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Human Resource Management Essay

Human Resource Management

Order Instructions:

I need a description of the following subjects and their the relations the human recourse management

Communication skills, persuasion, public opinion, communication theories, personal style and analyze, social psychology, public relations

SAMPLE ANSWER

Human Resource Management

Human resource management is one of the functions in an entity aimed and maximizing employee performance to meet the strategic objectives of the employer. Human resource is about managing people by focusing on policies and systems. Human resource department undertakes various activities including employee recruitment, selection, training, performance appraisal, development and rewarding (Anca-Ioana, 2013). They are as well responsible for industrial relations that entails balancing organizations practices and regulations that results from collective bargaining and government regulations. This therefore indicates that indeed HRM relates to other disciplines/subjects.

HRM relates with different subjects in many ways. Some of the subjects that relates to HRM include, persuasion, communication skills, communication theories, public opinion, personal style, social psychology and public relations.

Communication skills are concerned about one’s ability to express their opinions and views. Communication allows people to share their views and is something that happens every time in people lives (Anca-Ioana, 2013). Understanding the way people communicate at personal, group and organizations level is essential in any conversation. Human resource managers must be good communicators both orally and written. They must understand various forms of communication such as verbal and nonverbal and the situations under which such communications occurs. Furthermore, they should have good listening skills and understand the barriers of communication to enable them communicate well. HRM must engage with their employees, employers and other stakeholders in many ways. This engagement can only succeed if HRM have better communication/ negotiation skills. Therefore, these skills are relevant and essential in the operations of the HRM as they contribute in their achievement of their goals and objectives.

Persuasion is the art of convincing people to buy ones ideas or views. Persuasion requires an individual to understand the strategies to use in their communication skills. Persuading other people to do something is not easy and it requires to employ certain strategies such as presenting the advantages of taking certain actions over the others, articulating issues objectively and providing rewards among many others (Anca-Ioana, 2013). Human resource management need to poses persuasion skills to render their duties well. Human resource encounters different situations that require them to persuade their partners to achieve their goals. For instance, when negotiating for salaries and other benefits, human resource are required to persuade the employees to receive the packages set as per the budget to avoid employee resentment or go slows. HRM as well should have these skills when engaging in collective bargaining with other stakeholders such as government and even their employers.

Members of the public have their opinions concerning decisions and policies that organizations pass. Their opinions may rhyme of vary with that held by the HRM management of an entity. It is important for the HRM to consider public opinion on certain policies or regulations to avoid conflicts and disagreement during their implementation (Anca-Ioana, 2013). HRM therefore are expected to solicit the views or opinions of the members of the public when proposing change. For instance, when HRM wants to change the time of reporting and leaving workstations, they should seek opinions of the stakeholders before instituting this change. This will ensure that the systems operate efficiently without any disruption, as people will be convinced and aware of the changes.

Communication theories provide an understanding of how communication happens between the sender and the receivers. These theories ensure that communication is understood. Some of the theories include, Shannon and weaver, two-way communication theories among many others. These theories provide a description of the way people communicate and the barriers encountered hence improve the concept of communication. These theories are important in HRM as they help them to understand different situations when communicating with others parties in an entity.

People have different personalities and personal styles in terms of how they carry out their duties, their knowledge, their abilities and scope of skills and understanding. At an organization level, HRM must understand these styles to be in a better to assign roles and duties to employees. Understanding this style is also essential when negotiating on various aspects that concern the organization.

Social psychology is another important subject that HRM must appreciate. Social psychology concerns how people have socialized and how they perceive things based on this socialization. The way people view things differs because of their bringing and environments. Therefore, it is important for HRM to understand the different social orientation and thinking of the people, they work with in an organization.

Public relation is a broader field that impacts on the field of HRM. Public relation is concerned about establishing mutual relationships to build mutual beneficial relationships between the entity and the members of the public. Public relations, is an art and social science of analyzing trends, predicting the consequences. It also involves initiatives of counseling organizational leaders and implementing planned programs of actions for the benefit of both the entity and the public. Therefore, this means that public relation involves conducting research to come up with tangible information on the various trends. Public relation as well enables the practitioner to provide counseling services for the leaders and implementing appropriate actions to benefit the entity and the public. Human resource management, require public relations as they execute their duties to be able to analyze trends, predict the consequences of the actions they take and as well to provide counseling services to employers and employees. They as well implement actions or decisions that benefit the organizations and the other stakeholders.

In conclusion, it is apparent that HRM borrow on various subjects. The human resource management requires various skills and knowledge to execute their duties diligently. They require to have different skills such as communication, skills, persuasion skills, understand, communication theories, personal styles, social psychology as well as public relations

Reference

Anca-Ioana, M. (2013). New approaches of the concepts of human resources, human resource management and strategic human resource management. Annals of the University of Oradea, Economic Science Series, 22( ): 1520-1525.

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NPs and the Integral Knowledge Base

Order Instructions:

For this paper, the writer will use the template as a guide in completing the paper. APA 6th edition is Key to this paper that’s why it is critical to follow the sample paper when completing this paper. The writer must also address all the key requirements mentioned in the questions and give very responses.

Write a 6 page paper (excluding title and reference pages) evaluating the necessity of a more comprehensive understanding of pathophysiology, pharmacology, and physical assessment skills for the role NP in contrast to the role of the RN.
Analyze and integrate the impact of cultural competence and ethical decision making models on clinical reasoning, health policy and practice in regard to this more comprehensive understanding in the role of the NP.

Resources

• ANA – Code of Ethics for Nurses

• NCCAM, National Institutes of Health

• The Role of Ethnicity in Variability in Response to Drugs: Focus on Clinical Pharmacology Studies (2008)

• U.S. Department of Health and Human Services – National Advisory Council on Nurse Education and Practice

• U.S. Department of Health and Human Services – The Data Bank: National Practitioner Healthcare Integrity and Protection (n.d.)

• U.S. Department of Health and Human Services – Office of Minority Health

• MayoClinic Proceedings – Religious Involvement, Spirituality, and Medicine: Implications for Clinical Practice

• HealthCare.gov – National Prevention, Health Promotion and Public Health Council – The National Prevention Strategy: America’s Plan for Better Health and Wellness

• U.S. DHHS, Office of Disease Prevention and Health Promotion, Healthy People

• Dossey, B. (2008). Theory of Integral Nursing. Advances in Nursing Science. 31 (1),pp. E52–E73 Wolters Kluwer Health.

SAMPLE ANSWER

NPs and the Integral Knowledge Base

Introduction

Nursing is a vital profession in the healthcare field. There are different level of nurses based on experience, training and educational qualifications. This can be registered nurse or nurse practitioners. The scope of practice and authority of these nurses differ from one state to another. Cultural competence is an important aspect of nursing profession given that practice in a culturally diverse setting is inevitable in nursing profession. This paper will look into the difference in the roles of registered nurses and nurse practitioners assess the justification nurse practitioners to have advanced knowledge of pathophysiology, pharmacology and physical assessment. It will also examine the importance of cultural competency in nursing care.

