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Application Crisis and Risk Communication Strategies

Application Crisis and Risk Communication Strategies
Application Crisis and Risk                               Communication Strategies

Application Crisis and Risk Communication Strategies

Order Instructions:

HLTH 8136 Week 7 Application Crisis and Risk Communication Strategies

SARS: When a Global Outbreak Hits Home, the abilities of public health leaders are particularly put to the test in crisis situations. In this Application, you are asked to identify and analyze the effectiveness of communication strategies demonstrated by leaders in public health crisis situations.

ADDRESS THE FOLLOWING QUESTIONS: Application Assignment should be 3 pages long

1. Analyze the public health communication during SARS crisis as depicted in the Grand Rounds video. What are five communication strategies you noticed? How well were they implemented? Do you think the communication could have been done better? Explain your answers.

2. Discuss an event you have seen in the news some time during the past several years in which leaders were asked questions and had to respond with crisis communication strategies. These are often weather related (e.g., floods, fires, other disasters) but can also be crime- or corruption-related stories that are in the media. If necessary, do Internet searches to refresh your memory or find out more about the ways in which the leader(s) communicated during your selected event.

3. Describe the crisis situation.

4. Assess the use of crisis communication strategies by the leaders. Which strategies were implemented? How well were these implemented? What strategies do you think they could have adopted to handle this situation better?

USE THESE WEBSITE AND Online Video

Websites

•Centers for Disease Control. (2008.). CDC: Crisis and emergency risk communication. Retrieved August 5, 2008, from http://emergency.cdc.gov/cerc/
This Web site explains crisis and emergency risk communication, including pandemic influenza.
Online Video
•University of North Carolina at Chapel Hill Gillings School of Global Public Health. (2009). SARS: When a global outbreak hits home. Retrieved November 15, 2011, from http://www.publichealthgrandrounds.unc.edu/sars/ondemand/index.php?webcast=2003-10-23_sars&action=view.

Please apply the Application Assignment Rubric when writing the Paper.

I. Paper should demonstrate an excellent understanding of all of the concepts and key points presented in the texts.

II. Paper provides significant detail including multiple relevant examples, evidence from the readings and other sources, and discerning ideas.

III. Paper should be well organized, uses scholarly tone, follows APA style, uses original writing and proper paraphrasing, contains very few or no writing and/or spelling errors, and is fully consistent with doctoral level writing style.

IV. Paper should be mostly consistent with doctoral level writing style.

SAMPLE ANSWER

Application Crisis and Risk Communication Strategies

As evident in the Grand Rounds Video, communication during the emergency outbreak of SARS health threat became very critical. In this case, the audience which mostly included the media had to be constantly updated on the state of the situation and issues as they unfolded. There are several strategies of communication that I realized from the documentation. First, direct confrontation strategy was evident. As the media sought the unfolding information urgently, one of the ways used to tackle the situation was to directly confrontation by telling exactly what is on the ground to avoid suspicion and wrong perception of the public. The second strategy was being brief and precise when addressing the audience. During the crisis, leaders were strategic in delivering updates in a brief and precise manner that does not create ambiguity as everyone at that particular time was keenly following the unfolding events. The leaders were also diplomatic is communicating the information. This was a communication strategy used to avoid instances of being perceived to take sides especially by the media (U.O.N.C.C .H.G S.O G.P.H, 2009).

Honesty and accuracy in delivering the crisis information was a very important communication strategy used. Leaders made sure that any information conveyed to the public was scrutinized to avoid misleading the audience and other stakeholders during the crisis. Lastly, simplicity and supporting data was evident in the communication in order to ease the understanding of the audience and clear any doubts on the information that was being conveyed. To a considerable extend, I can clearly give credit to the manner in which these strategies were implemented because they laid out proper communication procedures and chose an eloquent speaker who could tackle various reactions and sentiments from the audience especially the media (U.O.N.C.C .H.G S.O G.P.H, 2009). However, the communication could have been made better by incorporating live coverage of all unfolding events as opposed to periodical updates to the media with partial live coverage.

I will be looking at the earthquake disaster in Haiti which saw numerous deaths, millions of people displaced and trillions of property destroyed. The situation in Haiti when this disaster occurred was quite critical and devastating. With Red Cross and its affiliates in the fore front, the rescue mission began moments after the earthquake. Millions of survivors of the disaster had to be rescued, evacuated and taken for medical attention. Looking at the communication part of it at the beginning, it was quite clear that no one had confident information to deliver to the audience due to the abrupt situation that came as a surprise. However, when everything became evident, the leaders were able to strategically apply crisis communication strategies to address the audience. For instance, they began updating the audience on the rescue mission and efforts that were being put in place to contain the situation. The leaders tried as much as possible to remain brief, concise and diplomatic in their communication.

The leaders implemented these communication tactics is a manner to create harmony, togetherness and mutual support during the time of the crisis. Allowing live coverage of events as they were unfolding was something that could have created even much tension within the country. Leaders had to take bold steps and periodically update the audience on unfolding events rather than allowing the scenes of the disaster to go live to the public (Centers for Disease Control, 2008). Since this was a disaster that needed international help, the leaders allowed the international media to make wide coverage of the events so that other countries could come in to help the situation. However, additional efforts to increase the number of rescue teams and rescue machinery could have made things much better.

References

Centers for Disease Control. (2008). CDC: Crisis and emergency risk communication. Retrieved August 5, 2008, from http://emergency.cdc.gov/cerc/

University of North Carolina at Chapel Hill Gillings School of Global Public Health. (2009).  SARS: When a global outbreak hits home. Retrieved November 15, 2011, from             http://www.publichealthgrandrounds.unc.edu/sars/ondemand/index.php?webcast=2003-10-23_sars&action=view.

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Managing change Essay Assignment

Managing change
Managing change

Managing change

Order Instructions:

Write a summary that addresses the following:
• What is your understanding of the Five Disciplines of a learning organization as described by Senge on page 6?
• Why does it appeal to you as an approach to change?
• What concerns do you have?
• What are you noticing about the importance of language as a lever for change?
• Why does the learning organization and the Five Disciplines seem an appropriate methodology for change management?

Text Book
Senge, P. M., Kleiner, A., Roberts, C., Smith, B., & Ross, R. (1994). The fifth discipline fieldbook: Strategies and tools for building a learning organization. New York: Doubleday. ISBN: 0385472560.

SAMPLE  ANSWER

BUS4802 – Managing change

Change in inevitable and therefore managing change well will have positive impacts on the organization.  Change process as well is a learning process that an organization goes through.

The five disciplines of learning organized described by Senge are very important in any organization that aspires to succeed amidst changes. These disciplines include; system thinking, team leadership, mental models, shared vision and personal mastery (Senge, Kleiner, Roberts, Smith & Ross, 1994).  My understanding of these disciplines is that they provide an opportunity for the leader to initiative change smoothly.  The disciplines are essential in ensuring that the entity progresses on despite challenges experienced.  A leader should be able to have certain attributes such as good communication skills to help foster leadership through effective communication.  Communication as well allows sharing of visions enabling the members of the organization to move in the right direction (Senge, Cleaner, Roberts, Smith & Ross, 1994).

The most appealing thing about this approach to change is the fact that it covers on major aspects of the functioning of an organization laying strong emphasis on the leaders and followers. Leaders and followers need to work together and to have a shared vision to ensure that the organization achieves its goals and objectives.

The thing that concerns me more about the approach is that it seems to be a guideline to a learner anticipating to be a leader or a manager. The explanation and application of the approach in the organization by the manager in real situation seems glimpse.

Language is important lever for change. Better choice of language and words to address a change situation is essential as it promote cohesion and commitment (Senge, Kleiner, Roberts, Smith & Ross, 1994). Language use as well foster understanding if the language used is easily understandable by the parties initiating change and those that change is going to affect

Nevertheless, the learning organization and five disciplines seem an appropriate methodology for change management because it puts into consideration all the stakeholders and features that affect change. People must understand how to interact with various systems and fellow colleagues to achieve success. This is well considered and exemplified in the approach.

