Category: Writing

Policy on asylum seekers been such a divisive issue

Policy on asylum seekers been such a divisive issue
Policy on asylum seekers been such a divisive issue

Reasons why policy on asylum seekers been such a divisive issue in Australian politics and foreign policy

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2000 word essay on:

Why has policy on asylum seekers been such a divisive issue in Australian politics and foreign policy?

It was due a couple of days ago so I need it ASAP thanks.

SAMPLE ANSWER

Introduction

The dramatic influx of the number of illegal boats entering Australia has recently starred up issues on asylum seekers. In a recent press announcement made by the Prime Minister of Australia, it was determined that the government was forced to develop decisive hardline approaches to the smuggling of people with the aim of strengthening the integrity of the Australian Immigration functions. A recent survey based on the Australian current immigration systems revealed that close to half of the Australian population believe that the seekers of asylum in this country mainly arrive by sea and should be extradited back to their original countries in order to apply for the typical refugee transfer systems (Beeson,p. 226.2002).

However, it is essential to mention that the government is currently facing challenges and criticisms from a section of the society in regards to the manner in which this problem is handled. Beeson (2002) states that this issue is therefore considered controversial since many people have different views considering that different people from diverse walks of life have varied attitudes towards the problem of asylum seeking (p. 226). This is primarily attributed to the difficulties the government faces that accrue from overpopulation, the rapid growth that affects the financial strength of the nation and so on. This paper, therefore, seeks to determine the reasons why the policies on asylum seeking are becoming a controversial and divisive issue in Australian foreign policies and politics.

Background Information

In giving a typical definition of an asylum seeker it is imperative to determine that these are people who flee from their homelands of origin for the fear of persecution and who apply for physical and legal protection in another country for various reasons such as their religion, race, political affiliation or nationality. Australia being one of the signatories of the Refugee Convention to the United Nations has the sole obligation of ensuring that the human rights of the seekers of asylum in their territories are protected irrespective of the rationale behind their arrival, their places of origin and whether they arrive with or without proper documentation such as visas (Leaver, & Sach, pp. 621-636. 2006). This apparently determines the fact that whether the arrivals are validated or unauthorized, the Australian government is held accountable for giving such individuals the chance to prove their eligibility in becoming refugees before removing them from their land.

According to sources, the applications of asylum seekers protection should be assessed by the decision makers who work within the Department of Immigration and Citizenship who are trained in policies, procedures and law on refugee conventions and protection. The applicants are therefore required to undergo an interview that provides information of their citizenship in their own countries and the situations at stake in order to be granted a protection visa (Leaver, & Sach, pp. 621-636. 2006). Additionally, the applicants are taken through health examinations, security checks before signing the Australian Values Statement in the Department of Immigration and Citizenship. It is also essential to state that the applicant who are successfully approved under the consideration of their claims as refugees and do not meet the lawful reasons for staying in Australia are always removed from the Australian soil.

Histories of Asylum Seekers in Australia

It is essential to mention that the system that the Australian government is using in processing the visa applications of the asylum seekers was developed during the 1980s and 1990s as a result of the influx of the number of asylums who sort refuge in this country. According to sources, most of the asylum seekers originated from China as a result of the Tiananmen Square incident that occurred in June 1989 that saw the protection visa application rise to 16,249. From this period to the year 1995, the government changed its systems to include several members of a family in a single application(Pietsch, pp. 143-155.2013). However, the system was again reviewed to ensure that each individual within a request makes a single application.

Current Government Policy

Currently, the government of Australia has initiated an offshore program that holds in detention unauthorized boat arrivals in Christmas Island until the asylums seekers are either granted a protection Visa or removed from the Australian soil. This approach is known as the offshore program that ensures that the people who fail to meet the UN standards and definitions of an asylum seeker resettled(Pietsch, pp. 143-155.2013). At times, some boat arrivals usually take longer periods than other as they await the outcomes of their visa applications. In the event that their applications do not meet the required standards, they are forced to wait for their removal from Australia.

Assistance from the Government

In order to ensure efficiency during these processes, the government of Australia usually provides some assistance schemes for the asylum seekers during the application for protection process. The supports offered by the government include a temporal eligibility for Medicare and welfare services such as support and professional help in the preparation of their protection visas and income support(Pietsch, pp. 143-155.2013). It is essential to determine the fact that not all the applicants are eligible to receive these assistances since they must prove that they are in a financial hardship. Their eligibility for receiving these assistances is then reviewed by the government on a regular basis to ensure there are no changes to their situations.

Adverse Impacts of Asylum Seekers and the Australian Action

As a result of the tight regulations enforced by the Australian government of asylum seeking, the government of Australia has now embarked on an approach that relatively receives fewer refugees as compared to other nations, a factor that has received a lot of controversial thoughts. Considering the fact that Australia is the sixth largest country, it only accepts 0.6% of asylum seekers in the world. According to credible sources, the proportion of refugees who arrive in Australia does not reach 8% of the country’s total population of immigrants (McDonald, pp. 605-617.2013). Some of the challenges the government of Australia faces in its receipt of asylum seekers that have brought a rise of the divisive issues on its policies include;

Rapid Growth of Australian Population;

It is essential to determine the fact that migrants have the ability to affect the population of a country immensely. Currently, statistics shows that nearly one in every four Australians is born overseas, a factor that translates to more than 20 million people (Department and immigration and citizenship, 2009). This, therefore, saw the Rudd Government advocate against the idea of a big Australia, to mean that the population of this country would possibly rise to 36.9 million by the year 2050. This idea therefore brought an upsurge considering the intense growth of the population of this country that would infringe on some of the countries amenities.

As a result of this, the Australian government has attributed this overpopulation to immigration. The Labor party therefore took a drastic measure in developing policies that would control the population growth since the increase in the country’s population would result in overpopulation that would directly cause an impact on the countries employment capacity, economy,  welfare programs, and the governments funding (McDonald, pp. 605-617.2013).

