necessary information that they would then decide how to perform their tasks (ZENGER & FOLKMAN, 2014). When decision-makers are informed, they are likely to experience fewer and less severe surprises that would occur with some choices. Being informed prepares managers for multiple occurrences hence equipping them with techniques of handling events (MYATT, 2012). However, decision-makers should filter their information to have the necessary load only when deciding approaches to take (WETHEY, 2013). Guidelines for making good decisions require people to have a well-defined frame for their choices (FOX, 2014). Failure to have well-framed choices predisposes decision-makers to give the right answers but to the wrong questions (KARELAIA, 2014). Frames ensure that decision-makers do not give in to temptations that always accompany the process of decision-making (PILLAY, 2014). Biases are likely to occur during decision-making, and their happening impairs the rationale of choices that people take. Pillay illustrated that people are likely to go by decisions that support their beliefs and theories. In the process, they would ignore what could have been important considerations for their particular problems (PILLAY, 2014). Decision-makers end up not having the right information, or having it but not utilizing it, and the choices they make lose rationale and become faulty. The temptation to make biased decisions comes in when stakeholders seek to confirm the appropriateness of their views instead of addressing problematic issues per se. There are particular elements that decision-making activities should entail. Among those that apply in addressing plagiarism is ethics. Good decisions should promote rather than demean ethical principles. However, deciding what is ethical or unethical presents a secondary complication in most situations. For instance, instructors would find it challenging to determine whether exercising roles that would lead to the dismissal of students from institutions following dishonest conduct would be ethical. While the choice would be ethical from the perspective of responsibility, it could be unjustified from the compassion and humanity viewpoints. On the other hand, instructors would be obliged to discourage the practice, especially for long-term purposes. From such a conviction, they are likely to uphold the necessary regulations and place their subjects to severe consequences. To make the right decision, instructors should purpose to take an informed position and explore factors such as the victims’ motive for the practice.
Decision-Making in Handling Plagiarism
Plagiarism is a dishonest undertaking, and most academic institutions would not tolerate it. When it occurs, students rely on the grace of their instructors. Instructors need undertaking various activities for them to stand a position to make the right decision. One of the commonest strategies that instructors use in such situations is the A-B-C-D-E technique that entails assessment, benefits, consequences/consultations, duty, as well as education (HUBER, 2015). Incorporating each of the elements in decisions would standardize choices, and there would be an increased chance of them being right and appropriate.
In the assessment, decision-makers would purpose to learn the person involved in the malpractice, circumstances under which the occurrence took place, as well as the severity of the situation (HUBER, 2015). For instance, decision-makers would assess the effect the accusation has on the offender in terms of emotions. The emotional expressions that offenders show would enable decision-makers evaluate the sincerity of apologies that such students give. In terms of the situation, decision-makers would assess issues such as the student experiencing pressure to pass their courses. Judges would also evaluate the impact that either approach would have on the subject as well as the institution. Typical considerations include how far subjects are to their graduation and the signal that either forgiveness or punishment would send to other students. While it would be compassionate not to block the graduation of students who are at their final stages, forgiving them would send an inappropriate implication to other learners. Therefore, there would be a need to balance the two approaches to ensuring that the final decisions are worth their consequences.
The benefits aspect entails considering the likelihood of harm vis-à-vis that of beneficence (HUBER, 2015). Stakeholders should understand that punishment does not always cause harm, nor does forgiveness always yield beneficence. There are multiple factors that would influence the effect of either of the approaches depending on the situation at hand. Possible considerations include the intensity of the impact of the actions that decision-makers take against students who plagiarize. Parties that could be involved include the student, the instructor, the relevant school, the institution administration, as well as the student’s family. Decision-makers should not undermine any of the stakeholders for their decisions to be reasonable. As Fox put it, decisions may not be right unless they fit the situation that they address (FOX, 2014). Therefore, regardless of the pre-established mechanisms, judges should pay attention to the benefits and the complications that would accompany their approaches.
Under consequences and consultations, decision-makers consider the legal, therapeutic, ethical, and emotional impacts of their rulings (HUBER, 2015). For instance, they should let the legal definition of the practice as unacceptable prevail and avoid creating an ethical implication that cheating is acceptable. Therefore, decision-makers should be wise so that they uphold the law when considering the consequences of their actions. Even if they forgive the offending students, they should do it in a manner that other learners would not misinterpret as plagiarism being acceptable under particular circumstances. Therapeutic and emotional impacts would include sympathizing with the offenders and avoiding hurting their families.
The aspect of duty implies that both students and their instructors have responsibilities expected for them to carry out. For instance, students would be expected to commit themselves to their studies and do their learning diligently. They are supposed to perform their assignments with utmost willingness and develop the skills that their courses are meant to impart in them. Therefore, plagiarizing would amount to failure for them to undertake their roles. On the other hand, instructors would have the duty to report cases of plagiarism to the relevant authorities. It would be a failure if they fail to do so under whatever circumstances. Nevertheless, their decisions should be the most appropriate for the case they are handling, and they should avoid employing the right answer to the wrong question.
Education as in the model entails the understanding of students, instructors, and other members of the faculty regarding plagiarism (HUBER, 2015). It is expected that members involved in the education system understand what plagiarism is, and they also know the regulations concerning it as well as the consequences of indulging oneself in the practice.
The model allows decision-makers to handle cases of plagiarism with ease and overcome the challenges of conflicting approaches. Considering such elements does not only enhance decision-making, but it also facilitates fairness as decision-makers can use a standardized method of handling the issue. Plagiarism is unacceptable, and stakeholders should do their best to discourage it, especially in academic institutions. However, every situation will present with its variabilities, and it would depend upon decision-makers to determine the appropriate actions to take for each scenario.