Reference

Senge, P. M., Kleiner, A., Roberts, C., Smith, B., & Ross, R. (1994). The fifth discipline   fieldbook: Strategies and tools for building a learning organization. New York:Doubleday. ISBN: 0385472560.

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Nurturing Leadership Skills Assignment

Nurturing Leadership Skills
Nurturing Leadership Skills

Nurturing Leadership Skills

Order Instructions:

Answer this Question:

1. Revisit your IDP and identify how you can apply change theory to your own development.

2. Where are you in the change process, and how does your map of your growth need to be amended or addressed?

IDP 3 Paper:

Journal & IDP
Having evaluated a variety of different leadership models and styles, I believe that the democratic leadership style would aid me in promoting certain constructive values and operational proceedings in different societal settings. As a leader, I am of the opinion that leaders should focus on the welfare of the entire group as opposed to promoting one’s individual principles. This is possible by sharing the leadership functions among the team members. In addition, involving the group members in decision-making processes is a suitable approach of motivating the team (Goleman, Boyatzis & McKee, 2001). Subsequently, the involved employees are bound to improve their performance at the individual and group level. Based on these guiding principles of the democratic leadership style, I would consider the embedded values in order to be a leader who improves the welfare of the subordinates in addition to aiding in the achievement of the organizational objectives.
The key values that promote the democratic leadership style in such a setting as a commercial organization include the value of different professionals in such an environment. The personnel in different departments of a business institution are important in the attainment of the set interim and long-term organizational goals. This is the basis of the democratic leadership style, which urges leaders to promote the teamwork spirit. In comparison, such a leadership model as the autocratic form of headship indicates that individuals in different levels of authority should govern his or her juniors in a top-down communication framework (Goleman, Boyatzis & McKee, 2001). This is in relation to the horizontal communication approach used by leaders who adopt the democratic leadership style. Based on these arguments, I would adopt the democratic leadership style in order to utilize the skills of personnel in different departments of an organization.
Reference
Goleman, D., Boyatzis, R. E., & McKee, A. (2001). Primal leadership: The Hidden Driver of Great Performance. Harvard Business Review. Dec2001, Vol. 79 Issue 11, p42-51. 10p. 1

IDP 5 Paper:

Question one
Ways of enhancing ones areas of development to lead and manage others more effectively
Leading and managing others effectively require leaders and managers to possess certain skills and knowledge. These skills require enhancement to bear good fruits. One of the ways to enhance this is through training. Managers and leaders require continuous training on their roles to be able to address the ever changes in their organization (Fernandez, 2007). Furthermore, managers and leaders require to have positive personal power to be effective leaders and managers (Fernandez, 2007). They need to create a conducive atmosphere at their organizations by working together with others to achieve common goals. They must understand the way they speak and treat others, should appreciate and respect others roles to ensure that they work together to achieve the goals set.

Question two
The essential steps that you intend to take in the future, as a leader, to ensure that the organization you lead is a strong one
As a leader, I intend to make my organization strong in future by putting more emphasis on developing better positive personal regard. I will focus on three main aspects control, inclusion and appreciation. I intend to work closely with the subordinates to motivate them; I will ensure that I include the subordinates in the running of the organization. Subordinates need to participate, require recognition and need to feel distinct. Subordinates require to have a sense of prestige to remain motivated (Fernandez, 2007). I will also motivate subordinates through power, influence, authority and responsibility. I will give subordinates responsibilities and make them feel competent. As a leader, I will also appreciate the contributions the employees make in the organization. I will recognize them to motivate by ensuring that they do not lose their emotional connection to the work. I will also ensure that the subordinates take part in the decision making of an organization. I do believe that adhering to these steps will contribute in making the organization stronger.

Reference

Fernandez, C. (2007). The power of positive personal regard. Journal of Public Health Management & Practice, 13(3), 321-323.

SAMPLE ANSWER

Nurturing Leadership Skills

Response to Question 1

There are various sectors of leadership in which other individuals have the same perceptions, though there are those who hold different perceptions. Those that have similar perceptions include encouraging them approach, strategic skills, intelligence, behavior integrity encouragement and ethics (Fernandez, 2007). Those that have different perceptions include setting a vision, laissez-faire, business skills, trust, and cognitive skills, setting high expectations, management by exception, abusive leadership and cognitive rewards. The leadership skills that were rewarded high ratings in relation to other raters included ethics, behavioral integrity, encouraging team approach, individualized consideration and contingent reward.

Leadership basically refers to the act of making a difference. For example, those leaders enthroned in healthcare positions are expected to make changes in their fields, where necessary. This is basically because nurses are individuals who are expected to care for other people throughout their lifetime and in all sceneries. Leadership is an undertaking which can be learned, practiced, developed or improved. Leader nurses therefore are able to note their leadership skills when their duties and responsibilities are doe to completion and effectively (Fernandez, 2007). If all the departments in which they are assigned are run effectively, they will know that their skills are implemented as expected.

Response to Question 2

Ethics guides a leader to follow the right and correct procedures in carrying out an activity or assignment. It is not wise to be the one who dictates how things should be done in any organization. Dictatorship limits the ideas of other employees who may give advice to the leader for the good of the firm. A leader should always work with other people and be concerned with their individual interests and personal development.

The idea of teamwork in the organization helps its members to help develop each other and decreases their weaknesses. Through group formation, each team member contributes to the specialized service and gives high results. As a leader, one should develop the morals of team building as a tool of reaching success (Fernandez, 2007). Encouragement of their team members makes them feel motivated to work towards the mission of the organization. A leader should therefore encourage teamwork as well as individual growth of each employee. This is one character a leader should aim to build in order to provide a healthy working environment hence improving success in the organization.

Reference

Fernandez, C. (2007). The power of positive personal regard. Journal of Public Health Management & Practice, 13(3), 321-323.

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Similarities and differences between management and leadership

Similarities and differences between management and leadership
Similarities and differences between management and leadership

Similarities and differences between management and leadership

Order Instructions:

Dear Admin,

I need an essay in the following subject:

Let’s start by looking at a very simple question but an old one; what is the difference between management and leadership? Can you think of examples from your own experience as to how this question might be answered. Please also see the attached article by Young and Dulewicz (2008) who assessed leadership and management competencies in the British Navy. Can you see any such competencies which may fit with your own experience?

Young, M., and Dulewicz, V., (2008), Similarities and Differences between Leadership and Management:High-Performance Competencies in the British Royal Navy, British Journal of Management, Vol. 19 Issue 1, p17-32.

Note: To prepare for this essay please read the required articles that is attached

The following conditions must meet in the essay:

1) I want a typical and a quality answer which should have about 550 words.

2) The answer must raise appropriate critical questions.

3) The answer must include examples from experience or the web with references from
relevant examples from real companies.

4) Do include all your references, as per the Harvard Referencing System,

5) Please don’t use Wikipedia web site.

6) I need examples from peer reviewed articles or researches.

Appreciate each single moment you spend in writing my paper

Best regards

SAMPLE ANSWER

Similarities and differences between management and leadership

In terms of similarities, both management and leadership involve creation of success, taking an active role, aligning people and resources, and conceptualization of what needs to be done. These similarities indicate the existence of various competencies which are capable of supporting effective performance across both management and leadership. According to Young and Dulewicz (2008), the emerging school of leadership reflects the perception that effective leaders exercise a small range of competencies. Interaction involves engagement in communications, influence, inter-person sensitivity, and sensitivity to criticism. Lastly, both managers and leaders should aim at creating success by having such competencies as motivation, emotional resilience, conscientiousness, vigor, and self awareness.

For example, Young and Dulewicz (2008) assessed the competencies of effective management and leadership in the Royal Navy to include conceptualizing, aligning, interacting, and creating success. Conceptualization involves vision and imagination and critical analysis. Alignment includes management of resources, development, and empowerment. Effective alignment requires leaders to be forward thinking, controlling, unrestricted by rules and influencing, and managers to be innovative. These competencies were confirmed by the analysis of Overall Performance, Leadership, and Management. The research found that motivation accounts for most of the variance in the appraisal of leadership, whereas vision and imagination were the most fundamental predictors of variance in management.