Registered nurse and Nurse Practitioner

A registered nurse is a healthcare practitioner whose main job is educating and treating patients as they assist doctors. In many instances, they also help patients to put up care plan. Some of their responsibilities include administration of medication and therapy, maintaining IV lines for fluids as well as monitoring and recording patient’s condition for doctor’s assessment. The level of education is basically a bachelor’s degree in nursing or a collage diploma. They must work under a physician and are not authorized to prescribe medication and diagnose diseases.

A nurse practitioner often abbreviated as NP is a graduate nurse who has specialized in advanced practice nursing. They are licensed to offer a wide range of care services which include performing physical exam and taking patients history. Unlike registered nurses, nurse practitioners are allowed to order laboratory tests, diagnose, treat and manage diseases. They can also perform certain procedures like lumber puncture and bone marrow biopsy, coordinate referrals, write prescriptions and give hand outs concerning healthy lifestyles and disease prevention. They do work in diverse settings such as neonatology, primary care, women’s health, oncology, school health, pediatrics, nephrology, cardiology, family practice and emergency care among others. Some nurse practitioners are able to work in clinics under no supervision of a doctor while others work together with doctors in a team of public health care professionals. They have two levels of regulation and the scope of practice as well as their authority is highly influenced by the state laws. First they are licensed under the state law, and then obtain certification through national organizations that have consistent professional practice and standards in all states. The laws that govern NP licensing are different in different states, many states nowadays require that NP obtain national certification and a masters degree, other states require that a NP to work with a medical doctor while others have no recognition for nurse practitioners (Iglehart, 2013).

Nurse practitioners are to a greater extent well prepared to give primary care. They have undergone training in managing health problems of many kinds as well as in health promotion. Due to the current challenge that exist in patient care; the role of nurse practitioner can only increase than to reduce. Nurse practitioners are able to work independently in acute care settings and in primary care, their effort can help modulate the cost of healthcare through patient’s education and provision of frontline primary care (An Expanding Role for Nurse Practitioners. (n.d.). In the present day, nurse practitioners are commonly used by Americans in a lot of healthcare needs and they are fully recorgnised by many providers and most healthcare consumers as a vital component of latest healthcare system. For at least fifty years nurse practitioners have given a lot of services in both chronic, acute and community settings, hence they are very important in the healthcare system. It is also expected that NPs are likely to become even more essential as American obtain broader services due to the healthcare reforms (Nurse Practitioners: Shaping the Future of Health Care (n.d.).

Educational pathway

The IOM report acknowledges the fact that nursing has had definitional issues throughout its history, especially in regards to the educational pathways. There are three pathways which are required for initial licensing. First is an associate degrees offered by nursing schools and community collages which takes a period of between two to three years for completion. Secondly is a diploma that is offered by hospitals and take three years. Lastly is a four year degree in nursing usually offered by schools of nursing as well as in universities. The curriculum contains preparatory courses, focus on sciences, public health, nursing research and clinical training. A nurse with a bachelors degree need an additional between 500 to 700 clinical hours that is supervised and a masters degree to qualify as a nurse practitioner (Garcia, 2011).

Increased demand for healthcare

According to Institute of Medicine report of 2010, it is expected that millions of patients will access health services as per the affordable care act by the federal government. Practicing nurse should therefore be well equipped and take the lead in giving that care. Because the roles they play and their ability to take charge of a clinic without the supervision of a doctor. This IOM report of 2010 also serves as the direction that guides nursing profession. The foundation by Robert Wood Johnson indicates that nurse need to have a more strong educational base in order to advance their case for more clinical authority. Nurse practitioners need proper understanding of pathophysiology, physical assessment as well as pharmacology. This will be of great help to them as they diagnose diseases and prescribe drugs especially with the current shortage of physicians to take part in primary care and treat the growing population of newly insured persons. In addition to the current population growth characterized with more aging patients, finding a practitioner has been challenge.

Research has revealed that only close to 25% of graduates from medical schools join careers in primary care as physicians. The state laws governing scope of practice have also placed limits in regard to the clinical boundaries for nurse practitioners; most of them provide primary care in a number of settings. American Medical Association has shown full support for the law on scope of practice indicating the need to promote patient safety and ensure APRNs always provide primary care under the supervision of a physician. Nursing advocates however, are greatly opposed to these restrictions especially in regards to the limit on drug prescription. This is consistent with the IOM report which recommends that nurses need to be given freedom to practice to the extent of their training and education (Iglehart, 2013).

American medical association indicates that some states including District of Colombia permit APRNS to diagnose and treat patients. They are also authorized to prescribe medication and refer patients even without supervision by a physician, some states require that physicians are involved when the nurses diagnose, prescribe and treat patients. Many nurse practitioners view lack of permission to prescribe drugs as the main impediment that bar them from efficient care delivery. The truth is that for a healthcare professional to safely prescribe and administer drug, it is important that one fully understand disease pathophysiology, drug pharmacology and possess physical assessment skills for proper clinical diagnosis. Despite the rapid growth of physicians than the population in the U.S for over 30m years ago, it has been estimated that the nation is likely to face a shortage of close to 62,100, physicians, 33100 Primary care providers and 29000 of other specialist. Nurse practitioners are scarce in a number of areas, an issue that has been influenced by that fact that there is an equal distribution of nurse practitioners and physicians who are mainly concentrated in sub urban and urban areas thus leaving rural areas remain with a few practitioners yet these are the places that most often need medical help (Tornyay, 2008).

Cultural competence in nursing

Cultural competency in care is a nursing practice that is keen to issues that relate to culture, gender, race and sexual orientation. In this process the nurse aims to achieve the capability to effectively provide service in an environment with diverse cultural background. A cultural competence model as proposed by Camphinha-Bacote encompasses cultural knowledge, cultural encounters, cultural skills and awareness. In cultural awareness, the nurse recognizes, and develops interest on beliefs, values, life practices as well as problem solving modalities of other cultures. Cultural awareness helps the nurse to recognize the disparity between their culture and that of their patient’s hence devising appropriate approach to patient diagnosis and care. Cultural knowledge on the other hand is the process of seeking and obtaining education concerning various world views on different cultures (Chaloner, 2003).

This knowledge can help nurses to familiarize with ethnically diverse groups, practices, belief, world views and the strategies for problem solving. This knowledge can be obtained by reading literature on different cultures and participation in continuing education courses about cultural competence as well as attending conferences on the same. Cultural skill also a crucial part of the model helps a nurse to perform a better cultural assessment. This may help a nurse to adequately assess patient’s cultural values. Cultural encounter is concerned with participation within cross-cultural interactions with people who have different cultural backgrounds. These cultural encounters become important when dealing with patients for it helps to avoid stereotyping (A model of care for cultural competence. (n.d.).

Conclusion

Currently, Nurse practitioners have shown the ability to effectively deliver high quality healthcare services at low cost. Base on their high level of training and skills, and their ability to take charge of a clinic without supervision by a physician, Nurse practitioners need to have deep understanding of pathophysiology, physical assessment as well as pharmacology in order to enable them deliver services in a safer manner. This knowledge will enhance their diagnosis, prescription and patient care competence. This is unlike registered nurses who have to work under a physician mainly in patient care and education; they don’t need to have a deep understand of pharmacology, physical assessment and pathophysiology. It is also important to point out the important of cultural competence for proper service delivery in healthcare.