Financial Tension for the Government

It is also essential to note that one of the common responses of the government of Australia in regards to asylum seekers that arrive by boat is in the country’s ability to provide support and assistance to this people. As determined by some sources, many of these asylum seekers move from poor and undeveloped countries to a wealthier nation (McKenzie, & Hasmath, pp. 417-430.2013). As a result of this, they are in a position of creating new tensions between the Australian governments from the huge financial assistances required to initiate their wellbeing in their soils. Sources from the Department of Immigration and Citizenship state that between 2008 and 2009, the country assisted close to 2792 asylum seekers at a tune of 7.05 million dollars, a factor that shows how the countries resources are infringed.

Overpopulation in Detention Centers

The detention centers especial those in the Christmas Island have reported incidences of overpopulation that results from the government’s aversive attitude towards the boat arrivals and the delays in announcing the eligible asylum seekers (McKenzie, & Hasmath, pp. 417-430.2013). The government initiated an approach that resulted in the crowding of the asylum seekers in the detention centers by delaying the immigration process for up to six months.

It is essential to consider the fact that the Detention Centre at the Christmas Island is only able to handle a capacity of 800 immigrants, but is now has a capacity of over 2000 people waiting for their applications approval (Flitton, p. 37. 2003). The authorities there therefore use every facility to shelter the asylums in the centers, a factor that goes against these people human rights.

Local Residential Safety Concerns

Security issues remain one of the controversial issues that have also risen from this subject since many of the Australian population fear that the acceptance of the asylum seekers in Australia may result in terroristic attacks (Lock, Quenault, & Tomlinson, p. 35. 2002). It is imperative to ascertain that most of the boat arrivals lack the required identification materials to disclose the reasons why their government is trying to persecute them, a factor that makes it harder for them to travel through the required conventional channels. It is therefore feared that the immigrants may harbor terrorists that try to escape from one country to the other, a fact that may raise security concerns in a nation.

Approaches the Government Can Take in Solving the Problem

It is essential for the government of Australia to develop more regional asylum centers. This approach would therefore enable the asylums that arrive by boat to get their tickets from a regional processing center, a fact that would not only solve the issues of overcrowding but would mitigate the chances of people being smuggled in the country (Lock, et.al). The government of Australia should also consider the rights of the population seeking asylum in their country and treat them with dignity instead of taking tough stances that frustrate such people.

Additionally, the government should also work out on modalities of hastening the visa application and approval processes to ensure that the delays witnessed in this centers are reduced (Cameron, pp. 241-259.2013). Those who fail to meet the minimum threshold of being considered and offered asylum in the country should be repatriated in a proper manner. It is also essential to ensure that women and children who arrive in this country as asylum seekers are also given fare treatments (Freedman, pp. 175-198. 2010).

Conclusion

It is therefore essential to determine the fact that the settlement of the asylum seekers in Australia remains one of the hard debates the government of this country is currently facing. The Gillard government has therefore made its stand on this issue by developing tight policies on the people seeking asylum in this country(Lock, Quenault, & Tomlinson, p. 35. 2002). Many of the Australian people are mainly concerned about the issues of overpopulation that has been witnessed in the detention centers since this aspect has a direct impact on the country’s economy including the quality of life and morals of this country.

According to sources, the rates of unemployment in Australia sprung up to 5.8% in the nation’s population, a factor that sees the government argue that an increase in its population would eventually increase the rates of unemployment in this country(Bleiker, Campbell, Hutchison, & Nicholson, pp. 398-416. 2013). As a result of the rising unemployment issue, the country’s economy is affected since much of the tax payers money is channeled into the benefits of the unemployed population.

The boat arrivals as compared to the air arriving asylums are known to destroy their identification details, a fact that makes it hard for the concerned authorities to process their visas due to the lack of credible information. Due to this fact, the asylums are forced to wait longer in the detention centers, a factor that has spanned the population in the detention facilities(Johnson, pp. 195-209.2007). Due to this, the nation fears that it may suffer attacks from either terrorists or diseases due to overpopulation. It is consequently crucial for the Australian government to ensure its boarders are protected and to ensure that decisive approaches of handling the asylum seekers are properly initiated.

References

Beeson, M 2002, ‘Issues in Australian Foreign Policy’, Australian Journal Of Politics & History, 48, 2, p. 226, Academic Search Premier, EBSCOhost, viewed 22 September 2015.

Bleiker, R, Campbell, D, Hutchison, E, & Nicholson, X 2013, ‘The visual dehumanization of refugees’, Australian Journal Of Political Science, 48, 4, pp. 398-416, Academic Search Premier, EBSCOhost, viewed 22 September 2015.

Cameron, M 2013, ‘From ‘Queue Jumpers’ to ‘Absolute Scum of the Earth’: Refugee and Organized Criminal Deviance in Australian Asylum Policy’, Australian Journal Of Politics & History, 59, 2, pp. 241-259, Academic Search Premier, EBSCOhost, viewed 22 September 2015.

Flitton, D 2003, ‘Perspectives on Australian foreign policy, 2002’, Australian Journal Of International Affairs, 57, 1, p. 37, Academic Search Premier, EBSCOhost, viewed 22 September 2015.

Freedman, J 2010, ‘Protecting Women Asylum Seekers and Refugees: From International Norms to National Protection?’, International Migration, 48, 1, pp. 175-198, Academic Search Premier, EBSCOhost, viewed 22 September 2015.

Johnson, C 2007, ‘John Howard’s ‘Values’ and Australian Identity’, Australian Journal Of Political Science, 42, 2, pp. 195-209, Academic Search Premier, EBSCOhost, viewed 22 September 2015.

Leaver, R, & Sach, R 2006, ‘Issues in Australian Foreign Policy’, Australian Journal of Politics & History, 52, 4, pp. 621-636, Academic Search Premier, EBSCOhost, viewed 22 September 2015.