Basically, management reflects different organizational functions. In a formal organization, the manager plans, organizes, controls, budgets, staffs, solves problems, and carries out other fundamental tasks necessary for running the business. The leader, on the other hand, sets out a vision of what needs to be done and the means of accomplishing it that drives organizational performance. A successful organization needs both leadership and management though managers typically deal with equipment, budgets, processes, systems, and ‘things’ whereas leaders deal with people and visions. Additionally, any person can play the leadership role and does not need to be at the top management position to make a leadership contribution.

Another difference is that the effectiveness of a leader is measured in terms of accomplishment of one or more goals, while the effectiveness of a manager is measured in terms of profit margins. A leader may be viewed as effective or ineffective in relation to the satisfaction people derive from the total work experience in accomplishing goals (Zaleznik, 1992).

Bertocci (2009) also notes that managers are different from leaders in terms of their followers. Whereas leaders give followers the discretion of whether or not to follow them, managers direct, instruct and command their followers. Followers have little or no alternative but to comply with the a manager’s orders and directives, failure of which may result into punitive consequences.

There are various experiences I have encountered that relate to leadership and management. In terms of the schools that I have attended, there is usually the school administrators show effective leadership by incorporating various competencies necessary for achievement of set goals and objectives. Although it is hard to draw a clear line between leadership and management in a school setting, I observed that leaders do not necessarily need to be in the top management in order to move the people into the desired direction. Leadership in a school setting is also inclusive of student leaders, who are not involved in the management. The management of the school dealing with budgets, equipment, systems, and processes is left to the school administration. Effective leadership involves such competencies as vision and imagination, empowerment, engaging communications, inter-personal sensitivity, influence, motivation, and emotional resilience. Student leaders may also act as managers in the sense that they can direct and command their followers.

References

Bertocci, D. I., (2009), Leadership in Organizations: There is a Difference Between Leaders and Managers, University of America.

Young, M., and Dulewicz, V., (2008), Similarities and Differences between Leadership and Management:High-Performance Competencies in the British Royal Navy, British Journal of Management, Vol. 19 Issue 1, p17-32.

Zaleznik, A, (1992), Managers and leaders: are they different?. Harvard Business School Pub..

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Reflection on Human Resource Management Practices

Reflection on Human Resource Management Practices
Reflection on Human Resource Management Practices

Reflection on Human Resource Management Practices

Order Instructions:

Dear Admin,

I need an essay in the following subject:

Reflect on your experience with any HR practices described in the articles 4 articles that you found in organizations with which you are familiar.

Note : The 4 Articles are listed below in the references list :

References:

1) Koys, D. (2013).Using the Department of Labor’s O*NET Database in Teaching HRM -. Journal of Human Resources Education, 7(3/4), 1-21.

2) Caldwell, R (2001) Champions, adapters, consultants and synergists: the new change
agents in HRM, Human Resource Management Journal, 11(3), pp 39–52.

3) Caldwell, R (2004) Rhetoric, facts and self-fulfilling prophesies: exploring practitioners’perceptions of progress in implementing HRM, Industrial Relations Journal, 35(3), pp 196–215.

4) Mees, A. and Bonham, J. (2004). Corporate Social Responsibility Belongs with HR. Canadian HR Reporter, pp. 11 – 13, April 5, 2004.

The following conditions must meet in the essay:

1) I want a typical and a quality answer which should have about 1100 words.

2) The answer must raise appropriate critical questions.

3) The answer must include examples from experience or the web with references from relevant examples from real companies.

4) Do include all your references, as per the Harvard Referencing System,

5) Please don’t use Wikipedia web site.

6) I need examples from peer reviewed articles or researches.

Appreciate each single moment you spend in writing my paper

Best regards

SAMPLE ANSWER

Reflection on Human Resource Management Practices

How HRM Managers Act as Strategic Business Partners through Targeted Policies & Practices

There are numerous issues that have been identified in the provided model articles, as problems, and need to be addressed in case an organization needs to succeed in how it addresses issues that relate to HRM and to enhance its prosperity and service provision to the humankind. It is evident from the articles that the policies and practices of the Human Resource across several organizations have not been optimized to assist the organization succeed in its undertakings and achieve goals, and meet objectives. An organization can achieve this by means of creating the skills and the knowledge of workers or developing the knowledge and skills of the employees, or the ‘human capital pool’ the human resource factor affects the ability of the organization to adapt to vicissitudes that enhances the competitiveness of the workers. Koys (2013, p 18) argue that as the ability of the organization, competitiveness enhances and gains the shares of the market in its industry. He further argues that there are numerous factors, which are crucial for an organization to address.

In the first place, an organization necessitates hitting the satisfactory of its shareholders by ensuring the profit and produce high quality goods as well as services to its clients at the same time. Therefore, the company has to reflect on its role to the people around them in the community by observing good environmental friendliness. Additionally, a firm should involve itself in the activities present in the community. The organization must also ensure that it offers an environment of work, which is admirable for the betterment of the workers (Caldwell, 2001, p. 43)

Additionally, an organization’s HR office plays an important role for the posting of the jobs, hiring, administration welfare along with counseling, the training of the employees in the campuses and promotion, hiring, wages and salaries. The HR office collects a fitting data of statistics, puts it in order and analyzes the information with the personnel transactions respect like the transfers, terminations, hires and the promotions. Another arising problem is that a firm may have neglected the emphasis on gender balance, thus women and men can access the advertisements and the position posting except for the occasions where there is an occupational qualification of a bona fide. To make sure that a tag line is pinned to all the advertisements; giving the affirmative action plan to all the employees and the policies of the sexual harassment along with other information, which is related to this (Donaldson, 2004). In addition to this, it creates job description as well as establishing it for all places within the campuses and review as well as updating as expected. The Human Resource offices also centralize the clerical staff’s initial interviewing. In summation, there will be the performance of all testing regarding the clerical positions in the Human Resource office so that to make sure that all people gets the same treatment. The discipline of benefit handles different forms of the employers who are not direct. Compensation, which people refer to as benefit, the managers uses it to identify, attract, and retain the employees. This contains the designation and the administration of compensations like the insurance, the income of retirement or the pension, pay leaves, and different services of the workers along with different compensation that the federal state and the laws authorize.

There is also a very poor business leadership that should be handling activities and processes, which the company uses in many ways. For example, to formulate the objectives, aiming at the short and long meetings, the policies, and the practices requires the opportunity of the organization and gears particularly on the issues of the capital of the human kind (Caldwell, 2004, p. 206). This comprises of the planned process of planning and the procedure of well arranging the plan management of the capital of human kind in a planned strategy.

Proper compensation equally remains a challenge for most organizations. Compensation handles numerous forms of compensations, which are direct. This is the payment of the workers. The managers utilize this amazing strategy to identify, to attract, and to retain the workers. This comprises of the system of designation and administration of the compensation. It can also be recognized that a firm needs to embrace consultation when handling the practices of conveying features of the human resource management like the provider, which is external along the professional, and the issues of the business. While operating this kind of practices, one should consider the development of the customer, the management of the customer, the like, and the contrast (Foss & Foss, 2005, p. 550).

Diversity management handles the similarities and the differences that create uniqueness in the individuals of the firm. Those kinds of the difference and the similarities of the uniqueness are like individuals and the traits of the organization, experiences, beliefs, values, behaviors, and preferences, background, and not forgetting how the organization can transform those useful qualities sustenance of the objective of the business (John, 1998, p. 306).  There is also need for proper employee relations to enhance a positive, fruitful, and cohesive environment of work. This comprises of the analyzing process implementing, developing, and administering the relationship of the employers and the employees; managing the performance of the workers; making sure that the workers relation matches with the authorized laws and regulation of the firm and resolving disputes in the workplace.

