The writer will have to read the instructions and properly format the paper in APA while responding clearly to all questions ask in the order. In text citations is critical for this assignment and the writer will utilize the resources provided and will also add any other relevant resources that he may deem necessary and within 5 years. Resources cannot be more than 5 years old to be use for this papers.
The Role of the Advance Practice Nurse in Palliative and Hospice Care
What is the difference be hospice and palliative care? What is the role of the Advance Practice Nurse in both hospice and palliative care? Are Advance Practice Nurses reimbursed for Hospice and Palliative care?
Resources
Please review the following Web resources:
Hospice Referral and Care: Practical Guidance for Clinicians
End-of-Life Care: Improving Communication Skills to Enhance Palliative Care
Principles of Effective Pain Management at the End of Life
A National Framework and Preferred Practices for Palliative and Hospice Care Quality
How Do I Bill Commercial Insurers for Palliative Care Consultations?
SAMPLE ANSWER
Palliative care is a type of care that mainly deals with relieving symptoms that are associated with chronic illnesses such as cancer. On the other hand, hospice care is a special type of care that focuses on supporting a patient with his/her family while at the same time focusing on relieving symptoms in the patient and providing comfort from various aspects such as pain and fatigue. Both palliative and hospice care aim at administering to patients a number of aspects such as medications, quality care and symptom relieving through a single program. However, there is some difference in the two types of care.
The number of hospice care programs is more than that of palliative care programs. Hospice care, which usually relies upon the family caregiver and a visiting hospice nurse, is administered at home and is overseen by hospice professionals. This happens after the patient is referred from the primary care physician. Palliative care on the other hand is made up of doctors, nurses and other practitioners in the medical care giving field. It is usually offered at the at the health facility where the patient receives first treatment and such facilities include hospitals, nursing homes and extended care facilities. (Wolfe, Hinds & Sourkes, 2011, pg 190)
For one to be put under hospice care, he/she must be in a condition that makes him/her considered being at a terminal stage. However, there are no time restrictions in palliative care and the patient can receive this treatment at any stage of illness. (Wolfe, Hinds & Sourkes, 2011, pg 190)
Hospice programs focus more on availing care that provides comfort to their patients than aggressive disease abatement. In comparison, the treatment offered in palliative care is aimed at prolonging life. (Wolfe, Hinds & Sourkes, 2011, pg 189)
Advance practice nurses play a pivotal role when it comes to providing both palliative and hospice care. In providing palliative care, the role of advanced practice nurses extends beyond their wide knowledge in care giving and evidence based practice to improved communication skills that enhance the providing of quality palliative care to patients through the process of making critical decisions that are informed. Their roles also include facilitating education programs to both the patients and their families and providing psychosocial-spiritual care. In general the presence of advance practice nurses enhances the access to palliative care. (In Ferrell, In Coyle & In Paice, 2015, pg 1084) In hospice care, the main role of advance practice nurse is to ensure that the day-to-day welfare of the patients are met and such can include things such as ensuring that all the patients are provided with their meals and medication and they leave in hygienic conditions. Advanced practice nurses are also expected to ensure that the nurses in hospice programs provide a conducive environment to their patients since most of them are usually in a vulnerable state. It is also the work of advance practice nurses to ensure that the family members of patients are educated on how to ensure that the patients live comfortably. (DeNisco & Barker, 2013. pg 81)
Over the recent years, many healthcare facilities have been adopting the palliative care programs despite the fact that most insurance companies do not cover for these services. In such facilities, advanced practice nurses have continued to provide palliative care although they are not reimbursed for these services since the insurance companies do not cover these services. However, organizations such as Center to Advance Palliative Care (CAPC) are working to overcome this challenge by sourcing for funds to oversee the delivering of palliative care. Health facilities that have received these funds have been able to reimburse their advance practice nurses. In the case of hospice care, the nurses receive reimbursements. (Cowen & Moorhead, 2014, pg 203)
References
Cowen, P. S., & Moorhead, S. (2014). Current Issues In Nursing. London: Elsevier Health Sciences.