Lock, J, Quenault, M, & Tomlinson, J 2002, ‘Australia Should Abolish the Detention of Asylum Seekers’, Social Alternatives, 21, 3, p. 35, Academic Search Premier, EBSCOhost, viewed 22 September 2015.

McDonald, M 2013, ‘Issues in Australian Foreign Policy: January to June 2013’, Australian Journal Of Politics & History, 59, 4, pp. 605-617, Academic Search Premier, EBSCOhost, viewed 22 September 2015.

McKenzie, J, & Hasmath, R 2013, ‘Deterring the ‘boat people’: Explaining the Australian government’s People Swap response to asylum seekers’, Australian Journal Of Political Science, 48, 4, pp. 417-430, Academic Search Premier, EBSCOhost, viewed 22 September 2015.

Pietsch, J 2013, ‘Immigration and Refugees: Punctuations in the Commonwealth Policy Agenda’, Australian Journal Of Public Administration, 72, 2, pp. 143-155, Business Source Complete, EBSCOhost, viewed 22 September 2015.

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Lifespan;Labor and Childbirth Research Paper

Lifespan;Labor and Childbirth
Lifespan;Labor and Childbirth

Lifespan;Labor and Childbirth

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SAMPLE ANSWER

Lifespan

Labor and Childbirth

Method

The learner applied previous knowledge about labor and childbirth as an efficient method of exploring the topic. The method offered an excellent choice given that the learner had a considerably rich background of the process of labor as well as parturition. The learner took an informed position when studying the topic, and it was possible to refer to earlier sources to establish consistency in the understanding of procedures. The learner acquired thorough knowledge on how to spot labor, understand its stages, strategies of pain management, as well as how to induce labor and carry out a safe childbirth. There was reliable information describing normal and abnormal labor as well as safe childbirth.

Discussion

Labor is associated with pain and it happens when delivery time approaches. It is important for women to prepare for the processes. Preparation measures involved in the management of labor include ensuring that one has access to a reliable pain management plan (Iravani, Zarean, Janghorbani, & Bahrami, 2015). Accuracy is vital when predicting the occurrence of labor and childbirth as such an understanding allows women to avoid misleading experiences. Failure to prepare for labor puts women at the risk of too much suffering. Expectant mothers should learn the early signs of labor for them to make timely arrangements with their healthcare attendants. A few days to delivery, women experience a “lightening” sensation that indicates the descending of the fetus to the pelvic (Womenshealth.gov, 2010). As labor approaches, women also experience contractions whose pattern of occurrence become more regular and frequent with time. An experience of persistent back pains and bloody vaginal discharges are indicators that women are on labor (Womenshealth.gov, 2010).

Labor involved three stages each with its unique occurrences. The first stage is usually long, and it takes close to twelve hours. The processes entails opening of the cervix to prepare for delivery. The second stage entails childbirth, where women push to expel their babies, and it could take as short as twenty minutes or as long as two hours. It is important for women to time crowning for them to commit themselves to pushing. Proper timing of crowning minimizes energy wastage and unnecessary pain. The third stage of labor and childbirth involves expulsion of the placenta. The process takes approximately thirty minutes and its completion marks the end of labor.

There are numerous approaches to managing pain experienced during labor. Some are pharmacological while others are non-pharmacological and work by enhancing relaxation. Opioids are the commonest pharmacological approaches to managing pain. The drugs work by blocking pain mediation as they bind to opioid receptors. Pethidine is the primary opioid of choice for analgesia during labor while other possible alternatives include morphine, pentazocine, butorphanol, nalbuphine, and tramadol (Olayemi, 2011). Side effects associated with opioids include drowsiness, nausea, vomiting, as well as a possibility to impair the breathing and heart rates of the baby (Womenshealth.gov, 2010). Non-pharmacological approaches to pain management that women apply include the use of a birth ball, cold or hot objects, listening to music, assuming recommended positions, and the use of aromas among others (Kozhimanil, Johnson, Attanasio, Gjerdingen, & McGovern, 2013). Research findings indicate that 70% of American women apply the non-pharmacological techniques to managing labor pains (Kozhimanil et al., 2013).

Women also practice labor induction. They could do it personally or have it done by their clinicians. Labor induction is at time necessary, but it could lead to complications especially if done without medical guidance, and more so if performed before the 39th week of pregnancy (Kozhimanil et al., 2013). Adversities associated with labor induction include birth weight abnormalities and an elevated likelihood for the necessity of caesarian delivery. Non-pharmacological self-induction methods include engagement in exercise, sexual intercourse, nipple stimulation, and use of castor oil (Kozhimanil et al., 2013). Women may also seek the use of herbal medications to induce labor. Medical procedures that induce labor involve either the use of medications or the performance of certain stimulatory practices. Common approaches include the use of pitocin, cervical gel, or procedures such as membrane rupturing or sweeping (Kozhimanil et al., 2013). It is always important that the involved parties establish the clinical need for labor induction prior to carrying out the process. It is necessary to take caution as the method puts both the lives of the mother and that of the newborn at a significant risk of complications.

It is possible to predict the occurrence of abnormal labor in women. In most cases, abnormal labor is associated with inadequate contractions of the pelvis and the uterine walls (Abraham, & Berhan, 2014). The elongation of any stage of labor also constitutes an abnormality. Labor abnormalities often necessitate caesarian sectioning.

Early Childhood

Method

The learner selected a sentence of interest from readings and reflected on it. The following is the sentence of interest:

“The pre-school years (i.e., 1–5 years of age) is a time of rapid and dramatic postnatal brain development, i.e., neural plasticity, and of fundamental acquisition of cognitive development i.e., working memory, attention and inhibitory control” (Rosales, Reznick, & Zeisel, 2009, Pg. 190).

The method offered an excellent choice as it presented the learner with an opportunity to explore authoritative sources to either support or refute the statement. The method helped the learner take a position and explore scholarly evidence to support it. The learner found that the statement was correct, and there was sufficient scientific evidence to support it.