Sometimes a firm may have a poor enhancement of its Corporate Social Responsibility and Ethic with regard to HRM to handle the personal and the organizational qualities in addition to its expression of behavior and decision making in the business (Marianne & Gunther, 2004, p. 340) Therefore, it strongly considers the code of the organization of the ethic but then contain the requirement, which are legal. This ethic and corporate social responsibility discipline handles the effect of the decision of the business in the region of the practices of employment, sustainability and philanthropy, the corporate governance and the responsibility of the profession of the human resource in advancing the value of the workers life together with its families.

In addition, an organization may lack proper organizational and employee development programs. The program associates with the performance of an organization and its means of human developmental resource. The resources negotiate on advancing the efficiency of an organization as well as training the workers to be able to meet the demands of the present jobs and other jobs in future. Other resources negotiate on the management of transformation, the development of leadership, coaching, the systems of measurement and outsourcing the development of the workers.

Key Components to Business Success from a Human Resources Standpoint

Technology favorably affects the performance of the organization. Therefore, since the management policy and practices of the Human Resource widely includes the majorly studied policies and practices of an organization, it can give support to the decision making of the managers and a suitable problem solving concerning the identification of the location of a firm that requires special enhancement to improve the performance of the organization (Mees & Bonham, 2004, p. 12).

Improving the Business through Strategic Human Resources Business Plan

In this case, three issues arise out of contextual factors. These factors include the new technology, the trend of workforce, and transforming the values of the employees. The technology that enhances the boundaries of the organization, both inside and outside is currently an organizational critical issue. The difference in the specialization flexibility and the production of the mass has insinuation in managing the workers. The alteration in the technologies consistently changes the firm’s products. The industrial technologies linked with the higher productive as well as the lower rate accidents particularly outcomes to the poor performance of the overall manufacturing. In addition to this, Koys (2013, p. 18) claims that the shortfall of the labor supply is most likely to be spread widely in the future. This claim is associated to the labor force retiring generation.

Conclusion

With regard to the current trends seen across most organizations globally, it is obvious that the HRM assists the organization to achieve a very modest advantage. The Human Resource Management can achieve this by advancing the employees skills and the knowledge. The practices of Human Resource are strategic when there are targets towards its activities like diversity management, recruitment, and the training and development to achieve the goal of the organization. In the organization, the strategy of the recruitment promotes the growth through the attraction of the candidates who are highly skilled. One should see the training and development as an asset, which is important to the performance of the work. The organization gives the surrounding which the workers can appreciate and experience individual growth through the understanding of the diversity in the place of work hence contributing to the welfare of the organization.

Reference List

Caldwell, R. (2001) Champions, adapters, consultants and synergists: the new change agents in HRM, Human Resource Management Journal, 11(3), pp 39–52.

Caldwell, R (2004) Rhetoric, facts and self-fulfilling prophesies: exploring practitioners’ perceptions of progress in implementing HRM, Industrial Relations Journal, 35(3), pp 196–215.

Foss, N. & Foss K. (2005). Resources and transaction costs: how property rights economics           furthers the resource-based view. Strategic Management Journal 26(6): 541-553.

John E. Delery. (1998). Issues of fit in strategic human resource management: Implications for   research. Human Resource Management Review. 8 (3), 289-309.

Koys, D. (2013).Using the Department of Labor’s O*NET Database in Teaching HRM -. Journal     of Human Resources Education, 7(3/4), 1-21.

Marianne J. Koch , Gunther McGrath. (2004). Improving Labor Productivity: Human Resource     Management Policies Do Matter. Strategic Management Journal. 17 (5), 335–354.

Mees, A. and Bonham, J. (2004). Corporate Social Responsibility Belongs with HR. Canadian HR Reporter, pp. 11 – 13, April 5, 2004.

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Violence is an inevitable feature of human relationships

Violence is an inevitable feature of human relationships
Violence is an inevitable feature of human relationships

Violence is an inevitable feature of human relationships

Order Instructions:

Drawing on the readings and lectures for this topic, examine the argument that violence is an inevitable feature of human relationships. Answer with reference to violence at the level of the individual or the community or the state.

9.* Johnson, P. (1997) A History of the American People, Weidenfeld & Nicolson: London, pp. 667- 671.

10. Waters, N. (2008) ‘Japan’, in G.H. Herb and G.H. Kaplan (eds.), Nations and Nationalism: A Global Historical Overview, Vol. 2, pp. 817-823.

11. Pinker, S. (2011) The Better Angels of our Nature: A History of Violence and Humanity, Penguin: London, pp.322-334.

12. Dower, J. W. (1986) War without Mercy: Race and Power in the Pacific War, Faber & Faber: London, pp. 77-93.

13.* Held, V. (2004) ‘Terrorism and war’, Journal of Ethics, 8, pp. 59-75.

14. Yoder, J. H. (1996) When War Is Unjust: Being Honest in Just-War Thinking, 2nd edn, Orbis Books: Maryknoll New York, pp. 50-70.

15. Fanon, F. (1967) The Wretched of the Earth, transl. C. Farrington, Penguin: London, pp. 66-74.

16. McMahan, J. (2007) ‘Just war’, in R. Goodin, P. Pettit & P. W. Pogge (eds), Companion to Contemporary Political Philosophy, 2nd edn, Wiley-Blackwell: Chichester, Volume II, pp. 669-677.

17.* Milgram, S. (1975) ‘The perils of obedience’, Dialogue, 8, pp. 16-27.

18. DeVane, B. & Squire, K. D. (2008) ‘The meaning of race and violence in Grand Theft Auto: San Andreas’, Games and Culture, 3, pp. 264-285.

SAMPLE ANSWER

Violence is an inevitable feature of human relationships

Violence is an inevitable feature of human relationships. Sometimes, violence may be applied in fighting a good cause (Held 59). There are circumstances under which war among states may be allowed. For a war to be considered as just, it must fulfill the requirement of just cause (McMahan 663). This implies that there must be a sufficient reason for war. From the perspective of classical writings, a state may resort to war in circumstances where another state has committed or imminently threatened to commit a wrong against the former. This wrong needs to be sufficiently serious to be considered as a violation of a state’s rights. Accordingly, the rules which govern just and unjust wars tend to be in favor of the drafters (Yoder 53). With the changes in technology, rules are being written in favor of the party states with the greatest strength in terms of older technology. International rules also approve war as just where necessity calls for war. Some states are compelled to war to revenge against the wrongs done to them by another state.

Racial prejudices have also led to acts of violence among states. The U.S is also notorious of perceiving the Japanese as subhuman or nonhuman creatures such as insects, reptiles, monkeys, and rats. For instance, the U.S.’s perception of the Japanese as people who “breed like rats, live like rats, and act like rats” made them feel that all the Japanese should be send back to Japan. This verbal discourse was accompanied by humiliating treatment that indeed reinforced the fact that Japanese are less human. During the war in Asia, there was prevalence in exterminationist policies, technological change, dehumanization, and racism, which were demonstrated in unprecedented ways (Dower 97). The Japanese felt humiliated by the manner in which Asian states were being treated by the U.S. In this spirit, Japan resolved to fight in order to survive. Japan believed that she was the most advanced country in Asia and that she had to assume leadership in the bid to liberate the whole continent from oppression (Waters 820). The Hiroshima Bombing was seen by the U.S. as a just cause that was made in retaliation to Japan’s wrong doing (Johnson 669). Japan wished she could retaliate but U.S. was too powerful that she had to surrender. When states are in war against each other, the subjects do not get confronted by the consequences of their decision to carry out violent acts (Milgram 21).

States that have an inherent feeling of insecurity due to the general perception that violence is inevitable. This is the reason for the numerous disarmament campaigns and regulations among states. It is presumed that states which have many arms pose more danger to other states. For instance, during the World War I, Germany committed many atrocities against other states due to her superiority in weaponry. This made other states to conclude that there was need for Germany to disarm in order to avoid further violence. Up to now, some states are against complete disarmament because of insecurity (Pinker 322).