Accountability in Decision-Making
Accountability is crucial in decision-making, more so for persons in managerial and executive positions. Employees should know the persons behind changes that take place in institutions for them to implement them confidently. All stakeholders in institutions should access decisions that are made to enhance transparency. Decisions made under opaque circumstances are likely to attract suspicion, and they would cause conflict easily. Good decision-making procedures should aim at promoting unity among stakeholders, and decisions would be inappropriate if they cause divisions instead. A culture of accountability in organizations promotes cohesiveness, and it enhances the adoption of appropriate choices as decision-makers would fear the occurrence of undesirable consequences (THE MARKETING SOCIETY, 2015). Also, the culture makes executives feel that they are under supervision and they act carefully in decisions that they make. So as to maximize the appropriateness of their choices, leaders seek requisite knowledge from specialists and experts. In most organization, the appropriateness of decisions is proportional to the degree of accountability that such institutions entail in their management.
Hindrances to Making Good Decisions
Right decisions lead to desirable outcomes. In healthcare, for instance, decisions should result in improved patient outcome since it is the ultimate objective of the facilities (LEE & EMANUEL, 2013, Pg. 7). On the other hand, wrong decisions would hinder the achievement of desirable outcomes. As such, institutions would fail to meet their goals. Zenger and Folkman wrote that laziness was the leading cause of making poor decisions among well-meaning persons (ZENGER & FOLKMAN, 2014). The bloggers indicated that some decision-makers failed to perform all the required activities that preside the derivation of conclusions. The resultant decisions are poor as they are based on insufficient knowledge characterized by a few facts but many assumptions (ZENGER & FOLKMAN, 2014). Other causes of failure in making correct decisions in organizations include poor communication among stakeholders and making plans that are inconsistent or inadequate (MANDELBERG, 2015). Lack of cooperation among stakeholders is often a significant cause of limited communication in institutions. Failure of stakeholders to anticipate challenges and failures also lead to poor decisions (ZENGER & FOLKMAN, 2014). There are always shortcomings associated with every choice, and decision-makers require preparing for them for them to push their choices to success. If such challenges appear before decision-makers prepare for them, there are high chances of hindrance and failure. Making decisions when under emotional influences also impairs decision-making leading to biased choices (MANDELBERG, 2015). Such emotions as anger, malice, or extreme happiness are likely to influence the reasoning that managers adopt. Managers should avoid making critical decisions when under such influences. The execution strategies for decisions also affect the appropriateness of choices. Decision-makers should ensure that they formulate strategies that would see to the complete implementation of approaches.
Conclusion
Decisions are the drivers of progress and regress in organizations. Good decisions are the correct answers to questions under consideration. Decisions might be right under certain conditions but wrong in others. Often, decision-makers employ pre-established guidelines to increase the speed at which they make choices. Such guidelines also enable decision-makers to evaluate the appropriateness of their choices and to standardize their judgments and rulings. Addressing cases of plagiarism in academic institutions is often a challenging task for stakeholders. Instructors are the primary decision-makers when such events happen. They are often torn between protecting students from severe consequences and upholding organizational rules and regulations. The A-B-C-D-E decision-making technique offers a handy tool for instructors. Accountability in decision-making enhances transparency, and it is a vital virtue of decision-makers. There are always hindrances to making the right decisions. Decision-makers should seek to attain the most informed positions before deriving conclusions.
Reference List
Fox, J. (2014, November 21). How to tell if you’ve made a good decision. Harvard Business School Publishing. Retrieved from https://hbr.org/2014/11/how-to-tell-if-youve-made-a-good-decision
Objective: Personal Leadership Action Plan (PLAP) requirements and guidelines
Purpose: Submit a Personal Leadership Action Plan.
Parameters: The Personal Leadership Plan Action should be written in the first person and should be critically reflective. Double spaced, and written in accordance with APA writing standards. Moreover, you are required present a plan that is critically reflective yet scholarly in nature.
Assignment Description: You are to integrate authoritative sources in the form of appropriate citation and in accordance with APA writing standards based on the required reading thus far in the course and / or peer-reviewed literature available to you in the University research library. The purpose of the PLAP is to objectively examine your current leadership style, abilities, strengths, and weaknesses. Also, you should take a careful inward and candid look at where you are as a leader and envision the future direction of your leadership career. Your PLAP should contain seven components listed below:
1. Introduction.
2. Statement of personal purpose and values.
3. An assessment of who I am now.
4. What I want to achieve: Leadership vision.
5. Summary of leadership strengths and weaknesses (very specific).
6. Development of an action plan – what to achieve and how to achieve it.
7. Conclusion.
SAMPLE ANSWER
Introduction
As I embark on a mission in pursuit of my personal leadership action plan; I am reminded of an illustration that has immensely inspired my vision in leadership. A lecturer in an institution known as Putt is known for his limping due to a sickness he contracted during his childhood. Putt is considered one of the best teachers within one of the local educational institutions. During one of his lectures one afternoon, Putt noticed one thing that changed his perception to teaching. After completing his class, it happened that his students were leaving for a lunch break (Allen, Miguel, & Martin, 2014).
As Putt walked along the corridors of the school, he noticed there was a trail of people following him behind. When Putt turned back, he was shocked to see his students imitating his walking style. This boggled his mind but after giving it a careful thought; Putt discovered that he had influenced his student’s lives immensely to a state where all his students decided to imitate in his walking style. This analogy gives a clear picture of leadership and its ability to influence people in various ways.
As a leader, I am determined to push myself beyond the limits to influence and impact the lives of people within my society. My Personal Leadership Action Plan will be developed to suit within my leadership context in which I will pursue approaches aimed at influencing, encouraging, providing the right tools and cultivating visions that include the community in collectively changing the challenges that they face (Allen, et.al). I admit to the fact that a leader may have some shortcomings; however, I am determined to take the criticisms of the people I serve in developing and enhancing my leadership skills. I will from time and again challenge myself in developing myself not only on an individual basis but as a team by mobilizing other into personal development. Just like in receiving a bumper harvest, there has to be the element of rain, so is in achieving my personal leadership action plan, there is need of a vision and a theory that supports my plan. Through this paper, I will address my personal leadership action plan in achieving and enhancing my leadership skills.