Discussion

Early childhood involves intensive brain development both structurally and functionally. The brain attains 90% of its adult size when people are at their pre-school stage, and the rate of its growth at the phase is equivalent to a four-fold (Stiles, & Jernigan, 2010, Pg. 328). The increased developmental ability of the brain is attributed to the high level of plasticity that the brain expresses at the stage. The brain also has a considerably increased ability to adapt to situations owing to its high level of plasticity (Stiles, & Jernigan, 2010, Pg. 328). It is important to present preschoolers with a healthy environment as the approach of development that the organ undergoes relies on one’s experiences. Usually, brain development relies on processes that are competitive to each other, and experience determines the process that would dominate the other (Stiles, & Jernigan, 2010, Pg. 328). Brain development is unequal at different stages of growth. Experiences would have varied impact on the development of the brain at different growth stages (Kolb, & Gibb, 2011, Pg. 270). Early childhood is among the stages that bear most influence from experiences owing to the associated high level of neuroplasticity. Growth is usually intensified at the stage, and brain perturbations occur to a great extent in children than in people who are at other developmental stages.

Structural brain development taking place at the preschool age include thinning of the cortex at the caudal-rostral gradient (Kolb, & Gibb, 2011, Pg. 266). The process begins at age two and it advances as far as to age twenty. Cortical thinning influences functional development of the brain, and it is particularly associated with behavioral development. MRI studies have indicated that cortical thinning results in the acquisition of dexterity (Kolb, & Gibb, 2011, Pg. 266). There is significant evidence that slow that changes in cortical thinning in early childhood result in poor development in skills such as language competence in children who express normal intelligence (Kolb, & Gibb, 2011, Pg. 267).

Environmental factors that affect brain development in early childhood include nutrition, engagement in exercises, and exposure to violence. Nutrition is of particular importance as it presents genes with molecules that would influence the expression of traits (Rosales, Reznick, & Zeisel, 2009, Pg. 191). The generation of electrical potentials is crucial in the development of brain functionality, and nutrients such as folic acid, sphingolipids, choline, docosahexaenoic acid, gangliosides, zinc, and iron are essential (Rosales, Reznick, & Zeisel, 2009, Pg. 191). Some of the nutrients make up the structural and functional units of neurons.

There has been research-based evidence linking engagement in exercises to enhanced ability in mathematics and other executive functions among children (Davis, Tomporowski, McDowell, Austin, Miller, Yanasak, & Naglieri, 2011, Pg. 91).. There is a high likelihood that the underlying principle would apply to preschoolers as well. In addition to being beneficial in weight maintenance in children, physical exercises also enhance cognitive development in children (Davis et al., 2011, Pg. 91). Cognitive development is a primary developmental process occurring at the preschool age as the statement of interest indicated (Rosales, Reznick, & Zeisel, 2009). Exposure to violence is an environmental factor that contributes severely to brain development. Significant anatomical and physiological impairments of the brain occur in children who have witnessed domestic violence (Tsavoussis, Stawicki, Stoicea, & Papadimos, 2014)

References

Abraham, W., & Berhan, Y. (2014). Predictors of labor abnormalities in university hospital: unmatched case control study. BMC Pregnancy and Childbirth, 14, 256. http://doi.org/10.1186/1471-2393-14-256

Davis, C. L., Tomporowski, P. D., McDowell, J. E., Austin, B. P., Miller, P. H., Yanasak, N. E., … Naglieri, J. A. (2011). Exercise Improves Executive Function and Achievement and Alters Brain Activation in Overweight Children: A Randomized Controlled Trial. Health Psychology : Official Journal of the Division of Health Psychology, American Psychological Association, 30(1), 91–98. http://doi.org/10.1037/a0021766

Iravani, M., Zarean, E., Janghorbani, M., & Bahrami, M. (2015). Women’s needs and expectations during normal labor and delivery. Journal of Education and Health Promotion, 4, 6. http://doi.org/10.4103/2277-9531.151885

Kolb, B., & Gibb, R. (2011). Brain Plasticity and Behaviour in the Developing Brain. Journal of the Canadian Academy of Child and Adolescent Psychiatry, 20(4), 265–276.

Kozhimanil, K. B., Johnson, P. J., Attanasio, L. B., Gjerdingen, D. K., & McGovern, P. M. (2013). Use of non-medical methods of labor induction and pain management among U.S. women. Birth (Berkeley, Calif.), 40(4), 10.1111/birt.12064. http://doi.org/10.1111/birt.12064

Olayemi, O. (2011). Parenteral opioids for maternal pain relief in labour: RHL commentary. World Health Organization. Retrieved from http://apps.who.int/rhl/archives/CD007396_olayemio_com/en/index.html

Rosales, F. J., Reznick, J. S., & Zeisel, S. H. (2009). Understanding the Role of Nutrition in the Brain & Behavioral Development of Toddlers and Preschool Children: Identifying and Overcoming Methodological Barriers. Nutritional Neuroscience, 12(5), 190–202. http://doi.org/10.1179/147683009X423454

Stiles, J., & Jernigan, T. L. (2010). The Basics of Brain Development. Neuropsychology Review, 20(4), 327–348. http://doi.org/10.1007/s11065-010-9148-4

Tsavoussis, A., Stawicki, S. P. A., Stoicea, N., & Papadimos, T. J. (2014). Child-Witnessed Domestic Violence and its Adverse Effects on Brain Development: A Call for Societal Self-Examination and Awareness. Frontiers in Public Health, 2, 178. http://doi.org/10.3389/fpubh.2014.00178

Womenshealth.gov. (2010). Pregnancy: labor and birth. Retrieved from http://www.womenshealth.gov/pregnancy/childbirth-beyond/labor-birth.html

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Project management; problems,formulas and calculations

Project management; problems,formulas and calculations
Project management; problems,formulas and calculations

Project management; problems,formulas and calculations

Order Instructions:

All formulas and calculations must be shown

Problem 1.
Arsenal Electronics is going to construct a new $1.2 billion semiconductor plant and has selected four towns in the Midwest as potential sites. The important location factors and ratings for each town are as follows:
Scores (0 to 100)
Location Factor Weight Abbeton Bayside Cane Creek Dunnville
Work ethics 0.18 80 90 70 75
Quality of life 0.16 75 85 95 90
Labor laws/unionization 0.12 90 60 60 70
Infrastructure 0.10 60 50 60 70
Education 0.08 80 90 85 95
Labor skill and education 0.07 75 65 70 80
Cost of living 0.06 70 80 85 75
Taxes 0.05 65 70 55 60
Incentive package 0.05 90 95 70 80
Government regulations 0.03 40 50 65 55
Environmental regulations 0.03 65 60 70 80
Transportation 0.03 90 80 95 80
Space for expansion 0.02 90 95 90 90
Urban proximity 0.02 60 90 70 80

Recommend a site based on these location factors and ratings.
Answer 1:

Problem 2.
Sawyer Furniture is one of the few remaining domestic manufacturers of wood furniture. In the current competitive environment, cost containment is the key to its continued survival. Demand for furniture follows a seasonal demand pattern with increased sales in the summer and fall months, culminating with peak demand in November.
The cost of production is $16 per unit for regular production, $24 for overtime, and $33 for subcontracting. Hiring and firing costs are $500 per worker. Inventory holding costs are $20 per unit per month. There is no beginning inventory. Ten workers are currently employed. Each worker can produce 50 pieces of furniture per month. Overtime cannot exceed regular production. Given the following demand data, use Excel Solver to design an aggregate production plan for Sawyer Furniture that will meet demand at the lowest possible cost.
Input: Beg. Wkrs 10 Regular $16 Hiring $500
Units/wkr 50 Overtime $24 Firing $500
Beg. Inv. 0 Subk $33 Inventory $20
Month Demand Reg OT Subk Inv #Wkrs #Hired #Fired
Jan 500 500 0 0 0 10 0 0
Feb 500 500 0 0 0 10 0 0
Mar 1000 1,000 0 0 0 20 10 0
Apr 1200 1,000 200 0 0 20 0 0
May 2000 1,000 1,000 0 0 20 0 0
Jun 400 400 0 0 0 8 0 12
Jul 400 400 0 0 0 8 0 0
Aug 1000 1,000 0 0 0 20 12 0
Sep 1000 1,000 0 0 0 20 0 0
Oct 1500 1,500 0 0 0 30 10 0
Nov 7000 3,500 3,500 0 0 70 40 0
Dec 500 500 0 0 0 10 0 60
Total 17,000 12,300 4,700 0 0 246 72 72
Answer 2:

Problem 3.
Complete the following MRP matrix for Item X. Determine when orders should be released and the size of those orders.
Item: X LLC: 0 Period
Lot Size: Min 50 LT: 2 1 2 3 4 5 6 7 8
Gross Requirements 25 30 56 25 100 40 30 20
Scheduled Receipts 50
Projected on Hand 30
Net Requirements
Planned Order Receipts
Planned Order Releases
Release orders in periods 1 through 5 for quantities of 50, 50, 56, 50, and 50 respectively.
Answer 3:

Problem 4.
Fibrous Incorporated makes products from rough tree fibers. Its product line consists of five items processed through one of five machines. The machines are not identical, and some products are better suited to some machines. Given the following production time in minutes per unit, determine an optimal assignment of product to machine:
Machine
Product A B C D E
1 17 10 15 16 20
2 12 ?9 16 ?9 14
3 11 16 14 15 12
4 14 10 10 18 17
5 13 12 ?9 15 11

Answer 4:

Problem 5.
The following probabilistic activity time estimates are for a CPM/PERT network.
Time Estimates (days) Time Estimates (days)
Activity a m b Activity a m b
1 1 2 ?6 ?7 1 1.5 2
2 1 3 ?5 ?8 1 3 5
3 3 5 10 ?9 1 1 5
4 3 6 14 10 2 4 9
5 2 4 ?9 11 1 2 3
6 2 3 ?7 12 1 1 1
Determine the following:
a. Expected activity times
b. Earliest start and finish times
c. Latest start and finish times
d. Activity Slack
e. Critical Path
Expected Project duration and standard deviation.
Answer 5:

SAMPLE ANSWER

Problem 1 Answer

To determine appropriate location

Based of the above calculations the appropriate site location is Bayside

Problem 2 Answer    

Problem 3 Answer

Release orders in periods 1 through 5 for quantities of 50, 50, 56, 50, and 50 respectively.

Problem 4 Answer

A table showing time taken to produce the products by each machine

Product Machine Totals
A B C D E
1 17 10 15 16 20 78
2 12 9 16 9 14 60
3 11 16 14 15 12 68
4 14 10 10 18 17 69
5 13 12 9 15 11 60
Totals 67 57 64 70 74 335

To get the optimal assignment of product for machine the percentage of total time taken by each machine to produce the five products with regards to the total time to produce all products by all machines is calculated as follows:

Machine B is the most optimal since it utilizes the least percentage of time (i.e. 17%) to produce all the products.

Problem 5 Answer

The formulas:

Where;

Activity t ES EF LS LF S
1 8 0.44 0 8 1 9 1
2 6 1.00 0 6 0 6 0
3 3 0.44 0 3 2 5 2
4 5 2.78 8 13 16 21 8
5 3 0.11 6 9 6 9 0
6 4 0.11 3 7 5 9 2
7 2 0.00 3 5 14 16 11
8 7 1.78 9 16 9 16 0
9 4 0.44 9 13 12 16 3
10 4 0.44 13 17 21 16 8
11 9 1.00 16 25 16 25 0
12 4 4.00 15 27 15 25 2

Where;

Expected activity times (ES); Earliest start and finish times (EF); Latest start and finish times (LS); Activity Slack (LF); and Critical Path (S)

However, the expected project duration and standard deviation are:

Project duration = sum of each activity time (durations) = 59 days

Standard Deviation = sum of all standard deviations = 12.54 days

References

Cleland, D. I., & King, W. R. (2013). Project Management Handbook. New York, NY: Prentice Hall Publishing.