Thus, war is an inevitable part in human relationships. States have set out laws to regulate the relationships among each other in order to avoid acts of violence that may be committed by one state against another (McMahan 673). International law allows states to engage in war if it is to achieve a just cause rather than other motivations. However, sometimes this is not the case. Prejudices have always caused members one state to cause injustices to members of other state.

Works Cited

Dower, J. W. (1986) War without Mercy: Race and Power in the Pacific War, Faber & Faber: London, pp. 77-93.

Held, V. (2004) ‘Terrorism and war’, Journal of Ethics, 8, pp. 59-75.

Johnson, P. (1997) A History of the American People, Weidenfeld & Nicolson: London, pp. 667- 671.

McMahan, J. (2007) ‘Just war’, in R. Goodin, P. Pettit & P. W. Pogge (eds), Companion to Contemporary Political Philosophy, 2nd edn, Wiley-Blackwell: Chichester, Volume II, pp. 669-677.

Milgram, S. (1975) ‘The perils of obedience’, Dialogue, 8, pp. 16-27.

Pinker, S. (2011) The Better Angels of our Nature: A History of Violence and Humanity, Penguin: London, pp.322-334.

Waters, N. (2008) ‘Japan’, in G.H. Herb and G.H. Kaplan (eds.), Nations and Nationalism: A Global Historical Overview, Vol. 2, pp. 817-823.

Yoder, J. H. (1996) When War Is Unjust: Being Honest in Just-War Thinking, 2nd edn, Orbis Books: Maryknoll New York, pp. 50-70.

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The Role of Nurse Practitioners in the Future

The Role of Nurse Practitioners in the Future
The Role of Nurse Practitioners in the Future

The Demand for Healthcare in the U.S. and the Role of the NP ;The Role of Nurse Practitioners in the Future

Order Instructions:

SECTION A (1.5 pages)

The Demand for Healthcare in the U.S. and the Role of the NP
The role and scope of practice of the NP is ever changing, particularly in our contemporary U.S. Healthcare system. Evaluate the impact of public demand for healthcare in the U.S. and the impact this has on the changing scope of practice and the role of the NP.

Include a reference list at the end of this section (4 references minimum).

SECTION B (1.5 pages)

Sustainable Practice for the NP

How might the NP establish a sustainable practice in our contemporary U.S. Healthcare system? Identify components to take into consideration and appraise the impact of these components on the development of a sustainable practice.

Include a reference list at the end of this section (3 minimum).

Resources

From your textbooks, read the following:
Advanced Practice Nursing: Emphasizing Common Roles
• Chapters 8, 16
Please review the following web resources:
IOM – Future of Nursing Report Leading Change, Advancing Health
Advanced Practice Nurse Outcomes 1990-2008: A Systematic Review
Health Resources and Services Administration

SAMPLE ANSWER

The Role of Nurse Practitioners in the Future

SECTION A

Nurse practitioners have existed and provided services in healthcare for over 40 years. These NP have become essential in primary healthcare delivery system. NP   are expected to  have  masters, advanced practice registered nurses possessing advanced academic and clinical experiences that enable them to provide care to various populations.

The services of NP have widened even as the nurses shortage looms. Healthcare in US face a NP shortage if adequate measures are not taken. The number of NP available in healthcare facility has continued to reduce as the number of patients increases. This therefore leaves a gap that requires immediate addressed (Yang, 2014). Demand of healthcare is high especially with these amendments of healthcare policies such as the coming into place of this Affordable Health Care Act of 2010. Many people are now able to access medical care (Yang, 2014).

NP plays various roles in healthcare. They provide primary and acute care to patients in need. They as well contribute in offering a comprehensive healthcare and as well emphasize overall health and wellness of patients. Nurse practitioners provide this healthcare to all patients of all ages. They can work on their own as well as collaboratively with healthcare teams.

The Nurse practitioners provide other services such as physical examination, diagnosis services as well as treatment to patients that suffer from acute and chronic problems. They have the skill to interpret laboratory results, x-rays and even prescribe medication as well as manage various patients’ conditions and therapies (Mayo clinic, 2014). They as well teach and counsel and offer supported healthy lifestyle behaviors to patients on prevention of diseases. They as well can refer patients to other qualified and specialized health professionals for medication.

They help to promote equality and fairness in healthcare service provision. They render high quality, and cost effective individualized care to patients, communities as well as families. Even as the role and scope of NP continues to change, healthcare in US has to ensure that the public demand for healthcare is met (Institute of Medicine (U.S.) & Robert Wood Johnson Foundation, 2011). They must ensure that these nurses receive sufficient education, are a credited and posted to deliver quality healthcare. They also should provide grants to encourage people to join the professional to reduce the gap between the providers and the patients. This has as well some impacts on the changing scope of practice and the role of NP. One impact is that it will lead to poor quality healthcare, as nurses will be few and overstretched. Training of nurse will equip them with skill improving quality. Nurses are also expected to have knowledge in informatics to provide better services (Edelstein, 2013). This will require training in these areas to equip them with these skills.

References

Edelstein, P. (2013). Emerging directions in analytics: predictive analytics will play an       indispensable role in healthcare transformation and reform. In: Health Management   Technology, 34(1): 1-16.

Institute of Medicine (U.S.)., & Robert Wood Johnson Foundation. (2011). The future of nursing: Leading change, advancing health. Washington, D.C: National Academies   Press.

Mayo clinic. (2014). Nurse Practitioner. Retrieved from:      http://www.mayo.edu/mshs/careers/nurse-practitioner

Yang, Y. (2014). Care Coordination and the Expansion of Nursing Scopes of Practice. Journal of Law, Medicine & Ethics, 42:93-105.

SECTION B

NP plays a key role in healthcare delivery and therefore require support from the government to enhance their service delivery. NPs have a duty to establish a sustainable practice in the contemporary US healthcare system. They should take the leading role to meet the Institute of medicine recommendations to remain competitive. They should be committed to delivering of high quality healthcare to their patients in their environment. They should as well ensure that they pursue higher education to get masters and doctorate degrees to become proficient. This is important, as they will be required to deliver healthcare to the ever-increasing population (Institute of medicine, 2014). It is through higher training that these nurses can be able to remain competent and address the ever-changing health issues in the society (Yang, 2014). Training is also very important in this age of technological advancement. Healthcare nowadays has embraced technology and informatics in delivery of healthcare. Therefore, they must be trained in this area to equip themselves with these skills to be in a position to provide superb healthcare to their customers.

To achieve this sustainability it is important that various components are taken into consideration. These components include availability of nurses, the attitude of the nurses, the availability of finance to support the training, availability of the training institutions and professionals, demand of the healthcare among many others (Institute of medicine, 2014).  For instance, it is important to determine whether credible institutions are in place to provide these training services to these nurses. If these are not in place, it becomes important to ensure that they are put in place at the commencement of training. The demand of the healthcare facility should as well be considered to determine the number of new enrolment.

These components impact on the development of a sustainable practice.  If of nurses are few, they work under a lot of pressure and these compromises on the quality of care. Many of them may not be able to provide quality healthcare while others may opt to move to other careers (Yang, 2014). The work done should consummate with the amount of pay.  NP should be well paid to motivate them to work hard. Availability or absence of training centers and professionals will also affect the quality of training.  Many of the nurses may not be enrolled in the facility or those that enroll and fail to get high quality training will negatively affect delivery of quality healthcare.

It is therefore important to ensure that initiatives are in place to sustain NP. They play key role in promoting of healthcare and their services cannot be ignored even for a single second. The government must therefore work closely with them to provide them with assistance to ensure they remain committed to their duty.

References

Bourgeois, S et al., (2014). Nurse practitioner work: A case study. Contemporary Nurse: A Journal for the Australian Nursing Profession,  47 (1/2):p61-68.

Institute of medicine. (2014). The future of nursing: Leading change, Adnancing helath,   Avaialable at http://www.iom.edu/Reports/2010/The-Future-Of-Nursing-Leading- Change-Advancing-Health.aspx

Yang, Y. (2014). Care Coordination and the Expansion of Nursing Scopes of Practice. Journal of  Law, Medicine & Ethics, 42:93-105.