Statement of Personal Purpose and Values
In my personal leadership action plan, there is a set of values and personal purposes that direct my approach to leadership (Bradt, Check, & Pedraza, 2009). Loyalty and objectivity remain essential elements in my action plan. Through loyalty, I am in a position to increase the longevity of relationships with my subjects while on the other hand, objectivity will allow me to make justifiable decisions based on facts rather that emotions and politics that have the capacity to bias a judgment. It is, therefore, essential to note that I value loyalty, open-mindedness, honesty, creativity, self-discipline, innovative minds, and the willingness to achieve goals.
Who I’m Currently
Currently, I am a man entirely focused on how to inject my leadership skills in my family since they say charity begins at home, my country, my faith, and my cultural heritage. In order to achieve this, I have developed personal approaches geared towards improving my educational skills in community development. In order to achieve this, I have derived leadership theories that can support my plan. These approaches include the transactional and transformational leadership approach. In college, I have been elected as one of the student leaders, in ensuring that the student’s needs are addressed efficiently.
I admit to the fact that as a leader I have some shortcomings; however, I am determined to take the criticisms of my subjects in developing and enhancing my leadership skills. I will challenge myself in developing myself not only on an individual basis but as a team by mobilizing other into personal development. In achieving my personal leadership action plan, there is need of a vision and a theory that supports my plan.
Through this post, I have been able to influence the lives of students in ensuring that they strive towards the attainment of their goals. This position has also allowed consistently learning and growing into the leadership function I envision after my studies. My action plan for achieving my goals as a leader lies in assessing my progress through an outlined plan. The platform has enabled me to exercise my leadership skills a factor that will immensely impact my service delivery approaches in the community.
Leadership vision
My vision in leadership is in shaping the future of my community by preserving our cultural heritage, sharing the resources that we have been endowed with, and discovering new knowledge aimed at improving the status of my community members who have constantly in absolute poverty for quite a long period of time. Through my vision, I envision a society in which we all-even the unprivileged hold hands to create opportunities for ourselves that will impact our community.
Leadership Strengths and Weaknesses
In any leader, there is the aspect of strengths and weaknesses. The following detail some of my strengths and weaknesses;
Decision Making
In every situation, we are bound to make decisions. It is important to mention that the process of decision-making involves a careful judgment and may at times prove to be complicated. This remains one of my weakest areas (Bradt, et.al). This resulted from my family’s orientation in which all the decisions were bound to be made by the head of the house in the family. It is upon this foundation that I believe that this process remains the duty of a father. However, I am fully conscious that I have a deep understanding and judgment in addressing situations and issues even though I have not fully exercised my decision-making skills.
I have realized that it is difficult to determine the outcomes of a decision, but it is easy to take particular steps in coming up with a range of solutions to issues. The process of decision-making is always coupled by risks that a decision maker may encounter. In managing this weakness, I have developed approaches aimed at exercising my decision-making skills (Casey, & Wuestman, 2015). I have resorted to carefully plan before arriving at a decision with the aim of avoiding negative implications of a decision. The study and analysis of a situation would also be an essential element in planning activities before making a decision to avoid the pitfalls in decision-making.
Effective Communication;
Individually, I am certain that effective communication has the capacity to initiate a healthy relationship between people in am leading especially n instances where my opinion is required (Edelist, Davis, & Vega, 2012). It is through effective communication that good relationships are elicited a factor that improves the quality of life, influences and motivates people and develops better interpersonal relationships within my area of leadership. This area, therefore, remains my strength since I am always effective in relaying information verbally with prompt feedbacks.
I am also skilled in verbal communication, a factor that determines my strength since through this; I have been able to communicate my vision to my community members, a factor that garnered the support of my community members (Fortenbery, 2015). I have also discovered in listening to the views and suggestions of my community members in line with the vision we have and listen to the concerns the raise before giving a personal opinion of a situation. This has therefore opened a communication line between me and the community, a factor that has fostered a smooth relationship.
Leadership Skills;
This remains one of my strengths considering the fact that I am flexible, and I have learned my leadership skills through experience. I have the capacity to rally my community members behind me in achieving a goal, a factor that has gained me respect by my subjects. My community members look up to me not only because I have achieved several objectives but because of the approach and the manner in which I lead them in such projects (Gentile, 2014). I have developed an approach that does not only seek to influence my community members but coaches them through imparting leadership skills to them since they will be the next leaders. Coaching ensures that once my term is over, there will be a leader who will be suitable to wear my shoes and fit into the society. This therefore keeps the cycle of leadership ongoing.
I also have the qualities of a good leader that include determination in achieving our community goals, self-confidence, the ability to handle stressful situations and to influence other people, working hard to complete the responsibilities on time and so on (Gentile, 2014). Due to this factor, my community members have also embarked on enhancing their skills in the areas they have been assigned. They are therefore inspired to work hard in meeting their individual goals. I have discovered that caring for the welfare of my community members is one of the greatest tools that a leader can employ in achieving the objectives of the community. I have therefore achieved significant milestones through collaboration with my community members.
Community Action Plan
Preserving our cultural heritage, sharing the resources that our community is endowed with and discovering new ideas and knowledge remains essential elements in securing our communities future (Margetts, John, Hale, & Reissfelder, 2015). In order to achieve these objectives, we developed a community planning team in formulating an action plan that would direct our vision. This session was run with the aid of our community members with several dignitaries brought on board.