References

Iglehart, J. (2013). Expanding the Role of Advanced Nurse Practitioners — Risks and Rewards. New England Journal of Medicine, 1935-1941.

Nurse Practitioners: Shaping the Future of Health Care. (n.d.). Retrieved November 24, 2014, from http://www.nursing.upenn.edu/nhhc/Pages/Nurse-Practitioners.aspx

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Tornyay, R. (2008). Making Room in the Clinic: Nurse Practitioners and the Evolution of Modern Health Care. Archives of Pediatrics and Adolescent Medicine, 1093-1093.

An Expanding Role for Nurse Practitioners. (n.d.). Retrieved November 24, 2014, from http://today.uconn.edu/blog/2014/02/an-expanding-role-for-nurse-practitioners/

A model of care for cultural competence. (n.d.). Retrieved November 24, 2014, from http://www.euromedinfo.eu/a-model-of-care-for-cultural-competence.html/

Chaloner, C. (2003). Ethics, Power and Policy The Future of Nursing in the NHS Ethics, Power and Policy The Future of Nursing in the NHS. Nursing Standard, 29-29.

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Garcia, A. (2011). The Future of Nursing: An Introduction to the Institute of Medicine’s 2010 Report. NASN School Nurse, 116-120.

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Diet and Disease Essay Assignment Paper

Diet and Disease

Order Instructions:

Cartoon description: Man ordering at a restaurant: “I’ll have the monster triple burger with cheese and giant fries…oh..and a diet cola. I’ve got to watch my weight!”

Please make every effort to complete your primary post by Wednesday night. In addition to your post, you’re required to make at least two substantive replies to your classmates’ posts that show you’ve engaged with the post to which your are replying.

PART 1: Look at the above cartoon. What is this saying about how we eat? I’d like you to discuss the typical diet of people in the U.S. or another MDC compared to a less developed country (LDC) you choose (for example, U.S. compared to Haiti). How does diet differ among regions (i.e. urban-to-rural, south-north-east-west, poor-to-wealthy communities, etc)? Why does it differ? Are there “S.P.E.E.C.H. reasons? Use material from Chapter 6, web research, life experience and other information to back your position.

PART 2: Do diseases only impact an individual – or can they impact a community or population? Give an example and some details about a disease outbreak in your area, past or present, real or potential. How can local policies or local public health systems reduce risk to their community? Use material from Chapter 7, web research, life experience and other information to back your position.

SAMPLE ANSWER

Diet and Disease

Part 1

The description of carton clearly demonstrates the kind of foods that we eat. Most of us eat fast foods and foods that have lots of fats and cholesterol. Cheese, burgers, giant fries and cola are processed foods and this makes a larger percentage of our diet. The diet of people in different countries or social economic status differs (Yaktine & Murphy, 2013). For instance, the diet of people in the U.S. is different with that of majority of people that comes from less developed countries such as Haiti. For instance, the typical diets of a person in US will include fries, processed foods such as chicken, cookies with less vegetables whereas diets of a person from Haiti will consist of more local foods such as carbohydrates, and vegetables.

Diets therefore will differ in terms of the regions where people are living. The diet in urban center is different from that of rural areas. In urban centers, people are busy and therefore tend to take more of fast and processed foods as opposed to rural areas where they consume raw food products from their farms. Wealthy communities as well take different kinds of diets from those people from poor communities. Rich people have the capability to choose the foods they want depending on their own interests while poor people are forced to eat diets within their reach. I think there are no S.P.E.E.C.H reasons explaining this.

Part 2

Diseases not only impact an individual but they impact on the community and can as well impact on the entire population. An outbreak in a region will affect individuals as well as entire community. For instance, the outbreak of Ebola in West African countries such as Liberia impacted on individuals, community and population at large. Individual succumbed to death as communities were forced to stay indoors and avoid coming in contact with people.

People were restricted to exchange handshakes as a mechanism to avoid spread. People therefore failed to attend to the workstations and this made many of them to face challenges in providing for their family. The government as well incurred huge costs in its interventions.

Public policies or public health systems are essential and can help to reduce risk to their communities. They do this by creating awareness about such outbreaks to the community to ensure that they take appropriate measure to prevent further infections and spread of the diseases.

Reference

Yaktine, A., & Murphy, S. (2013). Aligning nutrition assistance programs with the Dietary Guidelines for Americans. Nutrition Reviews, 71( 9): 622-630.

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Motivational Statement Assignment Paper

Motivational Statement

Order Instructions:

Dear Sir/madam

I am applying for Master in Human resource management. I have a bachelor degree in the following: mass communication from Faculty of information in the University of Ain Shams.

I have 3 years working experience as a cabin crew in the international airline.

I like you to help me in writing a Motivational statement around 830 words. And the conditions of the Motivational statement as the following:

The program you are applying for must be mentioned in the statement.

Break the statement into two parts:

1. How your work and/or academic experience are relevant to the programme you are applying for.
At least one paragraph of the statement should indicate why you feel you are professionally/academically qualified to be admitted and successfully complete the programme.

More specifically:

Demonstrate how you expect your experience to help you prepare for the program.

Give examples of how you have dealt with tasks at work relevant to the subject area and how you think this experience will be applicable to your studies.

Describe your professional progression from the start of your career to date and explain the skills you have gained throughout this period.

Provide specific examples which relate to particular modules of the program.

2. What is your personal motivation to study the programme you are applying for.

In this part of the motivational statement, the candidate has to present their motivation to study the master programme.

More specifically:

Why this program of study is important you?

What you hope to gain from the program?

What will make you a good student?

What your career plans are and how the program will help you achieve your career goals?

What aspects of the program appeal to you?

Thank you for helping me

Best regards,

SAMPLE ANSWER

Motivational Statement

Part 1

Education is critical, as it remain the source of light and knowledge. I cherish education and this has enabled me to study hard whenever the opportunity comes in my way. I am keen on achieving my dreams and this propelled me to apply for Master Course in Human Resources Management.

I believe that my academic and work experience makes me a suitable candidate for the course. I do feel I have met the minimal requirements to allow me pursue the coursed. I have already pursued a bachelor degree in Mass Communication from the Faculty of Information in the University of Ain Shams. This opportunity has enabled me to acquaint myself with various communication strategies that organizations adopt. I have as well managed to acquaint myself with knowledge on the structures and the functioning of an organization. Furthermore, working as a Cabin crew in one of the international airlines has enabled me to put into practice my communication skills. The three years at the airline have shaped my understanding on the operations of an organization. I have as well gained more skills and experiences in working with multiple people from various cultural groups. I therefore believe that these backgrounds have given me an opportunity to shape my skills and knowledge about operations of an organization. Pursuing this course, will therefore not be a challenge to me.