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Strategies for Business Essay Assignment

Strategies for Business
Strategies for Business

Strategies for Business

Order Instructions:

Over the next 4 weeks, you will examine theoretical and empirical points of view and apply the knowledge you have gained from your study and research in order to present a case for how business operations within your organization, or one you choose as an exemplar, can be managed to achieve competitive advantage. You will conduct first-person research in addition to scholarly research, so choose an organization for which this will be possible. A key element of the Praxis Paper is the identification and framing of an organizational problem that relates to the course topics covered in the first half of the course. Your research should lead you to identify possible solutions to the problem(s) you identify. You will apply knowledge gained in the course in order to present advantages and disadvantages of various approaches to the problem(s) with the goal of optimizing performance and harmonizing key elements within business operations.

For this paper, due in Week 4, you will conduct a detailed analysis of the various key operational elements involved in the business you have chosen as your subject, beginning with an assessment of the macro-processes that make up the organization’s global supply chain. In the coming weeks, you will deal with three additional and equally important areas: forecasting and demand management, business processes, and operations and production systems. Your paper will be designed to demonstrate a clear and coherent strategy for achieving competitive advantage through the application of modern theory and practice to improve operational performance. Each student’s paper will contain topics unique to the organization chosen, but will incorporate the themes covered each week. See each of the weekly Application areas for further details.

WEEK 1
This week, identify three individuals in your chosen organization whom you will interview for the purposes of this assignment. They should be individuals who understand the organization’s strategic use of operations to achieve competitive advantage in the marketplace and are willing to meet with you to discuss these initiatives. Please be aware that you will also interview individuals in your chosen organization for the Praxis Paper 2 that begins in Week 5. Please ensure that you properly schedule your interviews based on the individuals’ availability.
At this stage, you should begin to analyze the key operational elements involved in the business you have chosen as your subject, beginning with an assessment of the macro-processes that make up the organization’s global supply chain.

This week’s assignment is to submit the following to your Instructor: ( 2 pages).

• The company you have chosen to examine and an explanation for your choice.

• The names, titles, and details of availability for the individuals you will interview.

SAMPLE ANSWER

Strategies for Business

Abstract

The following document details the decision making process that was followed in the selection of a business entity to investigate for the assignment. It also details the aspects of Romano Car Rental Company that made it a viable subject as well as the employees who will be interviewed.

Strategies for Business

The company that was selected for this exercise is known as ‘Romano’s Car Rentals and Leasing.’ It is based in Washington DC.

The reason why this company was selected is first of all because it has been in operation within the in this area for the past two decades. This means the business has gone through a myriad of changing macro environments in its twenty years of operation (Byman and Bell , 2011).  Many businesses in the Washington DC area taking part in the hiring out of cars have come up and gone under during this period. The emergence of these businesses has been promoted by the cosmopolitan and highly commercial aspects of the area. Some still exist but they have been forced to focus on a different market segment and this is testament of Romano Car Hire’s influence in the industry (Powell et al, 211). The result is a wealth of knowledge and experience by the company’s management.

Staying afloat for this period of time also means that the administrators of this company have a good idea of how to leverage business strategies for profitability as well as longevity of the business enterprise. The proximity of the company’s branch office to the campus further supported this decision as it guarantees the relatively easy accessibility of the employees for the interviews. The minimal budget that the research project is running on does not have resources to finance transport to distant locations. This is why the focus was centered around the Washington DC area.

Face to face conversations with the interviewees will also facilitate more candid collection of data from the respondents. If there is a need for follow up, this can also be done relatively easily. The Romano car hire company has also engaged in mentorship programs for youths from different colleges in the Washington DC area in the recent past. This is an indication of their willingness to share knowledge about their organization and operations in a candid manner.  It is important to exploit such an opportunity because many business entities tend to be rigid and wary about providing information about their operations to individuals considered to be outsiders.  The fact that this research study is being conducted by students from the surrounding area will endear the facilitator of this project to the management since the age group is similar to that of the individuals who participated in the mentorship program in 2013 (Mann, 2011).

Transport is a key component of the economy and this comes from the fact that it facilitates the movement of the different factors of production such as labor or capital from one place to another depending on the need that has arisen. Washington DC being a commercial and administrative hub experiences hosts a great deal of road transport. Interviewing the administrators of a company will therefore provide a good glimpse into the dynamics that affect this component of the economy as well as the nature of the relationship between this company and various economic situations (Saunders et al, 2011).

Individuals to be Interviewed

Sales Manager : James Sanchez, Available on Thursday between 10 and 11.30 am for video-conferencing interview.

Marketing Manager: Phelipe Rodriguez Available on Friday between 11 and 11.30 am

Fleet Maintenance Officer: Anthony Porter Available on Wednesday between 9 and 10.30 am subject to confirmation.

References

Bryman, A., & Bell, E. (2011). Business Research Methods 3e. Oxford university press.

Mann, S. (2011). A critical review of qualitative interviews in applied linguistics. Applied Linguistics, 32(1), 6-24. https://www.doi:10.1093/applin/amq043

Powell, J., Inglis, N., Ronnie, J., & Large, S. (2011). The characteristics and motivations of online health information seekers: cross-sectional survey and qualitative interview study. Journal of Medical Internet Research, 13(1). doi:  10.2196/jmir.1600

Saunders, M. N., Saunders, M., Lewis, P., & Thornhill, A. (2011). Research methods for business students, 5/e. Pearson Education India.

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Sample Speech Outline Assignment

Sample Speech Outline
Sample Speech Outline

Sample Speech Outline

Order Instructions:

Speech Two is designed to be a more formal Persuasive Speech. You should pick a side of the issue and work to persuade your audience, through outside research, why they should support that side of the issue.

Students are to research the topic of the death penalty and are to choose a side to argue. If a student decides to argue for the continued application of the death penalty they should argue their points and their reasoning for the death penalty, pointing out the positive aspects and the benefits of such a sentence. If, however, students decide to argue against the death penalty they should argue their reasoning for abolishing the sentence and the negative aspects of the punishment.

Sample Speech Outline

Title of Speech

Purpose: (Your purpose for this speech)
Thesis: (Main Argument that will be covered)

I. Introduction

A. Greeting your audience (simple greeting will suffice)
B. Attention grabber (should inflict emotion or raised attention)
C. Credibility statement (why you should be trusted?)
D. Thesis statement (a sentence detailing the subject that will be provided in speech)
E. Preview of main points (what the main points are that you will go over)
Transition (signals the transition from the introduction to the body)

II. Body

A. Main point 1 (Detail the first main point)

1. Subordinate point (Detail any subordinate points if necessary)

a. Support (any supporting documents or evidence)
b. Support (any supporting documents or evidence)

2. Subordinate point (Detail any subordinate points if necessary)

a. Support (any supporting documents or evidence)
b. Support (any supporting documents or evidence)

Transition (signals the transition from the first main point to the second main point)

B. Main point 2 (Detail the second main point)

1. Subordinate point (Detail any subordinate points if necessary)

a. Support (any supporting documents or evidence)
b. Support (any supporting documents or evidence)

2. Subordinate point (Detail any subordinate points if necessary)

a. Support (any supporting documents or evidence)
b. Support (any supporting documents or evidence)

Transition (signals the transition from the second main point to the third main point)

C. Main point 3 (Detail the third main point)

1. Subordinate point (Detail any subordinate points if necessary)

a. Support (any supporting documents or evidence)
b. Support (any supporting documents or evidence)

2. Subordinate point (Detail any subordinate points if necessary)

a. Support (any supporting documents or evidence)
b. Support (any supporting documents or evidence)

Transition (signals the transition from the body to the conclusion)

III. Conclusion

A. Signal closing (signal that you are concluding your speech)
B. Restate thesis (restate your thesis statement from earlier)
C. Review main points (briefly go back over all of your main points)

1. Main point 1 (briefly restate main points)
2. Main point 2
3. Main point 2

D. Memorable statement or call for action (your final statement to the audience)
E. Thank the audience for listening (a simple thank you for your time will suffice)

SAMPLE ANSWER

Speech on Banning Capital Punishment in Prisons

Purpose: I want to essentially make you understand the need for governments globally to ban capital punishments, in judicial courts and prisons.