A 900 word essay in MLA format with informal outline ESSAY SHOULD INCLUDE: Determine purpose of Linda Chavez’s essay “Supporting Family Values” Do you agree or disagree with Chavez? Why? Write an essay that develops your thesis statement, your stand on this issue or a relating issue.
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Prepare an essay of no more than 3000 words to answer this question.
You should cover:
Nature of corruption
Opportunities for corruption
Scope and spheres of corruption
Some final observations on what preventive factors might set apart places that are more or less corrupt than others.
You should take a specific example or activity upon which you can build.
“Place” can mean any of – country, region, city, workplace, e.g. office, police force, courtroom, hospital, school etc.
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A case study of an ERP implementation and prepare a critical summary. The case study will outline an ERP implementation that has been successful or
unsuccessful – either is perfectly OK.
– critical summary should include discussion of the perceived benefits of the ERP system and also challenges of implementation of the system across the organisation.
-focus on one case study organisation in depth.
-draw on other academic articles and materials in order to formulate your critique/discussion. So for example you might find a second article that is a
literature review of ERP benefits – you could use this like a checklist to evaluate the case study article.
-critically summarise the case study in 3 pages, including any diagrams or figures you find helpful.
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Globalisation and Technology and its Effects to the Success of a Company
Order Instructions:
Dear Admin,
Please read the instructor feedback, the project proposal and the project outline in the email then modify the project
all the files I sent them by email. Please I need a very high quality paper as I got F grade last time.
Thank you,
SAMPLE ANSWER
Introduction
The changes that have been realized in globalization and technology have many effects on the success of every company. This according to sources wholly depends upon the efficiencies in the planning of the process involved in all the activities of the organizations, having a team of motivated employees and efficient management of workers. Therefore, performance management is paramount to ensure that business activities are thriving, and employees are motivated to work towards achieving corporate sustainability. Employees and all stakeholders should work together in an effective and efficient manner to enable the company to meet its goals.
This can be achieved by aligning of performance measurement with human resource practices as well as the company’s strategic goals and objectives. A performance management system needs to be harmonized with organization Human Resource activities such as training, development, and reimbursement system for it to be efficient (Bhave & Brutus, 2011). This paper therefore seeks to underline the various approaches that can be employed by Wal-Mart with the aim of improving its competitive edge and efficiency over its competitors. The paper will also establish the essence of performance management for the company and the approaches that the company can employ in integrating an effective performance management approach into its initiatives.
WalMart Approach in Employing PM into its Operations
WalMart, an American company that is situated in New York, has more than 8000 branches in the US as well as the neighboring countries. It is a retailing international organization that deals with more than hundred million entrepreneurs each week with many employees all over the world. Nevertheless, its competitive policy has not been associated with its performance management systems. This also implies that its competitive plan is not linked with the Human Resource interior functions of the staff incentive compensation policies, training and development. In order to exploit its capability, Wel-Mart should develop its management strategies. It should make use of every chance that comes together with structured and proficient performance management systems.
Sources indicate that organizational strategy should be directly tied to performance management to help in achieving organization goals (Bhave & Brutus, S 2011). Performance measurement is imperative in enhancing the efficiency of strategic planning. Performance management offers vital data and controls for the human resource of Wal-Mart that enables the company to develop and implement strategic plans. Wal-Mart uses performance measurement as an instrument that assists to offer a sense of direction for the organization by directing on the distribution of capital based on the performance of different retail stores in various locations (Wal-Mart Stores, 2014). By properly allocating scarce resources appropriately in various Wal-Mart Stores, the company utilizes the limited resources to provide optimum services to customers and increase enterprise revenue.