The experience gained will prepare me for the program in many ways. The experience has increased my level of confident in the way I respond to issues. I have therefore, gained more confident in pursuing the course because I now understand the value of the skills I will acquire through the course. The experience has as well enabled me to interact and socialize with people from different entities. I have as well learned about the operations and management of organizations and therefore, I believe that I have adequate knowledge about the course. For instance, at my work place, I have shown exemplary performance in the way I plan and render my services. I have shown commitment and worked well as a team member. On various occasions, I have received awards and recognition for being devoted and organized in the way I execute my duties. Time management is yet another area that I have done exemplary well. I believe that my devotion and my keenness when it comes to time management will be of profound value as I pursue this course.

I developed interest in this area while in high school. I had passion of transforming people live in the roles I play. I pursued degree in communication to learn more about the art of communication. I believe that communication is critical in any society. The opportunity to work at an airline enabled me to learn many things pertaining to the management and other issues relating to work and employee-employer relationships. One of the things I learned at the work was problem solving and decision-making. The task required me to think quickly and think smart something that enhanced my skills in thinking. I also improved my socialization skills especially through working with people from various communities across the globe.

Part 2

Studying this course was not a decision made in single day. This has been my dream for years since I was in high school. I was motivated to study in this line because, it was going to give me an opportunity to serve the people better. I do believe that human resource managers have the responsibility of ensuring that employees receive better treatment to enable them perform their duties well.

The program is therefore important to me in the sense that it will improve my level of skills and knowledge in dealing or managing human resources at an organization. The course as well will enable me fulfill my aspirations and ambitions in life. I have a dream of pursuing education to the highest level and this course will enable me move near to my dream.

The program as well will enable me to be a resourceful person in the society. I will be in a position to influence positively on the society in many ways. I will provide mentorship and guiding services to many youth in the community. I will also empower the community members through such programs.

I know the value of learning and as well the responsibilities of a student. As a student, I have always remained focused in my learning and studies. Understanding the reason for pursuing the course will definitely make me to remain steadfast during my course studies. I am a good time manager and this will enable me to attend to all learning sessions. I am also disciplined and organized. Having worked in a multicultural environment, I believe I will be a good team player and will work well with my fellow colleagues and professors as I pursue the course.

My career plans are to work in a vibrant and challenging environment in future. I like challenging tasks and environment. I also plan to pursue doctorate degree upon completion of my master’s degree in Human Resource Management. The program is important requirement to give me a competitive advantage to get an opportunity to work in a challenging environment as well act as a stepping-stone when it comes to pursuing doctorate degree. Some of the aspects of the program that appeals to me are that, it is offered at considerable cost and flexibility in the schedules of attending to classes. This therefore, will give me an opportunity to attend to other things as I pursue the course.

Reference List

Rawlinson, N 2010, ‘The dos and don’ts of MFA personal statements,’ In: Poets & Writers Magazine, vol. 38 no. 5, p. 88.

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Change Management Essay Assignment

Change Management Essay

Dear Sir,

I need an essay in the following subject:

Identify and assess the process of planning and managing change within an organization. What role should HR play in change management?

The following conditions must meet in the essay:

1) I want a typical and a quality answer which should have about 1400 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

Change Management

Overview

The following exercise takes a critical look at various concepts associated with change management as well as the manner in which they are handled in the strategic management of organizations (Hannan and Freeman, 1984). Change is an crucial part of the daily administration of organizations. The style in which it is administrated has a profound bearing on the success or failure of the organization in meeting its key objectives. These include profit making, service delivery and the quality of its products among others.

Introduction

The term ‘organizational change’ refers to the all of the processes and procedures that come up when a business entity or similar organization experiences transformation. Transformation in this context may be widespread across the organization or highly localized. Organizational Change can be manifested rapidly, in volatility or with a lot of discontinuity. These types of change are manifested differently in different organized institutions and they therefore result in different challenges that require careful handling for the organization’s success. This necessitates the initiation of proactive strategies by the management of these organizations since this helps to steer clear of unmanageable problems. The alternative to strategically managing change is reacting to the impacts of the transformation and this tends to weigh heavily on the management as well as the organization.

With rapid change the transformation takes place within a relatively short period of time giving the members of the organization a small window of time to prepare and or adjust to these changes. Rapid change occurs frequently in an organization (Cunningham et al, 2002). Circumstances that can lead to this type of change management include a high rate of economic growth or alternatively a relatively quick rate of obsolescence for technology.

Volatile change on the other hand is associated with uncertainty in that it can either be a big change or a small one depending on highly subjective variables. Volatile change is mostly occasioned by external market forces but on rare occasions this can be the result of forces within the organization.

A critical question at this juncture is whether human resource managers are adequately equipped to handle the different forms of change that the organization may experience. This question arises from the different ways that change manifests itself in organizations.

Non- continuous organizational change is quite unpredictable in nature as it follows trends that are akin to fashion. There is no logical way of foretelling the direction the organization will take by analyzing past performances or records. The timing of such chances is also impossible to predict. Consumer preferences are a common contributor to this type of organizational change. The fact that they are unpredictable in nature means that it is challenging for the organization’s decision makers to know the appropriate amount of resources to allocate as they ensure the desired results are achieved.

This concept fits well within the Strategic Management Process

The above manifestations of organizational change are all dealt with through dynamic strategic management. The reason for this is the fact that they all represent a turbulent organizational environment which is characterized by the rapid, volatile and or discontinuous change. These categories of change will at times occur independently and in other instances they will take place in combination or succession. Despite the changes it is crucial for the management of the organization to see to it that the different objectives set for specific departments as well as the entire organization are realized. Through the application of strategic management the administrators of the organization are charged with ensuring that the work of the organization stays on course so as to ensure satisfaction for the different stakeholders. These stakeholders have different interests. The owners of the organization will demand profits. Customers on the other hand will require goods and or services to their specifications. The employees will need remuneration for their work. The government will require the organization to meet its legal obligations such as being licensed and meeting the set quality and safety standards. The local community on the other hand will anticipate the goodwill of the company through Community Social Responsibility. At times these demands change and it is the duty of the manager to ensure that they are met by the organization. Mere reaction to change is not sufficient and it is therefore necessary for decisions to be made based on reason and the consideration of several variables. This process is what constitutes strategic management and this therefore justifies the inclusion of the different types of organizational change concepts under it (Amburgey et al, 1990).

Models used to assess the roles, impacts and implications of rapid, volatile and non-continuous organizational change

Two models that can be used in the analysis of the above changes are ‘strategic cross functional management’ and the ‘Enterprise Strategy’.

Strategic cross functional management is a strategy that takes full advantage of the organization’s functional excellence. What this entails is the realization of the functional significance of the different components of the organization mainly the personnel and the departments (Levinthal and March, 1981). This means that their significance needs to be looked at with close attention being given to the manner in which they add value to the organization. When changes occur the members of the organization will be aware of how these changes will potentially affect them and this will enable them to adjust appropriately to ensure their functionality within the organization remains uncompromised unless it is being improved. The same applies to departments within the organization.

With enterprise strategy a given plan of action that has been decided upon is adapted to suit the needs of the organization as opposed to forcing the organization to align itself to the solution at hand. When this strategy is applied the changes that are taking place within the organization will be dealt with using solutions that have been tailored to the subjective needs of the organization. It proactive measures are to be implemented the most important factor to be analyzed will be how appropriate they are for the organization and not how well they will be put into action to counter the impacts of change.