Several people participated in the training process with the principal directions of achieving the communities vision developed. The approaches to achieving the visions of the community were established with the need for a long-term commitment from the patricians in the project clearly defined (Packendorff, Crevani, & Lindgren, 2014). These training sessions saw the development of groups that were assigned duties and responsibilities that were to be achieved over the duration of time. This brought together the entire community in a meeting in which the community decided to develop a proposal that would help it frame its initiatives.
Work groups were therefore established in this project that opened a door for the community to join and participate. Different community members participated in the planning process with the recommendations collected used to form a community action plan. Through this initiative, the community decided to preserve its culture by passing it to its generations and formulating functions through which the cultures of the community could be displayed (Packendorff, et.al). The community also discovered that they are endowed with a wealth of resources including the rich culture, and the minerals that surround the community. In their view, the community, therefore, developed an approach that would ensure that these resources are dispensed for the benefit of the whole community, through the development of factories within the community.
In order to achieve this vision, the community has taken the initiative to involve themselves in this action plan by ensuring that each member plays a role. The essence of unity and collaboration was one of the main elements that were considered as a unifying factor that would bring the people together. The community structures such as churches, schools and other organizations also played a role in contributing to this initiative (Waldman, & Balven, 2015). The schools and other learning institutions were required to embrace and align their curriculums with a cultural torch in order to preserve the community’s rich cultural heritage. They were also needed to develop activities and functions that would allow the students to exercise their cultural heritage, a factor that would sell the value of the community to the outside world.
In determining the manner in which resources that our community is endowed with would be discovered, the community decided to involve the services of the government that would support it deriving resources aimed at developing industries that would be impactful to the society. The community also decided to take individual initiatives designed to preserving the environment and ensuring that the habitat was conserved.
Conclusion
My Personal Leadership Action Plan will be developed to suit within my leadership context in which I will pursue approaches aimed at influencing, encouraging, providing the right tools and cultivating visions that include the community in collectively changing the challenges that they face (Whittle, Housley, Gilchrist, Mueller, & Lenney, 2015). As a leader, I am determined to take the criticisms of the people I serve in developing and enhancing my leadership skills. I will from time and again challenge myself in developing myself not only on an individual basis but as a team by mobilizing other into personal development.
In my personal leadership action plan, there are values and personal purposes that direct my approach to leadership. Loyalty and objectivity remain significant elements in my action plan. Currently, I am a man entirely focused on how to inject my leadership skills in my family since they say charity begins at home, my country, my faith, and my cultural heritage.
My vision in leadership is in shaping the future of my community by preserving our cultural heritage, sharing the resources that we have been endowed with, and discovering new knowledge aimed at improving the status of my community members who have constantly in absolute poverty for quite a long period of time. It is therefore imperative to mention that leaders play a significant role both in the corporate and in the society in ensuring that the functions are achieved and goals are meet.
References
Allen, S. J., Miguel, R. F., & Martin, B. A. (2014). Know, See, Plan, Do: A Model for Curriculum Design in Leadership Development. SAM Advanced Management Journal (07497075), 79(2), 26-38.
Bradt, G. B., Check, J. A., & Pedraza, J. E. (2009). The New Leader’s 100-day Action Plan : How to Take Charge, Build Your Team, and Get Immediate Results. Hoboken, N.J.: Wiley.
Casey, J., & Wuestman, D. (2015). Lean Leadership: Coaching To Connect The Dots. Strategic Finance,97(5), 23-25.
Edelist, I., Davis, M., & Vega, D. (2012). Change in ACTION. Benefits Canada, 61-65.
Fortenbery, J. (2015). Developing Ethical Law Enforcement Leaders: A Plan of Action. FBI Law Enforcement Bulletin, 1-5.
Gentile, M. C. (2014). Giving Voice to Values: An Action-Oriented Approach to Values-Driven Leadership. SAM Advanced Management Journal (07497075), 79(4), 42-50.
Margetts, H. Z., John, P., Hale, S. A., & Reissfelder, S. (2015). Leadership without Leaders? Starters and Followers in Online Collective Action. Political Studies, 63(2), 278-299. https://www.doi:10.1111/1467-9248.12075
Packendorff, J., Crevani, L., & Lindgren, M. (2014). Project Leadership in Becoming: A Process Study of an Organizational Change Project. Project Management Journal, 45(3), 5-20. https://www.doi:10.1002/pmj.21418
Waldman, D. A., & Balven, R. M. (2015). Responsible Leadership: Theoretical Issues And Research Directions. Academy Of Management Perspectives,3015(1), 19-29. https://www.doi:10.5465/amp.2014.0016.
Whittle, A., Housley, W., Gilchrist, A., Mueller, F., & Lenney, P. (2015). Category predication work, discursive leadership and strategic sense making. Human Relations, 68(3), 377-407.
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Historical events that led to the differentiation between Christianity and Judaism
Order Instructions:
In 300 words, please consider the following: Discuss some of the historical events (e.g. Jewish revolt in Jerusalem) that led to the differentiation between Christianity and Judaism.
SAMPLE ANSWER
Historical events that led to the differentiation between Christianity and Judaism
From a historical as well as theological point of view, Christianity and Judaism have a lot in common. Christianity has strong roots in Judaism and this is seen in the structure of the Bible. Judaism is based on the Old Testament of the Bible, a holy book Christians also use. Despite this similarity in origin, the two faiths have experienced a sustained split leading to Judaism and Christianity becoming two distinct faiths. Several events in history contributed to this fact
The rejection of Jesus as the Messiah by the Jewish establishment is one of the main precursors to the split between Judaism and Christianity (Levine, 2014). For many Pharisees and teachers of the law, Christianity was more of a sect misleading Jews than a fully-fledged legitimate faith. This was based on the connotation of the Messiah being a political savior from Roman rule, something Jesus was not (Snyder, 2013).