The Importance of Performance Management to Wal-Mart
Performance measurement enables an organization to ascertain whether an organization meets the requirements of its customer (Jiang et al., 2012). Performance measurement allows Wal-Mart to assess and understand the customer’s tastes and preferences through evaluation of sales data, customer feedback obtained through customer complaints among other performance appraisal methods geared towards understanding the customer buying behavior. This information plays a significant role in letting the management know if the company is providing products that customers require (Hajmohammad et al., 2013).
Performance measurement also helps a management to identify areas that need improvement in the organization. Measuring performance from all spheres of the organization such as financial performance, employee performance, customer satisfaction and benchmarking against other organizations enables Wal-Mart to identify areas with weakness (Wolf, 2014). And develop plans that help in improving the organization standards.
Performance measurement also plays an important role helping Wal-Mart to converse and evaluate the progress of the company towards accomplishing its strategic objectives. Assessment of administrative performance through balanced scorecard and evaluation of staff by the human resource based on their job performance is necessary for Wal-Mart. In ascertaining that the company is working towards attaining it’s the strategic plan. Having a well prepared performance measurement plan helps in addressing the company and staff performance issues that are essential to develop an efficient and sustainable premeditated plan (Gruman & Saks, 2011).
Linking Performance Management with Human Resource Activities
Employees play an important role in ensuring that an organization achieves its strategic goals. Therefore, a well-motivated staff improves job performance enabling an organization to achieve the company’s goals and objectives resulting to corporate sustainability. Performance management is interconnected with human resource activities in various ways. Performance Management provides critical information for the Human resource to enable the department to plan activities such as the development of training systems, workforce planning, make recruitment and hiring decision as well as developing compensation and motivation schemes (Kehoe & Wright, 2013).
Performance management helps an organization to identify each and every employee strength and weakness. The Human resource department uses such information to develop efficient training programs to help improve employee skills and performance level. Human Resource of multinational companies such as Wal-Mart develops regular training schemes. These plans are tailored towards improving the employee’s knowledge base to help developing their skills and steer the organization towards achieving corporate goals.
Performance management is paramount for feeding the human resource department with important data for developing an efficient allocation plan for the workforce. It is the responsibility of the human resource department of Wal-Mart to allocate duties and responsibilities for all the employees. Data obtained from performance measurements such as performance review enable the human resource to make an important decision to allocate the employees where they are best suited to work.
Performance management provides critical performance appraisal data that enable human resource managers to develop effective compensation and motivation schemes. By and large, the goal of performance management is to achieve a fully engaged, productive and well-motivated workforce. Therefore, Performance management enables Wal-Mart Human Recourse managers to set performance expectation and evaluate the employees based on performance standards, organization goals. Wal-Mart can adopt competency models as a way of evaluating employee performance by articulating employee characteristics, skills, knowledge and other abilities that are imperative in helping the company attain its long-term strategic goals.
Thus, enable the organization to develop an efficient reward system that rewards employee performance rather than the outcome of employee actions. Human resource managers offer reward and recognition for good performance as a way of motivating employees to meet their targets and surpass them. The human resource requires developing fair and equitable reward systems based on the formal record of outstanding performance obtained through effective performance measurement systems.
In other organizations, some unmotivated and lazy employees receive performance quantity with a lot of doubts.. Such employees view performance management as an instrument used to divide and judge their performance negatively. On the contrary, some managers feel that performance management in a way brings division among the employees.
The relationship between performance management and strategic planning
The vision, the mission, and corporate values of Wal-Mart should be aligned with the organization strategic plan. On the same note, the performance management system should be developed and modeled in a way to reflect the corporate values of Wal-Mart. Strategic forecasting is basically a regimented effort geared to fabricate fundamental actions based on sound decisions that assists to provide direction to the organization. Consequently, performance measurement plays the significant role of improving individual performance to facilitate the overall perfection of staff. This propensity harmonizes strategic planning efforts to amplify the overall company efficacy.