The Responses of Human Resource Management Officers to discontinuous change

Chief Executive Officers of the various organizations that exist in today’ world economies need to respond to discontinuous change through the application of dynamic strategic management. The reason for this is that discontinuous change in nature is nearly impossible to predict. This means that the specific aspects of the organization’s processes that change will be different each time. As such it is impossible for the Human Resource Management Officer of such an organization to be rigid in his or her approach to discontinuous organizational change. Dynamic strategic management will enable this officer to effectively adapt his or her leadership to specific problem at hand (Kanter, 2003).

With this approach to leadership the Human Resource Management Officer will be able to effectively analyze the change that has arisen. The diligent analysis of the problem will lead to the formulation of logical approaches to specific problems. Having an in-depth understanding of the change the organization is undergoing or needs to undergo will empower the different organizational actors to make relevant changes instead of using a trial and error approach. A Human Resource Management Officer who embraces dynamic strategies will also be inclined to regularly monitor the performance of the organization in the wake of the changes taking place.

A critical question that arises from this however is whether critical the HRM will be capable of focusing on a stable work force while at the same time maintaining a focus on mitigating the destabilizing impact that organizational change always threatens to bring about.

Conclusion

From the above it is clear that the management in any organization needs to be careful in the way it handles change. The main reason for this is that change is unavoidable and it has the capacity to make the current operating environment troublesome. In such situations grave errors can be made by human resource personnel who are aiming to resolve the challenges albeit while having a minimal understanding of the problems associated with change. If the executive managers however take up dynamic management as part and parcel of their approach to organizational change, the organizations will improve from the inside out since these principles are applied at the root of the problem (Armenakis et al, 1993).

References

Amburgey, T. L., Kelly, D., & Barnett, W. P. (1990, August). Resetting the Clock: The Dynamics of Organizational Change and Failure. In Academy of Management Proceedings (Vol. 1990, No. 1, pp. 160-164). Academy of Management.

Armenakis, A. A., Harris, S. G., & Mossholder, K. W. (1993). Creating readiness for organizational change. Human relations, 46(6), 681-703.

Cunningham, C. E., Woodward, C. A., Shannon, H. S., MacIntosh, J., Lendrum, B., Rosenbloom, D., & Brown, J. (2002). Readiness for organizational change: A longitudinal study of workplace, psychological and behavioural correlates. Journal of Occupational and Organizational Psychology, 75(4), 377-392.

Hannan, M. T., & Freeman, J. (1984). Structural inertia and organizational change. American sociological review, 149-164.

Kanter, R. M. (2003). Challenge of organizational change: How companies experience it and leaders guide it. Simon and Schuster.

Levinthal, D., & March, J. G. (1981). A model of adaptive organizational search. Journal of Economic Behavior & Organization, 2(4), 307-333.

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Planning and Managing Change Essay

Dear Sir,

I need an essay in the following subject:

Identify and assess the process of planning and managing change within an organization. What role should HR play in change management?

The following conditions must meet in the essay:

1) I want a typical and a quality answer which should have about 830 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 researchs.

Appreciate each single moment you spend in writing my paper

Best regards

SAMPLE ANSWER

Planning and Managing Change

Change is imperative in any organizations and managers should understand the appropriate strategies to employ to institute change. People or stakeholders welcome change differently. Some may resist change while others adopt change easily. The significance of change plays tremendous role on the manner with which change is received. It therefore requires proper planning and management. This discussions, identifies and assess the process of planning and managing change within an entity. It also delineates on the roles of HR in change management.

Change involves moving from known to unknown and this may affect people worth, competencies and coping abilities. Many members in an entity may not support change unless they are convinced on the value of the change. This requires good planning in creating readiness and overcoming resistance. To create readiness, the change agents need to understand the reason for the change (Clardy, 2013). The change should have some benefits to the entity in short and in long run. In planning, appropriate strategies should be adopted. People should understand and see the need for changes. One of the strategies is to sensitize the organizations to pressurize the members to accept change. The other strategy is to identify the discrepancies between the current and the desired/expected sates and lastly is to convey credible and positive expectations for the change (Atkinson, 2014). People want to understand how the change will affect them. If they perceive that, the change is positive and of value, it then becomes easy to persuade them to accommodate the changes.

In organization, resistance to change comes from three areas including, political resistance, technical and cultural resistance. Cultural resistance takes the form of procedures and systems that promote status quo that promotes conformity of existing norms, values and assumptions. Political resistance arises when the changes in organization threatens powerful stakeholders while technical resistance emanates from procedures and consideration relating to costs. Change initiatives therefore, focuses on leadership, culture, process, strategic and quality (Elida-Tomita, 2010). The entity should therefore have understanding of the specific change initiative when planning for the change. In planning and managing changes, it is important to create a vision that provides a limelight of what the change is going to bring in future. The vision describes the purpose and core values that can hide the organization as it envisions its future on which change is directed. Vision encourages commitment as it creates a common goal and compelling rationale for why change is required and worth. Clardy (2013) identifies seven functional requisites for effective change management; increasing readiness for change in the entity, management approval, preparation of leaders, motivating employee for change, putting into operation change interventions, validation of change process and embedding change in the organization. If these are considered, success in change process is guaranteed.

Change as well requires enough support hence it becomes important to develop political support to institute the changes. Various political dynamics requires considerations when instituting this change and include carrying out assessment of the change agents’ power, identifying the key stakeholders that the change will affect and those that will implement the change (Geldenhuys & Veldsman, 2011). It is also essential to identify influencing stakeholders to use them to support the implementation of the changes.

Managing this transition is also very critical. Implementing changes involves movement of one state to another often-desired future state. At this stage, it is important to understand major activities involved in this transition that includes activity planning, commitment planning and change management structures. Activity planning entails making road map for change. Appropriate activities required to make the change happens are cited and integration of discrete change takes place. Commitment planning requires identification of key people that will help formulate strategy to gain support (Wilson, 2014). Changing management structures should be created to help in mobilizing and promoting change

Change requires to be sustained to ensure achievement of the goals and objectives. For this to occur, it requires provision of resources for change, building of support systems, development of new skills and competencies, reinforcement of new behaviors and staying on the course.

Human Resource plays a critical role in change management. Human resources are viewed as the facilitators, architect and designers of changes in an organization. They have a key role in participating in all programs that pertains to change (Wilson, 2014). They play a role of planning as well as implementing changes in an entity. They participate in the planning processes whereby they evaluate various viewpoints before deciding on the most important one. They strategically forecast initiatives and directions in an entity to help in the development of business strategy for the directions and initiatives (Wilson, 2014). HR as well determines the specific action points and elements that execute the actions to trigger the change. In change process, they also identify the performance targets for the various action points and establish appropriates communication plans for the process of changed.

HR as well acts as agents of change in an organization. As agents of change, they provide impetus suitable for conducting change at every level of an organization. They align the top management with the rest of employees, provide appropriate structured framework for change, identify and establish working change management processes and influence the process of change through communication (Christensen, 2014).