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Small-Scale Qualitative Research Project

Small-Scale Qualitative Research Project
Small-Scale Qualitative Research Project

Small-Scale Qualitative Research Project IRB Requirements and Identifying Interviewees

Order Instructions:

This paper is a pain taking paper and the writer must read all the details as you will see that it is a continues assignment. The writer must also reference back to #113375 as it is the continuation of that paper. The writer will use the result of that paper to continue to build on this paper. It is very important that the writer pay attention to all instructions and directions given here.

Small-Scale Qualitative Research Project IRB Requirements and Identifying Interviewees

This week you will identify and confirm with two individuals you plan to interview in Week 5. You may choose anyone who could provide information on your general topic, based upon the general problem you have identified in the problem statement. Before you select your interviewees, you must ensure you adhere to the ethical requirements outlined below.

Detailed information about the IRB process can be found at the website provided in your Learning Resources at the end. The IRB process must be completed before you collect any data, including data from first-person interviews. However, for the purposes of this course, you will not need to complete the full IRB application process for your small-scale qualitative project. Please keep in mind that before you begin any collection of data for your own doctoral study, you will need to obtain approval from the IRB. Please take the time to familiarize yourself with this process.

Your small-scale qualitative research – project for this course has been pre-approved by the IRB with the condition that all student researchers contain their research activities within the “minimal risk” category.

Requirements for “minimal risk” for this assignment include:
1. You may interview adults only, age 18 or older. These must be ” adults who are not mentally, emotionally disabled or prisoners.”
2. You may NOT interview anyone over whom you hold supervisory responsibility.
3. You may NOT give payments, compensation, reimbursement, free services, extra credit or other gifts to participants.
4. You must de-identify the data relating to the participants and the institution where you will collect (if applicable) to minimize risk of inappropriate disclosure of personal information. De-identification consists of removing all direct identifiers, such as names, school names, locations, etc. from the interview transcript. Suggestions include Participant #1, #2, etc. and locations may be addressed by stating, for example, a business located in Jacksonville, Florida.
5. The IRB requirements for this assignment are simplified for course-work purposes. These simplified requirements do not take the place of the IRB process that you must complete for your doctoral study. You will complete a full IRB application and review process in future semesters after your committee and the URR reviewer have approved your doctoral proposal. It is recommended that you review the IRB application in preparation.
6. The IRB process for this assignment has restrictions that will not apply to your future doctoral study. For example, in this simplified, practice assignment, you will not be allowed to interview minors or to conduct group interviews or focus groups. Obviously these restrictions will not apply to your future doctoral research. This is just practice, so we are keeping the IRB requirements simple.
7. After your Instructor approves your selected interviewees, then you may proceed to contact the interviewees. When you are transcribing your interview as part of a future assignment in this course, be sure to delete all identifying information from the transcript. Do not include the interviewee’s name, names of anyone that the interviewee mentions, name of the school or organization where the interviewee works, etc. For example, you would change John Doe, to interviewee #1 and change New York City to a city in the North East.)
8. If you have any questions about the above requirements for this assignment, please contact your Instructor.
Be sure to follow the assignment rubrics.
Submit a brief statement identifying your topic and details the individuals that you will interview in Week 5. Participant information will be kept confidential. Remember to submit an APA formatted paper including a Title page.

Resources:

• Readings
Course Texts
Qualitative Inquiry & Research Design: Choosing Among Five Approaches

• Chapter 6, “Introducing and Focusing the Study”
This chapter addresses the problem statement, the purpose statement, and the research questions, which are three main components related to introducing and focusing a qualitative study.

• Chapter 7, “Data Collection”
This chapter explores the many components of the data collection process and states that the method of data collection can vary depending on the research method used.
Case Study Research: Design and Methods

• Chapter 2, “Designing Case Studies: Identifying Your Case(s) and Establishing the Logic of Your Case Study” (pp. 46–65)
This reading describes four types of designs for case studies.

• Chapter 3, “Preparing to Collect Case Study Evidence: What You Need to Do Before Starting to Collect Case Study Data”
Preparing for data collection is an important part of your research. Depending on the scope of a case study, the undertaking may be clear-cut or complex. This chapter explores the different types of case studies you may encounter.

American Psychological Association, (2010). Publication manual of the American Psychological Association (6th ed.). Washington, DC: Author.
(Note: You should have received this reference text for a previous course. The APA Publication Manual will be used as a resource throughout this program.)

• Chapters 4–-6
Read and understand “The Mechanics of Style,” “Displaying Results,” and “Crediting Sources.”
Website:

• Office of Research Integrity and Compliance: Institutional Review Board for Ethical Standards in Research
http://researchcenter.waldenu.edu/Office-of-Research-Integrity-and-Compliance.htm

This website provides the information and forms you will need to comply with the research ethics policies of Walden University since the exercise we are carrying on is directly link to that institution.

Bernard, H. R. (2010). Analyzing qualitative data: Systematic approaches. Los Angeles, CA: Sage Publications.

• Chapter 3, “Finding Themes”

I will send other details via email so respond to let me you you have receive the doc.

SAMPLE ANSWER

Introduction

To comply with the IRB requirements, the interviewee would be someone who has over ten years experience mostly gathered in the human resource department. The person must also be a qualified and skilled graduate with a bias in human resource management. The above requirement would definitely lock out anyone who is still minor or below 18 years. The qualification would be necessary as the research would be based on the following hypothesis:

Ho: HRM practices that can perfect employee productivity

H1: HRM practices have no effect on employee productivity.

The research will seek to find out the exact effect of human resource management practices on employee performance in a work environment (Doody & Noonan, 2013). The purpose of the research undertakings is to provide a clear understanding of the importance of HRM processes in a business environment and the effect of HRM on production. The research targets to develop HRM management strategies for future business management and application of the right HRM policies for optimum company productivity.