Performance Management System in Wal-Mart is linked with strategic plans of the company to check that the organization’s strategic plan is adhered to at all levels of the organization (Wal-Mart Stores, 2014). Wal-Mart evaluates the managerial performance of the company’s branch managers through balanced scorecard and assesses all its employees based on their job performance. So as to ascertain if all the stakeholders of the company at all levels are working towards satisfying the customers in providing high-quality products and services all the time. Therefore, enable Wal-Mart to achieve organization strategic goals and business sustainability.
Performance management plays a central role in transforming policies into realistic plans. At Wal-Mart, directors build up overarching measurement scales to assist in tracking business activities through performance measurements (Hahn & Kuhn, 2012). Such measurement balances transform to the overall goals of the organization. Each department centers on particular performance measurement attribute to assist enhance departmental performance. For example, the marketing team at Wal-Mart is concerned more with sales made, suitable leads and translation rates at the section. The operation staff centers on assessing performance about delivery time, quality fulfillment and number of orders filled. On the other hand, the customer care department, measure performance based on customer satisfaction and feedback. These different performance measurement scales assist the organization in attaining the overall strategic goals by translating strategy into action.
Conclusion
Wel-Mart in its approach to achieving the requirements of performance management needs to blend the proponents of its employee’s goals and the components of performance management. The application of this method requires that the objectives and purposes of this company are designed in a manner that enhances the decision-making process for the development of employee relation.
This can be achieved through the use of the feedbacks gained from the PMS performed during transfers, promotions, pay increments and reductions and even terminations. Out of this, it is essential to determine that the performance management system needs to be harmonized with organization Human Resource activities such as training, development, and reimbursement system for it to be efficient. This apparently means that employees and all stakeholders should work together in an effective and efficient fashion to enable the company to meet its goals.
References
Bhave, DP., & Brutus, S 2011 A macro perspective to micro issues. Industrial and organizational psychology, 4(2): 165-168
Wal-Mart Stores, Inc 2014, Wal-Mart Stores, Inc. Marketline Company Profile, pp. 1-41, Business Source Complete, EBSCOhost, viewed 17 Jul. 2015
Jiang, K., Lepak, D. P., Han, K., Hong, Y., Kim, A., & Winkler, A. L. (2012). Clarifying the construct of human resource systems: Relating human resource management to employee performance. Human Resource Management Review, 22(2), 73-85.
Aswathappa, K. (2013). Human resource management: Text and cases. Tata McGraw-Hill Education.
Hajmohammad, S., Vachon, S., Klassen, R. D., & Gavronski, I. (2013). Lean management and supply management: their role in green practices and performance. Journal of Cleaner Production, 39, 312-320.
Wolf, J. (2014). The relationship between sustainable supply chain management, stakeholder pressure and corporate sustainability performance.Journal of business ethics, 119(3), 317-328.
Gruman, J. A., & Saks, A. M. (2011). Performance management and employee engagement. Human Resource Management Review, 21(2), 123-136.
Hahn, G. J., & Kuhn, H. (2012). Value-based performance and risk management in supply chains: A robust optimization approach. International Journal of Production Economics, 139(1), 135-144.
Kehoe, R. R., & Wright, P. M. (2013). The impact of high-performance human resource practices on employees’ attitudes and behaviors. Journal of Management, 39(2), 366-391.
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An assignment with 4 questions will be uploaded.
There are different word limits for the four questions, please refer to the questions accordingly.
Reference or citation is not needed.
A previous assignment with answer will be uploaded as well to let you know how detailed you have to answer and how much in terms of knowledge in Physics you have to apply for.
Use MLA format to cite your sources.Ensure you use scholarly sources.
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Developing strategies for effective leadership in different situations
Developing strategies for effective leadership in different situations
Order Instructions:
Developing strategies for effective leadership in different situations and describe and explain your position from your readings.
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.