HR as well are expected to build positive relationship at the work place. They must provide solution to problems as they arise and manage any conflicts, resistance and risks through proper and coordinated effective communication. Various organizations have gone thorough change process and succeed by adopting to appropriate strategies in planning and management of the change processes. Examples of these organizations include, Pepsi, Apple. Inc., and many others.

In conclusion, change is inevitable in any entity. Change initiatives may include leadership, process, and cost, cultural or strategic change. This requires proper planning and management. HR plays a key role in change planning and management as they provide insights on the best way forward. Successful change process must as well consider all the stakeholders.

Reference List

Atkinson, P 2014, ‘ How to implement change effectively,’ Management Services, Vol. 58 no. 3, pp. 33-38.

Elida-Tomita, T 2010, ‘Strategies and tactics regarding change communication within organisations. real example regarding communication change in an organisation,’ Studies in Business & Economics, Vol. 5 no. 2, pp. 111-119.

Christensen, M 2014, ‘ Communication as a Strategic Tool in Change Processes,’ Journal of Business Communication, Vol. 51 no. 4, pp. 59-385.

Clardy, A 2013, ‘ Improve the Process for Managing Change,’ Performance Improvement, Vol. 52 no. 9, pp. 33-44.

Geldenhuys, C, & Veldsman, T 2011, ‘A change navigation-based, scenario planning process within a developing world context from an Afro-centric leadership perspective,’ South African Journal of Human Resource Management, Vol. 9 no. 1, pp. 1-17.

Wilson, J 2014, ‘Managing Change Successfully,’ Journal of Accountancy, Vol. 217 no. 4, pp. 38-41.

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Project Charter for the St. Dismas Assistance Living Facility

Order Instructions:
Scope statement and work breakdown structure (WBS) for this project.
Bonnie:
please give me your email
Richard Cordor:
Project scope statement and a work breakdown structure. Develop a project charter for the St. Dismas Assistance Living Facility Case Study. You should develop a Scope statement and work breakdown structure (WBS) for this project. Include the standared title page, introduction, scope statement, WBS and conclusions. That is the instruction.

SAMPLE ANSWER

Project Charter for the St. Dismas Assistance Living Facility

Purpose of Project Charter

The purpose of this project charter is to develop a project charter for the St. Dismas Assistance Living Facility Case Study.

The project charter for the St. Dismas Assistance Living Facility project charter documents and tracks the necessary information required by decision maker(s) to approve the project for funding. The project charter should include the needs, scope, justification, and resource commitment as well as the project’s sponsor(s) decision to proceed or not to proceed with the project. It is created during the Initiating Phase of the project.

The intended audience of the project charter for the St. Dismas Assistance Living Facility project charter is the project sponsor and senior leadership.

Project and Product Overview:

The living facility that is intended for development is for St. Dismas church. The facility is to provide residence for the church leaders who have been renting living premises for a very long time. This has been too expensive for the church. The living facility is intended to commence being constructed as soon as possible when the funds are made available. The facility is intended to be put up within the church compound and will take a period of 18 months. The total amount expected for the project is $1.5M

Justification

The facility will be very useful for both church members and church leaders. St. Dismas church has a total population of 300,000 church members who need spiritual nourishment from their leaders. The leaders and the spiritual providers therefore are required to be within the church premises so that they can be accessed by the church members so easily. Therefore, development of this living facility will have so much impact to St. Dismas church members and the society as a whole.

Scope

Objectives

The objectives of the St. Dismas Assistance Living Facility project are as follows:

To construct a five storey building for accommodation of the church leaders
To furnish the living facility with all the necessary furniture
To buy more land for further development

High-Level Requirements

The following table presents the requirements that the project’s product, service or result must meet in order for the project objectives to be satisfied.

Requirement	I Requirement Description
Land ownership	The land is present. However, the builder and house design are selected separately.
Construction and design requirements	All works and practices in relation to the construction must be completed:

(Schwalbe, 2009).

Major Deliverables

The following table presents the major deliverables that the project’s product, service or result must meet in order for the project objectives to be satisfied.

Major Deliverable	I Deliverable Description
Issuance of required permits	This are very necessary since no construction can take a place without them
Contractor’s scope of work and Schedule of Values	This is the definition of the worl plan
Subcontractor and Material Suppliers	This involves the delivery of all the builing materials.

(Heldman, 2011).

Boundaries

The project work will not include construction of pavements and the block fence. In addition, it is not automatic that the contractor’s contract will be renewed in case of any other form of construction.

Duration

Timeline

The designing of the project would take a period of two month, construction work until its completion a total of 16 month from December 2014 to 2016 March.

Assumptions, Constraints and Risks

Assumptions

The living houses are being constructed to provide accommodation to the church leaders. The assumption is that the church leaders are having challenges in getting accommodation.

Constraints

There might be time constraints especially in finishing the construction within the scheduled time. This is due to changes in weather patterns which are unpredictable.

Risks

The approval of the construction by the government authorities might delay the project work. A possible mitigation strategy would be to schedule requirement sessions with the partners as early as possible.

Project Organization

Roles and Responsibilities

This section describes the key roles supporting the project.

Project Role	Project Responsibilities
Project Sponsor	Person responsible for acting as the project’s champion and providing direction and support to the team.
Government Monitor	Government employee who provides the interface between the project team and the project sponsor.
Contracting Officer	Person who has the authority to enter into, terminate, or change a contractual agreement on behalf of the Government.
Project Officer	A program representative responsible for coordinating with acquisition officials on projects for which contract support is contemplated.
Project Manager (This could include a Contractor Project Manager or an FTE Project Manager)	Person who performs the day-to-day management of the project and has specific accountability for managing the project within the approved constraints of scope.
Business Steward	Person in management, often the Branch Chief or Division Director, who is responsible for the project in its entirety.
Technical Steward	Person who is responsible for the technical day-to-day aspects of the system including the details of system development.
Security Steward	Person who is responsible for playing the lead role for maintaining the project’s information security.

(Anderson & Forest Products Laboratory 2002).

Stakeholders (Internal and External)

The stakeholders are the church members and other related churches.

Project Charter approval

The undersigned acknowledge they have reviewed the project charter and authorize and fund the St. Dismas Assistance Living Facility project. Changes to this project charter will be coordinated with and approved by the undersigned or their designated representatives.

Signature:		Date:
Print Name:
Title:
Role:

Conclusion

This project charter will provide a comprehensive guideline towards implementing the above named project work.

References

Anderson, L. O., & Forest Products Laboratory (U.S.). (2002). Wood-frame house construction. New York ; Hong Kong: Books for Buisiness.

Heldman, K. (2011). Project management jumpstart. Hoboken, NJ: Wiley.

Schwalbe, K. (2009). Introduction to project management. Boston, Mass: Course Technology.