Paul’s conversion was another factor that led to the split between Judaism and Christianity. Prior to his conversion, Paul dedicated his life to prosecuting Jews who practiced Christianity, his conversion made him dedicate his life to furthering Christianity and spreading the gospel to non-Jews. This helped to give Christianity a different identity from its Jewish roots as it became more cosmopolitan affair. This coupled with the difference in doctrine between a belief in inward transformation against Judaism’s emphasis on several tangible aspects such as circumcision and the strict following of Jewish practices further led to the split with Christians being keen on setting themselves apart as a unique group from the faith that had been in existence before (Atkinson, 2012). Prosecution and sustained opposition by Jewish religious leaders only gave the split inertia.
References
Atkinson, A. C. (2012). Pauline conversion and the resurrection narrative (Doctoral dissertation, uga).
Levine, A. J. (2014). The Misunderstood Jew. HarperCollins e-Books.
This assignment is designed to allow you to demonstrate some key required knowledge areas: data analysis and matching techniques, legal and ethical requirements relating to the advertising industry, organisational products and services offered.
You are asked to research, analyse and prepare a word document/report, including in-text citation and links, referencing and bibliography. Grammar, spelling and punctuation will also be assessed.
You will need to access a number of websites including:
www.adstandards.com.au and www.aana.com.au together with any websites relevant to your chosen product/advertising campaign.
Remember to create a bibliographic list of any/all websites visited.
ASSIGNMENT NO 1
Summary: This assignment is designed to allow you to demonstrate some key required knowledge areas: data analysis and matching techniques, legal and ethical requirements relating to the advertising industry, organisational products and services offered.
You are asked to research, analyse and prepare a word document/report, including in-text citation and links, referencing and bibliography. Grammar, spelling and punctuation will also be assessed.
You will need to access a number of websites including:
Remember to create a bibliographic list of any/all websites visited.
Task Questions – You need to answer these specific questions
Q1 Visit www.adstandards.com.au and select one complaint from their Complaints Case Studies section.
Describe and discuss the complaints and discuss the relevant product/brand – including product characteristics. (5 marks)
Q2 Describe the target audience/s to which the initial commercial or advertisement was directed.
Discuss and describe the target audience/s and their characteristics
You must discuss both presumed (who the ad was designed to reach) and actual target audiences reached by the campaign (those audiences that were also, inadvertently reached).
Your discussion must be forensic in detail and provide insights into the TA’s lifestyles, values, demographics and geographics. (5marks)
Q3 Describe and discuss media requirements Here, you need to talk about all the media vehicles/promotional tools used to promote the product, (both the commercial complained about and any additional media vehicles used by the advertiser), and match these to / with the target audiences presumed to watch/see those media vehicles.
You must also discuss any product market forces at the time of the complaint e.g. what sort of media environment existed at the time of the viewing/airing or what was happening in the wider community at the time the advertisements were aired that may have lead to the complaints. (4 marks)
Q4 Examine the complaint in terms of existing legal and voluntary constraints. (3marks)
Visit the AANA Code of Conduct website to compare the complaint against the guidelines established in the Code.
Do you agree with the complaint resolution? Why?
Grammar, spelling, punctuation, referencing, citations, and bibliography (3 marks)
TOTAL 20 MARKS
SAMPLE ANSWER
Advertising industry
Response to Q1: Complaints and relevant product brand
The complaint selected is Case Number 008/11 that involves Independent Distillers Aust (Pty Ltd) as the Advertiser. The Advertiser placed a billboard advertisement, which showed 3 young men advertising alcoholic beverages. One of these men was on a skateboard. The comments made by the complainant with regard to the advertisement were as follows: the boy who is on the skateboard seems to be below the age of 18 years. According to the complainant, the advertisement appears to be targeting underage drinking of alcohol by using the child who is skateboarding (Advertising Standards Bureau 2014). In addition, the billboard’s location is at a train station that 3 close by schools use. The complainant thinks that the advert is sending the wrong message to children and has to be taken away. The complainant added that the ad is depicting young men who seem less than 18 years old and therefore not of lawful drinking age. The ad seems to target teens so as to make them purchase the alcoholic beverage. Furthermore, the complainant stated that the Advertiser has a legal and ethical responsibility to not target kids (Advertising Standards Bureau 2014). The relevant product is an alcoholic beverage produced by Independent Distillers Aust (Pty Ltd). The complaint concerns billboard ads for Three Kings alcohol drinks: beer, cider, as well as vodka and ginger.
Response to Q2: Target audience for the initial commercial
The target audience whom the Advertiser presumed to reach include young men aged above 18. Nonetheless, the advertising campaign inadvertently reached other audiences including young persons under the age of 18. The Advertiser noted that the 3 main models in the ad are all aged more than 18 and that even though they seem young, they are in fact over eighteen years hence are of the legal age to consume alcoholic beverages. The target audience loves skateboarding, some of the kids are below 18 years of age while others are above, and they can be easily influenced by an advert to consume alcoholic drinks.
Response to Q3: Media requirements
To promote the product, the type of advertisement / media which the Advertiser used is billboard. Two of the billboard ads feature 3 male models and each of them holds a Three Kings bottle. The 3rd ad depicts one of the male models on a skateboard while the other 2 other male models are walking behind him (Advertising Standards Bureau 2014). The audience presumed to watch include school children since the billboard advert was positioned at a train station commonly used by 3 close by schools. According to the Advertising Standards Board, skateboarding appeals to persons who are under 18 as well as to those above 18. Even as the ad shows one of the male models skateboarding and is targeted at people aged above 18, it is really not the most appropriate choice of image to be selected for an alcoholic ad, particular since there are young kids who are seen in the image’s background. With regard to the product market forces at the time of the complaint, what was happening in the wider community that may have led to the complaints is the increasing rates of underage drinking. Consumption of alcoholic beverages by children and youngsters under the age of 18 was rising in Australia.