For the interviewee, i have selected two professionals. Emily Lawson who is a senior manager at the American certification staffing association based in Alexandria, Virginia. She was previously at the American Staffing Association. She is a graduate of the University of Mary Washington and was also the executive director of New York staffing Association.  Am also targeting two other senior managers residing in New York with similar qualifications in case the first respondent would not be available (Ali, Ahmad and Igbal, 2012).

The other interviewee is the chief resources officer at the Henry Ford Health System in Detroit. Kathy Aswald was the executive director of the human resources at the Ford Motor Company where she was actively involved in business development and human resource productivity. She also featured among the top 50HR executives in the world in the year 2000. She is a leader in organizational consultancy and business development activities. My selection for the two above is that they have extensive knowledge in human resource development and capacity building in human capital. They would be able to provide enough information and also be able to present logical empirical research that i could use to make a conclusive decision on the hypothesis above (Bernard, 2010).

The kind of questions that i intend to confirm with the respondents includes the following;

What are the common human resource management techniques that can motivate employees to work hard without any financial compensation?

What policies in HRM can optimize productivity?

Give examples of the policies that have succeeded in increasing productivity in your current or previous position?

Provide details of human resource management strategies those employees would positively prevent staff turnover and possibly attract employees from other rival companies besides financial or monetary compensation.

Can you outline stock options strategies that can motivate employees without diluting the company’s stock values?

The details above are only samples that i would develop to provide a qualitative research study that would capture all the answers that are required to conclude the research in question (MacDuffie, 1995).  For an effective and productive HRM policy, then a lot of consultation and research work has to be undertaken before the final policies are drafted (Huselid, 1995). The two respondents would provide an insight into the world of real human resource development and productivity. The policies and strategies to be adopted would depend on the effectiveness of the HRM policies and their impact on productivity.

Reference

Ali, M., Ahmad, Z. and Igbal, J. (2012) Human Resource Planning: A Key to Internal and External Fit, African Journal Business management Vol.6 (27) pg. 7938-7941, July issue.

Bernard, H. R. (2010). Analyzing qualitative data: Systematic approaches. Los Angeles, CA: Sage Publications.

Huselid, M.A. (1995) The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance, Academy of Management Journal, 38, 635-672.

MacDuffie, J.P. (1995) Human Resource Bundles and Manufacturing Performance; Organizational Logic  and Flexible Production Systems in the World of Auto Industry , Industry and Labor Relations review, 46, pg. 197-221.

Doody, O., & Noonan, M. (2013) Preparing and Conducting Interview, Nurse Researcher, 20(5), pp.28-32.

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Evaluation of Doctoral Study Assignment

Evaluation of Doctoral Study
                    Evaluation of Doctoral Study

Evaluation of Doctoral Study

Order Instructions:

For this paper, the writer need to pay attention to details and follow the instructions of the rubric as indicated. The writer will have to carefully study the Rubric and respond to all items requested. The writer must clearly show all responses for all part mention in the order form, and must clearly use in text citations throughout the evaluation.

Evaluation of Doctoral Study—Foundation of Study

Using the Doctoral Study Rubric in the study you were assigned for Week 1 complete the assessment of the five elements (The Background, The Problem Statement, The Purpose Statement of the Study, and Central Research Question, Conceptual/Theoretical framework) according to “Section 1: Foundation of the Study”

Important note: Keep in mind that new elements of this evaluation assignment will be coming up in Weeks 5 and 6.The final evaluation and write-up will be due in Week 6.

I will email the details again containing the Rubric and the article to be use in the evaluation.

SAMPLE ANSWER

Evaluation of Doctoral Study

The study is set in an ethical background that is found in the lack of ethical decision-making in a business environment. The ethical implications of some decisions made in a business background impose negatively on the operations of a business or organization. Furthermore, the effect of the decisions made with no regard to ethics in a business setting affects the performance of shareholders in the environment greatly. The situation in the current business world holds true to the statements made in the background of the study. More and more businesses and organizations have turned to ill-motivated methods in an effort of maximizing output against the input made. It is commonplace for business in the current age of to make more profit with no regard to the implications of the way the profit was being created.  This makes a good illustration of the impact of the unethical way of conducting business operations can have on the business world.

The world of business is now so much bent on the benefits of short-term profit. Consequently, the world of business has also gave a blind eye to the fact that trust has been eroded thus giving way to the unacceptable way of conducting business transactions in an unethical manner. The trust aspect in business has been eroded to a point that it has an irreversible impact on the organization. The problem statement of the doctoral study clearly states the relationship between short-term profit and the impact of the unethical means of getting the profit has quite an implication on the level of trust of shareholders (Saunders et al., 2012). However, the certainty of the problem arises from the characteristics of conduct ethical definition in the context of the stakeholder’s interest.

The main purpose of the doctoral study was to define the unique attributes of the unethical conduct of the decision-making a process of the business activities adequately. The implications of the decision-making process were evident on the stakeholder’s level of trust in the organization. The purpose statement regarded the explicit relationship between these two entities of the modern age of business operations. The situation in the business environment has become so much bent in short term profit that it has become the basis on which most business transactions are built on. The research design was formulated in such a way that it focused on the significance of the current influence that ethical considerations have in the modern world of business. Seeing that most businesses currently think little of the ethical considerations of decisions making and think highly of the short-term profit made from the transactions.

The research question focused on the main point of the study. The main research question being the focus put on the qualitative design of the research part. The methodologies used in the research or study proved to be effective on the type of demographics that was considered. In the study, the focus was on a semi-structured interview format way of acquiring sensitive data from the sample of people chosen. The chosen sample seemed to be conducive for the type of research question at hand. Considering the relationship of the sample with the organizations that had established ethics programs.

References

Ridley, D. (2012). The literature review: A step-by-step guide for students. Sage.

Panadero, E., & Jonsson, A. (2013). The use of scoring rubrics for formative assessment purposes revisited: A review. Educational Research Review, 9, 129-144.