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Otherkin in United States Essay Paper

Otherkin in United States

Order Instructions:

case study

SAMPLE ANSWER

Otherkin in United States

United States has been for years accommodating various communities with different cultures. This interaction has resulted into the development of subcultures that have had tremendous effects on its members that believe in them. One of the subcultures is Otherkin, who believe that they are not humans, either in a spiritual or physical sense. The members of this subculture believe that they are mythical creatures such as elves or vampires trapped in human bodies or that they are a living incarnation of a fictional character, among other beliefs. The members of this culture also associate themselves with animals, plants and other concepts of nature. This subculture is mainly internet-based, and the oldest internet resource for otherkin is the Elven kind Digest. A University of Kentucky student started this mailing list for interested members and elves. The modern otherkin subculture emerged out of these Elven online communities in the 1990s. However, it is postulated that the otherkin subculture consists of other subcultures. These subcultures are, for instance, vampires, therians and draconic. However, although they considered as being part of the otherkin subculture, they are culturally different movements of their own, but often overlap in membership. The otherkin subculture’s members believe that they have supernatural powers that enable them to heal at a faster rate compared to normal humans, or to shift in space.Some members of the members argue that they have these supernatural abilities due to their 20/20 vision and their apparent lack of allergies. Otherkin, however is a not a cult, and it comprises of individuals from diverse religious beliefs, for example, Christians, Jews, Muslims and Pagans. Otherkin are often confused with furries, but the difference is that furries tend to wish to be a different culture while their counterparts believe that they are actually something different from humans.

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The Evolution of the Role of the NP

Order Instructions:

This assignment is in 2 sections and each section need to have a minimum of 4 references at the end of that section, meaning the writer will have to provide 2 reference list one each at the end of the section. I have also included the document that is needed to complete section B. The writer must pay attention to details and respond t all questions in detail.

The Evolution of the Role of the NP
SECTION A (2 pages minimum)
The Evolving Role of the NP
The role of the NP has evolved dramatically over the course of the last 50 years. The evolution of the role is impacted by changes in legislation affecting licensure, credentialing, scope of practice, and educational requirements. Choose a legislative issue related to the role of the NP and describe this for your colleagues. How does this issue impact the scope of practice for NPs? What changes might this issue catalyze? Describe the implications of the DNP credential in regard your selected issue.
Include a minimum of 4 reference at the end of this section.

SECTION B (2 pages minimum)
The Consensus Model/LACE
The Consensus Model was developed with the idea of uniform regulation of NPs across the United States. Review the document Consensus Model for APRN Regulation: Licensure, Accreditation, Certification and Education (NCSBN, 2008). The document will be uploaded in the file section for the writer.
Evaluate the proposed model. What are the strengths and weaknesses of the Consensus Model? Consider the implications, as well. How might this model impact competition and/or collaboration between NPs and physicians in the U.S. health care system?
Include a minimum of 4 reference at the end of this section.

Resources
Textbooks, read the following:
Advanced Practice Nursing: Emphasizing Common Roles
• Chapters 1, 6
Please review the following web resources:
• Are Nurse Practitioners the Solution to Shortage of Primary-Care Doctors? (PBS, 2011)
• Nurse Practitioner World News: The 5 NP Political Issues and the One Solution (O’Grady, 2009).
• Consensus Model for APRN Regulation: Licensure, Accreditation, Certification and Education (APRN Consensus Work Group & the
• National Council of State Boards of Nursing APRN Advisory Committee, 2008)
• American Association of Colleges of Nursing (AACN) Resources and information on Doctor of Nursing Practice (AACN, 2011)

SAMPLE ANSWER

The Evolution of the Role of the NP

SECTION A: The evolving role of the NP

The chosen legislative issue is the expansion of the scope of practice of the Nurse Practitioners (NP). The scope of NPs should be expanded and NPs actually qualify for independent practice – they should be allowed to practice independently without being supervised or directed by a physician. NPs are registered nurses with a postgraduate degree in nursing – commonly a master’s degree. In many states, scope-of-practice laws give Nurse Practitioners the ability to carry out various primary care services which might be delivered whenever people make an initial approach to a nurse or physician for treatment and continuing care for chronic illnesses (Cassidy et al., 2014).

With an envisaged shortage of primary care as the population continues to increase and as millions of Americans become newly insured beginning the year 2014, it is imperative to expand the role of NPs in a lot more areas and to permit them to deliver a broader range of acute as well as preventive healthcare services (Vestal, 2013). Some groups of physicians are against the expansion of NPs’ scope of practice because of concerns over safety of patients. This controversy mostly plays out in state capitals, in which legislators and medical boards determine scope of practice for professionals who are not physicians, such as NPs. In addition, there are concerns and worries at the national level that bear on the ability of NPs to be reimbursed for the care they deliver (Cassidy et al., 2014).

NPs are essentially prepared in master’s degree programs and they are typically team-trained together with medical students and they share similar course work, patient rounds, in addition to other on-site clinical experiences. Studies have indicated over and over again that NPs, within their level of training, provide cost-efficient, quality treatment of common diseases as well as management of minor chronic disorders. Studies have also shown that NPs are as competent as doctors in carrying out a common endoscopic screening test for cancer of the colon (Yee et al., 2013).

The chosen issue impacts the scope of practice for Nurse Practitioners in that it advocates for the expansion of the scope of practice for NPs. The change that this issue may catalyze is allowing nurse practitioners to practice independently to the full scope of their capabilities without being under supervision of physicians. In essence, the critical shortage of primary care providers might actually make the appointment of a physician hard to come by (American Association of Colleges of Nursing, 2014). Some states are attempting to fill the shortage of doctors in primary care with nursing staffs that have advanced degrees in family medicine. This calls for relaxing of old medical licensing limits, understood as scope of practice laws, which are preventing these NPs from playing the lead role in the delivery of basic health services. They should be allowed to work without a supervising doctor (Vestal, 2013).

A Doctor of Nursing Practice (DNP) is basically designed for nursing staffs who are seeking a terminal degree in nursing practice. DNP-prepared nurses are properly equipped to execute fully the science developed by nurse researchers. For the selected issue, the implication of the DNP credential is that DNPs will help in designing and providing care for diverse populations. This is necessitated by the quick expansion of knowledge underpinning practice, countrywide concerns regarding patient safety and the quality of care; the complexity of patient care; as well as shortages of faculty and personnel (Yee et al., 2013).

References

American Association of Colleges of Nursing. (2014). Expanded Roles for Advanced Practice Nurses. Available at http://www.aacn.nche.edu/media-relations/fact-sheets/apn-roles (Accessed November 22, 2014).

Cassidy, A., Aiken, L. H., Bodenheimer, T. S., Agres, T., Schwartz, A., & Dentzer, S. (2013). Health Policy Brief: Nurse Practitioners and Primary Care. Health Affairs.

Vestal, C. (2013). Nurse Practitioners Slowly Gain Autonomy. Kaiser Health News. Available at http://kaiserhealthnews.org/news/stateline-nurse-practitioners-scope-of-practice/ (Accessed November 22, 2014).

Yee, T., Boukus, E. R., Cross, D., Samuel, D. R. (2013). Primary Care Workforce Shortages: Nurse Practitioner Scope-of-Practice Laws and Payment Policies. National Institute for Health Care Reform, 13.

SECTION B: The Consensus Model – LACE

The Consensus Model for ARPN Regulation is essentially the product of considerable work carried out by the ARPN Consensus Work Group and the NCSBN APRN Advisory Committee. It is a consistent model of regulation for the future of advanced practice nursing and was actually designed for the purpose of aligning the interrelationships amongst licensure, accreditation, certification, as well as education (LACE). The 4 main roles of advanced practice registered nurse as specified in the Consensus Model document include the following: certified nurse-midwife; certified nurse practitioner; clinical nurse specialist; and certified registered nurse anesthetist (American Association of Colleges of Nursing, 2013).