Response to Q4: The complaints in terms of existing legal and voluntary constraints
I agree with the complaint resolution. The ads are targeted at young men aged above 18. Even so, whilst the association of young adults, alcohol and skateboarding is really not desirable, this depiction is not at odds with the prevailing community standards around safety and health since alcoholic beverages can be consumed by persons above 18 years. Section 2.6 of the AANA Code of Ethics spells out that advertising should not portray material that is against the prevailing community standards on safety and health (Australian Association of National Advertisers 2015). The advert by Independent Distillers Aust (Pty Ltd) did not portray material at odds with the prevailing community standards on safety and health and was not in violation of section 2.6 of the Advertiser Code of Ethics.
The Associate Degree in Nursing program at Excelsior College is designed for individuals with significant clinical health care experience. This means that all students have provided some aspect of health care for patients. Transitioning to the role of the Professional Nurse requires development of a new framework in your approach to patient care. The process of role transition requires you to reflect on what knowledge and skills you bring as a student and how you transform into the role of the professional nurse. While not all students in the program are licensed practical nurses similarities exist in the evolution of your current position to a new role.
Using APA format, write a six (6) to ten (10) page paper (excludes cover and reference page). A minimum of three (3) current professional references must be provided. Current references include professional publications or valid and current websites dated within five (5) years. Additionally, a textbook that is no more than one (1) edition older than current textbook may be used.
Read the following and then compose your paper:
Chapter 4: Role Transition (Reprinted with permission from: Lora Claywell (2009) LPN to RN Transitions 2nd ed.) St. Louis, MO: Elsevier.)
Ellis & Hartley (2011). Nursing in Today’s World: Trends, issues and management (10th ed.). Philadelphia, PA: Lippincott, Williams and Wilkins. Chapter 1, pp. 26-28, Characteristics of a Profession.
The paper consists of five (5) parts and must be submitted by the close of week six.
Part I: Define professional socialization. Using the criteria for a profession described in Chapter 1 of the Ellis and Hartley textbook, discuss three (3) criteria of the nursing profession which support professional socialization.
Part II: Refer to the Four Stages of Role Transition listed at the end of the Module Notes for this module. Read and summarize each stage. Then, identify the one stage which you are currently experiencing and support your decision using current literature.
Part III: Identify two barriers which may interfere with accomplishing Claywell’s FOURTH stage of role transition. For each barrier, describe two (2) resources to overcome each one. (total of 4 resources).
Part IV: Claywell (2009) discusses 8 areas of differences between the LPN and RN roles: Assessment skills, Patient teaching skills; Communication skills; Educational preparation; Intravenous Therapy; Legal responsibilities; Nursing care planning; Thinking skills. Choose three (3) differences and provide supporting evidence how the differences you selected are implemented AND why they are such an integral part of the RN role.
Part V: Conclusion. Describe your plan for socialization into the role of the professional nurse.
Compose your work using a word processor (or other software as appropriate) and save it frequently to your computer. Use a 12 font size, double space your work and use APA format for citations, references, and overall format. Information on how to use the Excelsior College Library to help you research and write your paper is available through the Library Help for AD Nursing Courses page. Assistance with APA format, grammar, and avoiding plagiarism is available for free through the Excelsior College Online Writing Lab (OWL). Be sure to check your work and correct any spelling or grammatical errors before you submit your assignment.
You are required to submit your paper to Turnitin (a plagiarism prevention service) prior to submitting the paper in the course submission area for grading.Access is provided by email to the email address on record in your MyExcelsior account during week 2 of the term. Once you submit your paper to Turnitin check your inbox in Turnitin for the results. After viewing your originality report correct the areas of your paper that warrant attention. You can re-submit your paper to Turnitin after 24-hours and continue to re-submit until the results are acceptable.Acceptable ranges include a cumulative total of less than 15% for your entire paper, and no particular area greater than 2% (excluding direct quotes and/or references).
See the videos below for instructions on how to submit your paper to Turnitin and view your Originality Report.
Video – Submitting a Paper
Video – Viewing Your Originality Report
When you’re ready to submit your work for grading, click Browse My Computer and find your file. Once you’ve located your file click Open and, if successful, the file name will appear under the Attached files heading. Scroll to the bottom of the page, click Submit and you’re done.
This activity will be assessed according to the NUR108 M6A3: Professional Role Socialization Paper Rubric.
SAMPLE ANSWER
Part 1: Professional socialization
To become a registered nurse, LPN must undergo a process known as professional socialization. The professional socialization entails two processes, namely a) formal socialization which is a process that involves educative experiences which teach the LPN on strategic approaches which include physical assessment, appropriate diagnoses and ways to design care plan as well as administering of patient education. The other processes are the informal socialization, which includes social interaction with other healthcare providers, ways to communicate patient information and to sustain patient-nurse mutual respect and relationship. These processes require an LPN to have core competencies such as critical thinking process in order to deliver individualized and patient centered care (Dinmohammadi, Peyrovi, & Mehrdad, 2013).
Various authors have different perception of professional socialization. Some of the definitions revolve around the concepts that it a process through which student nurses are inducted into nursing culture. This entails the acquisition of skills and attitudes that define the patterns as well as of taking up social roles as expected by the societal structure. Professional socialization is a learning process that entails acquisition of new traits and abandoning old practices and includes all the consequences of the nursing program whether intended or unintended. There are major themes that emerge from the definitions, which are related to values, standards expected by the nursing professional bodies. The process of socialization is a critical concept in the nursing program, which occurs in the institutional level and in healthcare facility contact. In graduates, professional socialization occurs through training and influence of the work environment. The work environment can discard some of the professional values obtained through education and other aspects can be sustained through organization preferences and restrictions (Kramer, Maguire, Halfer, Brewer, & Schmalenberg, 2011).