Thesis: globally, death penalty has contributed to mass loss of lives, and this practice should be stopped and controlled.

  1. Introduction
  2. Good morning good people,
  3. I am here to walk with you into this journey of capital punishment.
  4. I am an established lawyer specializing in criminal justice, and so I understand deeply the implications of allowing capital justice to continue in our courts of justices.
  5. The recommended policy demands that the judicial systems should carry out a thorough but independent investigation to establish the grounds of any capital offense and whether the culprits were genuinely involved or not.
  6. Preview of main points (what the main points are that you will go over)

I will mention these three points that support why capital punishment should be abolished: enacting proper protocols in establishing the guiltiness of the suspects, capital punishment is irreversible and this discourages wrongful convictions, and death penalty affects the life of victims and their relatives as well.

 

  1. Body
  2. Main point 1

The gravity of rampant deaths witnessed in prisons across the world when suspects are innocently and unjustly exposed to prosecution through death penalty is of a great concern. Governments can use various methods and enact considerable policies to help in banning the capital punishment, which has contributed to the mistaken executions of innocent people. One such provision is to enact proper protocols in establishing the guiltiness of those who have been charged with capital offences and are yet to face the controversial death penalty.

  1. Main point 2

It is arguably true that not everyone deserves death, but some should just die. It is believable that capital punishment restraints criminal activities; nonetheless, it is irreversible and this discourages wrongful convictions. It is recommendable to enact proper policies to streamline the execution of death penalty (Perry, 2007; Bohm, 2011). The death penalty policy is crucial since it affects the lives of not only the convicted individuals but also the relatives and the nation at large.

  1. Main point 3

It is justifiable when the rightly accused is punished. Judicial courts should not impose capital punishment for everybody but only on definite cases where the culprit is proven guilty beyond any reasonable doubt and pleads guilty of the offense. For instance, thieves of petty commodities definitely do not merit capital punishment (Bohm, 2011). Conversely, a determined murderer, engaged in killing others deserves death penalty; however, this should be done under strict laws, federal policies, and set procedures that establishes the guiltiness of the accused and eliminates the killing of the innocents (Perry, 2007).

III. Conclusion

As I conclude, I would stress that the recommendation that governments should enact a policy that requires thorough independent investigations and multiple trials to establish whether one is truly involved in a capital offense, and if so, other punishment alternatives should be prioritized rather that rush into the death penalty, will stop the mistaken executions of innocent people.

  1. Memorable statement/call for action-As I conclude I call upon governments and concerned state agencies to ensure there is no capital punishment in prisons and judicial courts today henceforth. Activists bodies can also engage into creating awareness to the public about this evil, and launch campaigns that would create pressure to those governments that are still practicing death penalty.
  2. I greatly thank all of you for your attention and time to my speech. I hope that this speech would bring the necessary remedy to all and sundry, concerning this prevalent issue

References

Perry, M. J. (2007). Toward a theory of human rights: religion, law, courts. Cambridge: Cambridge University Press.

Bohm, R. M. (2011). Deathquest: an introduction to the theory and practice of capital punishment in the United States (4th ed.). Amsterdam: Anderson Pub./Elsevier.

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Leading change in public health Assignment

Leading change in public health
Leading change in public health

Leading change in public health

Order Instructions:

Week 11 Project Leading Change in Public Health
Then discuss the following issues as they pertain to this particular chronic issue “Deep Vein Thrombosis Even (DVT)/Pulmonary Embolism (PE)”. It is not necessary that you discuss these in this sequence, but you will need to include all of these areas in your final paper. Do a literature search, as needed, for additional information on this issue.
Title: “Deep Vein Thrombosis Even (DVT)/Pulmonary Embolism (PE)”.
Address the following questions:
1. Describe the current reality.
2. What is unacceptable in this situation?
3. What is your public health vision for the situation? What are the outcome goals?
4. What are the barriers and facilitators of change? Make sure you consider the people, the personalities involved, as well as the organizational structure/culture.
5. How do you foster the change process?
6. What is the “creative tension”? What are the tensions that arise from the difference between current reality and the public health goal?
7. Create a logic model for this situation.
8. Describe the ethical implications or concerns of your team’s public health change model.
9. Set the metrics by which you would measure progress and success when addressing this public health issue.
10. Describe how you would ideally address any ambiguity and uncertainty arising from the leadership challenges of this change effort.
11. Provide a bibliography.

ARTICLE AND WEBSITES TO CHOOSE FROM:

New risk factors for VTE (http://www.cdc.gov/ncbddd/dvt/features/keyfinding-blood-proteins.html)
Study explores levels of proteins important in blood clotting as possible new risk factors for VTE
(Published October 15, 2014)

Preventing HA-VTE (http://www.cdc.gov/ncbddd/dvt/features/keyfinding-pba-vte.html)
VTE is both a public health problem and a preventable patient safety problem.
(Published March 6, 2014)

Use of CT Scans in EDs (http://www.cdc.gov/ncbddd/dvt/features/ct-scans.html)
Diagnosis of PE associated with and trends in use of CT scans among patients with chest symptoms.
(Published: December 17, 2013)

New Study Findings: Hospitalizations of adults 60 years of age or older with venous thromboembolism (http://www.cdc.gov/ncbddd/dvt/features/keyfinding-hospitalizations-vte.html)

The journal Clinical and Applied Thrombosis/Hemostasis has published a new study that looks at the rates, trends, and factors associated with venous thromboembolism (VTE) diagnosis among hospitalizations of adults aged ? 60 years during the period 2001 to 2010.
(Published: September 6, 2013)

Key Findings: Venous Thromboembolism (http://www.cdc.gov/ncbddd/dvt/features/pediatricgenetics-keyfindings-vte.html)
Trends in Venous Thromboembolism-related pediatric hospitalizations, 1994-2009.
(Published: September 17, 2012)

This Is Serious Campaign
This campaign from the Vascular Disease Foundation and Spirit of Women®, in partnership with the CDC, raises awareness and action around the prevention of DVT and PE in women.

Clot Connect
Clot Connect’s mission is to increase knowledge of blood clots and clotting disorders by providing education and support services for patients and health care professionals.

National Blood Clot Alliance
The National Blood Clot Alliance (NBCA) is a patient-led advocacy group dedicated to prevent, diagnose and treat thrombosis and thrombophilia through research, education, support and advocacy.

Venous Disease Coalition
The Venous Disease Coalition (VDC) offers patient and health care provider information to increase awareness on the diagnosis, prevention and treatment of venous diseases.

Blood the Vital Connection (American Society of Hematology)
The American Society of Hematology (ASH) is the world’s largest professional society concerned with the causes and treatments of blood disorders. ASH provides hematologist-approved information on clotting disorders.

National Institutes of Health
The National Institutes of Health (NIH) mission is to employ science in the pursuit of knowledge to improve human health. The National Heart Lung and Blood Institute (NHLBI) is the section of NIH that provides information for professionals and the general public about blood disorders such as deep vein thrombosis.

Agency for Healthcare Research and Quality
The Agency for Healthcare Research and Quality’s (AHRQ) mission is to improve the quality, safety, efficiency, and effectiveness of healthcare for all Americans. This guide from AHRQ describes ways to prevent and treat blood clots; symptoms; and medication side effects as well as when to go to the emergency room.
Surgeon General’s Call to Action to Prevent Deep Vein Thrombosis and Pulmonary Embolism
On September 15, 2008, Acting Surgeon General Steven K. Galson released The Surgeon General’s Call to Action to Prevent Deep Vein Thrombosis and Pulmonary Embolism – 2008 at the Venous Disease Coalition’s Second Annual Meeting.
The North American Thrombosis Forum
The North American Thrombosis Forum (NATF) is a multidisciplinary organization founded with the objective of improving patient care through the advancement of thrombosis education.
CDC Travelers’ Health Yellow Book and DVT/PE
Preventive measures for travelers can be found in CDC’s Travelers’ Health Yellow Book.
Anticoagulation Forum
The Anticoagulation Forum provides information on VTE family-based research.