Strengths and weaknesses of the Model: it is expected that the clarity and consistency resulting from this regulatory model would benefit individual nursing staff members and enhance patient care. The uniformity that is anticipated to be produced from this model may enable advanced practice registered nurses to practice to the full extent of their licensure and education (Summers, 2011). Additionally, the more consistent system would offer opportunities for nursing staffs through the likelihood of ease of mobility across state lines. As implementation of the Consensus Model is carried out in every state across the country, it would ensure that the advanced practice registered nurse profession keeps on growing and meeting the demands of changing healthcare (American Nurses Credentialing Center, 2014).

Moreover, the model also ensures the scope of practice of APRN is used to its fullest extent. Equally important, the Consensus Model will also ensure that accreditation, licensure, education, as well as certification are uniform throughout all states in America for advanced practice registered nurses (American Nurses Credentialing Center, 2014). The other benefits of the Conceptual Model are as follows: it ensures public safety; it increases access to healthcare; it advocates appropriate scope of practice; and it facilitates mobility of advanced practice nurses. The Model is basically designed to raise the responsibility of advanced practice registered nurses and increase satisfaction with work through opportunities to practice more autonomously (American College of Nurse-Midwives, 2014). Even though this Model consists of several highly positive recommendations and is believed that it would provide benefits to nurse practitioners and advanced practice registered nurses, it has actually created a very dynamic environment wherein there are opportunities for improvements and setbacks if misinterpreted.

The Consensus Model might impact competition and/or collaboration between physicians and NPs in America’s healthcare system considering that it provides APRNs with opportunities to practice independently with doctors. It impacts competition between physicians and APRNs since APRNs will also launch their own practice in an effort to address the problem of doctor shortage thereby competing with physicians for clients and patients. The Model establishes various standards which are aimed at protecting the public; improving access to quality, safe advanced practice registered nurse care; and improving mobility. American Nurses Credentialing Center (2014) pointed out that the Consensus Model emphasizes that advanced practice registered nurses should be licensed as autonomous practitioners. It also claims that APRNs do not have any regulatory requirement for direction, collaboration, or supervision. The Model impacts collaboration in that it does not foster the collaboration of a qualified physician with nurse practitioners. In essence, it stipulates that advanced practice registered nurses are not required by law to collaborate with physicians, and not to be supervised or directed by physicians (Summers, 2011).

References

American Association of Colleges of Nursing. (2013). APRN Consensus Process. AACN

American College of Nurse-Midwives. (2014). Consensus Model for ARPN Regulation: Licensure, certification, accreditation, and education. Available http://www.midwife.org/Consensus-Model-for-APRN-Regulation-Licensure-Accreditation-Certification-Education. (Accessed November 22, 2014).

American Nurses Credentialing Center. (2014). Consensus model for APRN regulation. ANCC

Summers, L. (2011). Taking stock of the consensus model. The American Nurse. American Nurse Association.

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Hospitality industry Essay Assignment

Hospitality industry

Order Instructions:

Assignment tittle – Source and use information on the hospitality industry Again case study has two parts each one on 1 page thanks and photos 500 words

SAMPLE ANSWER

Hospitality industry

PART I

There are several employment opportunities for hospitality students that entail working in hotels, resorts and clubs, food and beverage industry, catering, facilities management, logistic management, travel and tourism, management consultancy among others (Casado, 2011). They can also work in the entertainment and leisure places such as casinos and theme parks. The roles and functions of persons who work in this industry include event planning and organization, housekeeping, bartenders, facility maintenance, management, marketing, and human resources. The hospitality management is highly interconnected with other industries such as tourism and aviation industry. This is because a good number of persons who utilize hospitality services are tourist and these persons need to fly from one zone to another. The hospitality industry is also interrelated with other industries such as banking and finance, transport, communication among others since their customers need to travel, communicate, and provide financial exchange for their quality services they are being offered. According to Costello and Hogan (2002), the hospitality commercial sector is highly profitable due to a good number of readily available customers. The location of the hospitality industry has a huge role to play in determining the levels of profits and losses realized by the organization. Professionalism is highly needed in this industry since most customers are very sensitive to the nature of the treatment and luxury they are offered.

The hospitality industry is also affected by some legal issues such as consumer protection law that protects the consumers from exploitation the hospitality providers (Larkin, 2009). The law also bases upon the providers of hospitality services the duty of care for all their customers to prevent possible harm. Since hospitality industry brings about people from all corners of the world, the law demands equal employment opportunity to guard against any possible discrimination against any jobseeker in the industry. This is also facilitated by the provisions of anti-discrimination that protects anybody from being exploited in the hotel industry (Hall, 2000).

The hospitality industry is also influenced by a number of ethical issues that guards against how operations are being conducted (Wellace, 2005). Confidentiality is one of the ethical issues that require that some issues needs to be kept secret. The hospitality industry also suffers from commissioning procedures that affects the number of customers that visits their areas of business at any one time. In some cases, especially during the holidays, the hotel industry suffers from overbooking, leading to lots of stress and strain in the manner in which they conduct their businesses. There is also the ethical aspect of price wars between the industry players that may determine the levels of profits or losses realized by the firm. In order to compete effectively, some players resort to free gifts to their customers and this may have negative effects on other players. The ethical aspect of tipping and product recommendations also affects the number of visitors who frequent any hospitality industry.

PART II A

Maitre ‘D is a very important person in the hospitality industry who is responsible for establishing a connection between the dining halls and the kitchen. Therefore, this person is involved in supervision of the waiting staff, welcoming guests, and ensuring that all the customers are well satisfied with their services. The employment opportunities for Maitre ‘D includes restaurants, lodges, hotels, cruise ships among others. The product he is responsible to make includes mixing salads, boning fish, and flambéing food. The potential clients of Maitre ‘D include everyday customers and important visitors (Patterson, 2008).

PART II B

In organizing a birthday party, I will ensure that all the invited members are well served with invitation cards to make it formal. I will try to define the dressing code and the time they are expected to arrive in the occasion. I will host the visitors in a premier location where they can feel comfortable and experience nature. A good variety of foodstuffs will be provides so that the entire visitors have a taste of whatever they want. I will then organize for entertainment through live performance of music so that everyone can have a pleasant experience.

References

Costello, H & Hogan, I. (2002). Codes of ethics in Hospitality and tourism. International Journal of Hospitality Management 2 (4) 243-268

Casado, M.A. (2011). Housekeeping Management. Wiley, end edition

Hall, J. (2000). Ethics in Hospitality Management. Prentice Hall

Pattersn, T. (2008). Ethical dilemma in the hospitality industry, Journal of Travel Research, 36 (4) 47-56

Larkin, E.M. (2009). How to Run a Great Hotel: Everything you need to achieve excellence in the hotel industry. How to books

Wellace, H. (2005). Current issues: Business ethics and tourism: Responsible Management.

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