The transition process entails role socializations. Role refers to expectations set and defined by the society in patient care. The set of expectations can be either ethical or unethical. The set of expectations facilitate the formulation of standards that acts as a checklist used to evaluate whether society expectations are met. The nursing practice criteria facilitate professional socialization. The nursing practice involves various stakeholders, including health assistants, specialist’s nurses, community nurses, and ward managers. The first criteria require that the nurses must treat every person with humanity and dignity. It is important to show sensitivity and compassion and to show that they respect the healthcare stakeholders equally (Porter-Wenzlaff and Froman, 2008).
The other criterion is the issue of accountability and responsibility. This is to ensure that they are held accountable of their decision and judgment. This ensures that the RN is decisions made are ethical and meets the professional body’s requirements and law. The other criteria involve effective communication skills and interpersonal competencies. This involves appropriate interactions with the people in healthcare, including patients, patients caregiver, and their families to ensure that they are adequately informed, empowered to make informed choices. The communication with other healthcare stakeholders involves the recording of health information and treatment report. The patient health information is very confidential and sensitive. The RN criteria are to ensure that they appropriately deal with patients complaints, and that they report the patients concerns conscientiously. This is only effective if the healthcare staff works in team to ensure that care is coordinated ensuring that healthcare provided is of highest standard and of the best outcome (Goodfellow, 2014).
These criteria are very important as they ensure that as LPN is undergoing professional socialization, they get equipped with vital competencies that will help them identify effective interventions. Professional socialization includes all other subconscious processes that have been internalized, the set of expected behavior and standards by professional bodies. Professional socialization also entails the also taking the established RN goals, and integrating the standards and roles into practice. It involves embracing ethical norms and values of RN profession and advocating for them. A successful-registered nurse is one who is committed to match the level of the established to ensure that patient health is promoted and intervention delivered is effective. The RN is a counselor and educator. The transition process is to empower the RN and to add valuable information to attain comprehensive quality care (Dinmohammadi, Peyrovi, & Mehrdad, 2013).
Part 2 Stages of Role Transition
Professional socialization is a pathway that entails four main stages of role transitions. The stages are described by challenges and numerous role dynamics that could confuse LPN. However, LPN’s attitude and personal attributes as well as their commitment to theoretical and practical nursing lessons enable the student to move across the stages faster or slower. The first stage occurs when LPN and LVN applies for RN education program (postgraduate program). The stage is described by many emotions, including excitement for entering a new field and fear of the unknown and the unexpected. In most cases, the student nurse is skeptical about the course program and outline as the student feels that they already know so much in nursing practice, having practiced for many years. These individuals are very competent because of their vast experiences and will more likely have an attitude during their first years in the program (Kramer, Maguire, Halfer, Brewer, & Schmalenberg, 2011).
The second stage occurs later at phase. This phase is described by dissonance feelings, which are often associated with their learning capacities. The student is required to take assignment and other nursing practice chores in depth than during their undergraduate program. This often results to increase in anxiety, especially when the nurse student scores low grades below their expectations (Dinmohammadi, Peyrovi, & Mehrdad, 2013). In some cases, students become frustrated as they feel that they cannot succeed beyond this stage. The challenges are also common during practical where students could face a dilemma when assessing patients from diverse cultural background and traditional values. This stage is described by high doubts and insecurity. This is because the grading systems are very different from the previous and the tutors demand for higher achievements and grades. This could make the student feel incapable of success and yearn to leave the project halfway. It takes a lot of self-confidence and discipline to ensure that the student adapts to the systems requirements, and that they can move to the nest stage (Farrell, Payne, & Heye, 2015).
The third stage consists of self-actualization as the student castoffs previous approaches to nursing practices and start embracing new behavior. The student nurse at this stage tends to have better insights of addressing patient needs and often portray her willingness to gain valuable knowledge in nurse practice. This stage, the student is less frustrated or anxious about their success or failure, and focuses on the final goal of gaining more knowledge in nursing. The fourth and last stage is described by more relaxed. The nurse student adopts the new attitudes and incorporation of registered nurse skills and competencies in their routine practices. The student in this stage is more knowledgeable and contented, but still focuses in achieving even higher achievement in nurse practice through research on the best practices that offer comprehensive care (Dinmohammadi, Peyrovi, & Mehrdad, 2013).
I am currently at the third stage of the role socialization. This is the most challenging part of the transition process. Having to let go the previous experiences and way of thinking have not been easy. However, I finally learnt to adopt new nurse practice knowledge and comprehensive care. In this stage, I have learnt to be culturally competent and even matters that were thought to be minor such as patients’ values and preferences. The transition processes have instilled the importance of evidence-based practice. This includes the process of identifying health care gap, assessing care plan, designing, implementing, and the reflection of the outcome. These are key competencies in registered nurses (Melrose, Miller, Gordon, Janzen, 2012).
Part 3: Fourth Stage barriers and resources to overcome the barriers
Many barriers face the transition process. To start with, there could be lack of professionalism with some of the staff that the students interact. This implies that the students lack role models that can guide them on the appropriate attire, professional and unprofessional behavior. In some cases, the students lack a source of support to enhance professionalism. This could make the students engage in unprofessional behavior. The students face more challenges as they may are not able to acquire communication skills. The second main barrier is the environment in both at schools and home environment (Dinmohammadi, Peyrovi, & Mehrdad, 2013). The peers and personnel in the school and place of practice are very important in establishing a cultural competent profession. The education through which the students undergo could be efficient and well organized. In some cases, the school environment may be the barrier in ensuring that the student is trained to their full potential. In some organization are only interested in gaining monetary part and making the students to graduate and to be employed. The students are not taught on leadership; and how to present themselves in the image of professionalism. This could also occur during the placing of practicum courses. In most places, the schools are not responsible of assigning the nurse student in these healthcare facilities. Therefore, the schools are not assured on the quality of the students experiences being taught in these healthcare facilities. There are concerns that some of the health care facility environments do not enhance professionalism of the students (Price, 2009).