Please apply the Application Assignment Rubric when writing the Paper.

I. Paper should demonstrate an excellent understanding of all of the concepts and key points presented in the texts.

II. Paper provides significant detail including multiple relevant examples, evidence from the readings and other sources, and discerning ideas.

III. Paper should be well organized, uses scholarly tone, follows APA style, uses original writing and proper paraphrasing, contains very few or no writing and/or spelling errors, and is fully consistent with doctoral level writing style.

IV. Paper should be mostly consistent with doctoral level writing style.

SAMPLE ANSWER

Leading change in public health

VTE refers to venous thromboembolism. It includes deep vein thrombosis (DVT) and pulmonary embolism (PE).  Deep vein Thrombosis (DVT) occurs when blood clots form in the body’s deep vein DVT symptoms involve the affected limb and include pain, edema and discoloration. Pulmonary Embolism (PE) occurs when the clot breaks ups, blood may flow to the lungs. This often is a life threatening event. Symptoms associated include rapid heartbeat rate, unexplained chest pains and shortness of breath. VTE has recently attracted great concern in the public health sector.  Annually, 300,000- 600,000 people in US suffer from VTE.  One third of individuals with VTE are at risk of having recurrence after 10 years. One third of the diagnosed cases die within a month. Some end up with post thrombotic syndrome which could be severe that a person becomes disabled (Boulet et al, 2009).

Symptoms of blood clots are subtle and can easily be confused with sprained ankle, or muscle pull. PE may be misdiagnosed as a touch of pneumonia, onset of respiratory infection or asthma. For this reason, misdiagnosis or delayed diagnoses are common. After physical examination by physician,  D-dimer blood test, imaging studies using  Computer tomography (CT), Magnetic resonance imaging  (MRI), pulmonary angiography, and  ventilation/perfusion lung scan (V/Q scan is done. Treatment includes blood thinning medications and or Thrombectomy. Patients often recover within few weeks with minimal complications (Payne et al, 2014).

VTE in children is often as a complication of other chronic treatment and is associated to children mortality.  Recent studies indicate an increase in the frequency of VTE related hospitalization complications among US children between 1994 and 2009. Research estimates that 78,685 (0.14%) pediatric discharges were associated with VTE in which 3740   in-hospital death. Studies estimates that the annual incidences of VTE in children range from 0.7 to 2.1 per 100,000.  There are very few studies on VTE occurrence rates and risks associated for older adults. Every year VTE occur among older adults. For instance, the rate of hospitalization per 100,000 patients above 60 years was 581 in 2001 and 739 in 2010. Almost half of VTs cases are hospital associated VTE.  During 2007-2009, an average of 550,000 hospital stays had discharge associated with VTE (Yusuf et al, 2014).

VTE is also associated to several factors including venous catheterization, cancer, prolonged hospital stays. Blood clots often form when blood flow in veins is slowed due to vein injury or the blood is more clottable. Common risk factors for clotting could be immobilization due to hospitalization, bone fracture, catheter in a vein, major sugery, obese, and cancer. Some studies indicate that high levels of proteins in the blood facilitate blood clotting, and put people at greater risk for VTE. It has been suggested that high levels of factor VIII put white people at greater risk. Combined high levels of factor VIII and von Willebrand factor put African American at greater risk. More studies should be done on protein levels in risk models for VTE (Payne et al, 2014).

Various institutions have contributed massive support including Division of Blood disorders (in National center on Birth defects and developmental disabilities at the CDC. The support includes conducting investigations on epidemiology, causative factors, and effects of health in defined populations. This aims at developing effective strategies to diagnose, screen,   prevent and treat VTE. The groups intend to augment existing knowledge, and to implement effective systems to monitor VTE prevalence, drug use effectiveness. The Agency for Health care Research and quality (AHRQ) offers support by promoting a culture of patient safety by giving guides for patients on how to mitigate blood clots. They also issue forms and protocols to care providers to guide them during patient care. Additionally, CDC has funded two pilot programs to study the prevalence of HA-VTE over two years (Feng et al, 2013).

VTE is listed as a serious public health issue. Evidently, it is a national priority. Much of the morbidity and mortality associated with VTE is preventable if early and accurate diagnosis is made.  However, predicting which group sets are at a greater risk still remains a challenge. This calls for change in public health leadership approaches.  Therefore, experts should come together to educate, promote and guide all activities involving VTE diagnosis and prevention (Yusuf et al, 2013).

Public health capacity requires intensive knowledge base proceeded by integration of this knowledge into practice.  Leaders of public health need to gather to pin point their development needs. Being a multi-dimensional sector, all involved expertise have different skill package’s which will facilitate the needs of their population in order to attain improves health sector.  Acknowledging the complexity in public health acre, the capacity to address the primary care is vital. There is confusion experienced when distinguishing between management and leadership. Historically, Public health leaders have relied mainly on management than leadership, particularly in their roles.  Changes include shifting form individual leadership to collective leadership. Thus a model where leadership is collective should be empowered. However, change process is complex (Carr, 2007).

Despite the fact that individuals have great potential and innovative interventions to improve primary care, variety of regulatory policies limit the leader including professional barriers to expand nurse’s roles, health care system fragmentation, high turnover rates and other challenges associated with demographic. These barriers have occurred due to flaws in the US public health care systems. Studies involving nurses in planning and implementation of technology primary care system are few. In this framework, transition model would work best (Vrazel, 2013). This model involves three stages of change (Vrazel, 2013): stage 1 Letting go: this stage is marked with resistance because individuals are forced to let go something that was routine. Most individuals remain stuck in this stage for a while. Therefore, it is important to listen to their emotions and give them time to process their feelings.

Stage 2: The neutral zone: marked by confusion and uncertainty as individuals acquaint themselves with new systems. It is a bridge between old and new. Individuals need support and guidance. Short term goals and extra assistance is required

Stage 3: new beginning: marked by acceptance and vigor. People begin to build skills to work.

Additionally, Kotter’s step change model will enhance that steps necessary are undertaken, action needed done, and pitfalls avoided.  Successful leadership will create awareness and education to individuals, families and communities on VTE associated risk factors. It will ensure that the society know the signs and symptoms and the treatment available. This approach ensures that leadership is not isolated out in organization structures. It will ensure that involved expertise have support and energy from other partisans and will enable them accomplish set goals with ease. In summation, it is important to note that leadership change will have challenges if the organization is not receptive or ready for change (Carr, 2007).

References

Boulet, S.L. Et al (2012). Trends in venous thromboembolism related hospitalizations, 1994-2009. Pediatrics 130; 4:e812-e820

Carr, S.M. (2007) Leading change in public health- factors that inhibit and facilitate energizing the process. Primary health care research & development, 8; 207-215

Feng, LB., Et al., (2013) Trends in computed tomography use and diagnoses in emergency department visits by patients with symptoms suggestive of pulmonary embolism, 2001-2009. Acad Emerg Med, 20; 10: 1033-40

Payne, AB., Et al. (2014) High factor VIII, von Willebrand factor and fibrinogen levels and risk of venous Thromboembolism in Blacks and whites.  Ethnicity & Disease. Spring 24(2): 169-74

Vrazel,J. (2013) Managing change and leading through transitions: a guide for community and public health practitioners. Retreived on January 13th, 2015 from

[https://cms.bsu.edu/-/media/WWW/DepartmentalContent/BBC/Primacy%20of%20Place/Articles/Managing_Change_Leading_Transitions.pdf]

Yusuf, H.R. Et al., (2013) Hospitalization of adults> 60 years of age with venous thromboembolism. Clin Appl Thromb Hemost 12(4)

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