The key terms are;
Intellectual abilities
Personality job fit theory Personality type
Personal values
Personality traits
Organizational values
Job satisfaction
Workplace diversity
Employee attitude
Individual behavior
Job satisfaction
Personality type
Personality — Job fit
SAMPLE ANSWER
Effective leadership remains instrumental in the smooth running of any organization. For effective leadership to take place, there are several qualities that must be present. Leadership qualities vary from situation to situation. Each specific circumstance requires certain specific leadership qualities.
As a leader, there are certain traits I posses that makes me effective. The first is the ability to integrate with the people. More often, people assume that leadership is about being on top and having the followers under. That is not the case. Even if a leader must be at the front, he or she must merge with the people; understand their needs, expectations and goals (Jorgenson, 2010). As a leader, I always ensure that I am in touch with the people.
My leadership style also involves understanding that effective leadership is not always seeking approval with the people. It is crucial to indulge your followers but as leader, I still remain the decision maker (Jorgenson, 2010). I understand that some of my decisions my not auger well with some of my followers. However, if I have had deep thoughts about it and I am sure that I am doing the right, then I must go ahead and implement.
I also possess good leadership quality of organization. As leader, being organized is very crucial. Without proper organization, it is clear that even the people being led will be just as disorganized (Jorgenson, 2010). I always ensure that my work is well planned out so as to have a clear agenda for the people under me.
As a leader, I have also endeavored to ensure that diversity in all aspects. I realize that goals of an organization are best achieved when there is an opportunity for diverse aspects. It helps to bring in new, creative and innovative ideas that will be helpful to the growth of an organization.
Assignment
Assessed outcomes are to:
• Apply logistics concept within the context relevant supply chain
• Synthesis alternative model and intermodal opportunities in fright transport
You are required to.
Section 1: (50% of the marks, approx 1800 words).
Select a topic listed below and report on it. (my topic is the pipeline network) This will include a 5 minute oral presentation to peers which, using visual aids and handouts, should:
• Identify key issues relating to your chosen topic
• Use appropriate terms and logistics and supply chain management
• Emphasis trade- offs with other element of logistics and supply chain system
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.
During the past week there are several important lessons and insights I have got with respect to leadership. I have got to learn about specific concepts that actually make the leader more effective in achieving his goals and those of the larger group. While we learnt several concepts, three stood out for me and I see myself applying them in my leadership career. The three management concepts are not taken independently but rather with elements of other concepts that we discussed. The Three main ideas I took were workforce diversity, the importance of planning and also interpersonal skills.
I value these three aspects of leadership because I believe they are the key to resolving the problems that the world is facing today as well as in the distant future. I have come to appreciate the importance of a diverse workforce because it brings in new ideas and also provides a wealth of experience based on different problem solving strategies. Furthermore, having a diverse workforce gives the organization I am leading an edge when it comes to the reach it has (Wrench, 2008).
Planning, especially in its proactive sense is an important thing for any serious leader. I like achieving the goals that I have set and this cannot happen by chance. It means that I have to consider the goal and relate it to the team I have at hand, making arrangements that maximize on the strengths we have towards the achievement of goals (Anderson et al, 2008).
Interpersonal skills are important to me because they come into play in the planning and diversification aspects of leadership. I need to form quality working relationships with the people I am leading. At the same time, interpersonal skills will help me to develop functional teams that are properly coordinated and well-structured for the tasks at hand (Martin and Dowson, 2009).
References
Anderson, D. W., Krajewski, H. T., Goffin, R. D., & Jackson, D. N. (2008). A leadership self-efficacy taxonomy and its relation to effective leadership. The Leadership Quarterly, 19(5), 595-608.
Martin, A. J., & Dowson, M. (2009). Interpersonal relationships, motivation, engagement, and achievement: Yields for theory, current issues, and educational practice. Review of educational research, 79(1), 327-365.
Wrench, J. (2008). Diversity management and discrimination: Immigrants and ethnic minorities in the EU. Human Resource Management International Digest, 16(4).