The best approach to address the lack of support challenge is by establishing rules and regulations in the field. This will help the students in gaining people who will mentor them. The problem can e compounded through peer mentoring as the students and junior-student mentoring resources. This will adequately relieve the physical and mental demands. This could be in the form of chat rooms, web conferencing, and other discussion platforms. These are avenues where nurse students can raise concerns on issues they feel that they are challenging. To sustain personal goals is important to deliver quality care. The second barrier can be addressed through establishing of school based vocational programs. This offers a chance for the nurse student to mingle with key personnel in the healthcare industry, particularly the nurse. The healthcare facility where the students are stationed must be guided by set nursing practice ethical guidelines to ensure that nurse students are not bullied, or harassed (Kearney-Nunnery, 2009)
Part 4: differences between LPN and RN
In both professions, care planning is a very critical tool. This is especially very important when delivering quality care. In LPN roles, care planning involves the identification of the problem; identify the healthcare demand of the patient and formulation of implementation plan. The care-planning stages are also present in RN, but the planning is in depth and of broader context. The RNs are equipped to enable them apply critical thinking, especially when assessing service users health complication. The teaching program for RN emphasizes on psychosocial aspects of the patient’s psychological care. The RN is trained such that he/she is detail oriented all through the designing and implementation processes. The RN outcome evaluation is reflective and involved in depth analysis to ensure that the care plan made is in accordance with the criteria of nursing practice and expectations of nursing practice regulations and the standards (Porter-Wenzlaff and Froman, 2008)
LPN and RN roles differ in terms of legal responsibilities. Registered nurses receive comprehensive training on ways to manage long-term care in the healthcare facility. This is through the training of long-term care both in practice and in training. The RN is adequately equipped in roles such as managerial tasks, leadership, and in administrative work. This places the RN at higher place in terms of legal responsibilities because of their thorough education background and vast experiences. This implies that the RN is assigned duties that require higher thinking capacity and ability to make ethical decisions and judgment (Melrose, Miller, Gordon, Janzen, 2012).
Quality care delivery is supported by teamwork by healthcare staff. The teamwork is effective through importance of communication skills. Communication skills are often introduced in nursing during LPN training level, and its goal is to help the student interact with the healthcare stakeholders effectively. However, at LPN level, the training duration is usually less and thus the subject is not trained extensively. The registered nurses are adequately prepared on the value of communication, and key competencies in communication skills. This equips the RN with essential skills that will enable interaction with service users more effectively. The training involves undertaking communication courses, psychology training, and sociology units. This is to equip the RN with core competencies of communication skills such as listening skills, ability to judge body language, and the ability to decode patient behavioral cues, which are important in evaluation of healthcare intervention (Melrose, Miller, Gordon, Janzen, 2012).
However, the differences in roles between RN and LPN do not imply that one group is lesser than the other is. Every person in nursing contributes significantly in provision of quality care. Therefore, even though there are underlying differences between RN and LPN scope of practice, all nurses at all levels must be eager and willing to learn more about nursing practice. However, the nurse undergoing transition must learn the differences in roles between the concepts of the nurse in order to enable them identify the need to advance their practices. There are five major boundary’s determinants of nurse practice, which include the nursing process, conceptual frameworks, theoretical frameworks; nursing codes of ethics in both the international and national level and the standard of practice (Porter-Wenzlaff and Froman, 2008).
Part 5: Conclusion
The aim of the article was to highlight the process of socialization in nursing. Professional socialization is defined as the learning process through which the nurse student education, skills, knowledge, and behaviors are molded to suit the set standards of nursing roles. Through the professional socialization process, I have identified that nursing practice requires more to the acquisition of scientific knowledge. I have learnt how to relate to the other nurse students, which has facilitated the ability to construct personal identities. Additionally, it has also been established that the socialization process will only occur when I begin to work in the healthcare facilities, and that the values and attitudes taught in college will be assessed according to the extent of my integration in the nursing practices in the organization. The adjustment process will influence healthcare stability, satisfaction, commitment, and mutual respect as well as the involvement with healthcare facility activities (Claywell, 2009).
Through the professional socialization process, nurse’s roles at different levels define the student extent of transition. The way the student nurse integrates in the healthcare system defines their level of confidence and capability. The aspect of nurse role is very important is nursing practice as it helps a student nurse develop identity, self-esteem and self-confidence through the interaction of judgments as well as role models. Through these practices, one is bale to acquire key components of nursing practice, which include critical thinking, i.e. having the big picture of the matter. The roles also includes on strategies to seek evidence-based research to provide the most supported care and to ensure that interventions outcomes are positive (Ares et al., 2014).
The transition process is faced with numerous barriers and challenges as they move from one level to another including financial difficulties and inability to maintain the balance between work and education. Other anticipated barriers include the conflicts of ideas that arise as the nursing student brings in values and believes that are contradictory with healthcare facility culture. Through this process, I intend to seek mentorship with the relevant staff in my specialty so that they can guide me in through the transition processes (Porter-Wenzlaff and Froman, 2008). During the mentorship, I intend to change my values and attitudes with the aim of becoming more versatile such that I can comfortably fit in most of the healthcare organization. This is important because professionals understand better the attitudes and values that are important and compatible with the healthcare specialty. This will heighten the nursing core competencies and improve the ability to improve quality care in my precinct. The process is important because it facilitates in ensuring that am molded in a professional manner where there is no room for mistakes and poor judgments even when under pressure (Melrose, Miller, Gordon, Janzen, 2012).
References
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