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Choose a movie to watch and then write an essay of at least two full pages, double-spaced. How historically accurate are popular Hollywood movies? Does popular cinema offer historical lessons? Compare a film below with your new understandings of United States history. Clearly state the concepts and the movie event, character action(s), events, etc. that relate to the concept in your paper – prove to me that you’ve watch the whole film.
Find out when the film was produced. In what ways do you think the time in which the film was made?
Explain the context or background of the film. What is the film’s time period? Do the film’s characters represent real historical persons or are they fictional? Are the events portrayed in the film real or made up?
Cold War Culture
Salt of the Earth (1954)
On the Waterfront (1954)
Pillow Talk (1959)
Incredible Shrinking Man (1957)
Rebel Without a Cause (1955)
Kiss Me Deadly (1955)
Touch of Evil (1958)
War and Memory
Apocalypse Now (1979)
Full Metal Jacket (1987)
All Quiet on the Western Front (1930)
Lawrence of Arabia (1962)
Patton (1970)
First Blood (1982)
Race in America
Do the Right Thing (1989)
Sweet Sweetback’s Baad Asssss Song (1971)
Gone With the Wind (1939)
Native Son (1951)
Mississippi Burning (1988)
SAMPLE ANSWER
Full Metal Jacket
The following exercise is a brief comparison of the film “Full Metal Jacket” and how it compares to actual events in the history of America. The film was produced in 1987 but it was set during the Vietnam War which ended 12 years before. This was a war in which the United States participated in, joining sides with the South Vietnamese government in an effort to stop the Northern government backed by Communists from taking over. While the film uses the Vietnam War as a background, it has over time come to be generally accepted to have two parts that take place in succession in the film. The first part of the film is focused on the boot camp where new marines that have been drafted are undergoing their military training.
To achieve the required time period relevant for filming, the director had to ensure that the elements of fashion used corresponded to the time period. At the same time, some scenes had to be shot in location while others needed to be improvised. In some cases archive footage was likely used where there was no need to focus on specific characters.
The movie is centered on a platoon that has just joined boot camp as marines. They have an unusually harsh drill sergeant who takes them through the paces of becoming a disciplined officer. In the course of their training one of them experiences a mental breakdown and he ends up shooting a friend then killing himself. The buildup to this is however mostly comical. The second part of the film focuses on their deployment to war with each key character being assigned a specific profession. Joker is the protagonist in this part of the film and many of the horrors of war are portrayed from his perspective.
While the film portrays fictional characters, the story that took place was real though controversial hence making it difficult to draw the line between the reference to actual events that took place and exaggeration for entertainment purposes. The basic facts about the war such as the American soldiers engaging the Viet-Kong in battle is an accurate description of the war. The large scale loss of lives depicted in the film on both the Vietnamese and American side is also true (Havens and Thomas, 2014). Part of the story is also representative of the attitude that was carried by the anti-war protestors who saw it as an engagement in futility whose victims were innocent Vietnamese civilians and American soldiers. The war portion of the film looks at things from Joker’s point of view and this compels the viewer to consider the ethical issues of war and possible war crimes that were committed by American soldiers. At the same time, his point of view exposes the audience to the senseless deaths that took place combined with the fact that military training completely ruined some individuals beyond the point they would be helped.
The characters in the film were undoubtedly made up since there is no reference to the film being a portrayal of actual events. The comic elements present in the film coupled with the fact this film won entertainment accolades and not journalistic ones helps to affirm this point. The use of made up characters however really helps the story since the author is able to tell the story from the perspective of an analytical individual who didn’t really fit in. Joker’s not fitting in made him the ideal character to notice the barbaric nature of war.
Works Cited
Full Metal Jacket film, 1987
Havens, Thomas RH. Fire Across the Sea: The Vietnam War and Japan 1965-1975. Princeton University Press, 2014.
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