Saunders, M., & Lewis, P. (2012). Doing research in business and management: An essential guide to planning your project. Financial Times Prentice Hall.

Sisk, R. J. (2011). Team-based learning: systematic research review. The Journal of nursing education, 50(12), 665-669.

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Roles of Assistant In Nursing Research Paper

Roles of Assistant In Nursing
Roles of Assistant In Nursing

Roles of Assistant In Nursing

Order Instructions:

See attached files

SAMPLE ANSWER

Introduction

To qualify as a registered nurse, one needs to complete their undergraduate nursing course and register to be licensed to practice. For specialist nurse, then one is expected to take graduate studies. However, recent studies indicate that there have shortages in the number of the registered nurses (RN) and Advance nurse practitioners (APN). Therefore, there is a need to establish an effective strategy that will address the shortages of the nurses (Unruh & Zhang, 2012).

One of the strategies suggested by the evidence-based practice is the use of assistant in nursing to help in the healthcare setting. The issue of the integration of the AIN is highly debatable, with many studies highlighting their advantages as well as the disadvantages. This paper aims at defining the role of AIN, and the impact of their utilization in the healthcare settings. This aims at identifying their role in helping the RN achieve the set competencies and nursing practice goals.

Roles of Assistant In Nursing

The AIN is the word used to describe nurses who have completed nursing certificate at level III in a healthcare service. The Nursing and Midwifery board of Australia (NMBA) indicates that AIN are supervised and delegated duties by the RN. In some cases, AIN are also referred to as multi-skilled worker, technician, personal care assistants, and nurse extenders. Traditionally, AIN have been employed in aged care sector and in midwifery. The NMBA indicates that midwife have vital roles in counseling, education of the community especially during antenatal education and reproductive health. However, there have been changes in the recent past where AIN are increasingly being used to support RN in broad range of healthcare settings. The AIN roles and responsibilities include helping the patient during meals where they prepare table over the patient’s bed and help the patient position safely to feed (Unruh & Zhang, 2012).

Where necessary, AIN are required to feed the patients physically who cannot feed themselves but rather require the assistance when feeding. The AIN are also required to help the patient perform their daily living activities. These include activities such as bathing, bed washes and oral hygiene, brushing and the cleaning of dentures. They are required to make observations on changes on the patient’s physical appearances and report them to the RN. The AIN are also required to help the patients with mobility such as moving patients from bed to chairs, re-application of the ant-embolic stockings and bed positioning. They are also supposed to help the patients with voiding, including helping the patient go to the toilet or provide bedpan, and recording the urine collected in the drainage bags (Weiss, Yakusheva, & Bobay, 2011).

The AIN are expected to communicate any abnormalities to the RN. During this step, they are expected to uphold the key nursing principles and to maintain patient privacy, dignity and demonstrate empathy towards the patients. The AIN are expected to ne diplomatic and report any disputes to the RN. AIN are also used to relay patient educative information regarding the disease management especially on matters that regards hygiene (Heale, 2010). The AIN are required to maintain a stable environment that will facilitate quick recovery. These includes  making up of post operative beds, implementation standards that reduce infection control  such as hand hygiene, moping the spills and notify the RN if specific cleaning procedures such as use of radioactive  procedures is required (Richer, Ritchie, & Marchionni, 2010).

RN roles

According to  the Nursing  and Midwifery board of Australia (NMBA)  registered nurses have various roles. Their roles as a coordinator imply that they are expected to coordinate plans. This is through piecing together of the fragmented care includes preparation of discharge with the liaison with other healthcare team. RN roles as communicators include establishing a good rapport between the healthcare providers and service users. This helps in their establishment of therapeutic care through analysis of verbal and non-verbal communication (Unruh & Zhang, 2012).

RN roles as teachers include the educating the patient to empower them with the benefits of self-care abilities. They are also responsible in affecting knowledge to the patients to enable them make informed decisions. This include training them with the relevant skills that will help the patients promote health, restore health, promote coping and prevention of further complication (Fitzpatrick, Campo, & Lavandero, 2011). They strategize the teaching learning process by identifying the specific teaching domains. These include cognitive learning, psychomotor learning, and affective learning. The RN is also counselors and is expected to provide emotional support to the patients to enable them handle the challenges they face with positivity. It is important, the RN are expected to know that they are team player. They are expected to collaborate and should not work in isolation when promoting patient healthcare. (Van Walraven et al., 2015).

RN responsibilities when working with the AIN

Some of aforementioned responsibilities of RN can be assigned to the AIN. The AIN can help the RN on duties such as teaching, assisting patients to feed, bath, and mobility as described above. This way, the RN can concentrate on leadership, by supervising the RN. This is because RNs are trained to have visions to energize other medical staff through motivation to work as team players and encourage them to achieve goals (Unruh & Zhang, 2012). As leaders, RN are expected to encourage AIN to work their best and collaboratively. The RN roles as managers are wider than that of managers. They are equipped with leadership skills during training, which includes cognitive skills, interpersonal skills, legal skill, ethical skill, management skills, problem solving skills and communication skills (Tyler, 2010).

With the help of AIN, the RN is supposed to note the barriers as well as challenges that hinder effective delivery of care. This includes barriers such as language barriers, cultural barriers, cognitive barriers, health literacy levels, and stress levels (Wayhlin & Idvall, 2010). Then, develop strategies to overcome these barriers. This is done using the nursing process, which includes assessment, planning, implementation and evaluation processes. RN is also advocate and is expected to support all patients by being assertive and promoting self-determination (Aubry, Etheridge, & Couturier, 2012).

Impact of utilization of Assistant in nursing (AIN) 

As mentioned above, the role of Registered nurses are varied and very complex. Quality delivery of care requires the nurses to take different roles during different phases of care. They are expected to fulfill all their roles to the best of their abilities. However, nurse shortage and poor working environments have led to nurse shortages (Hebert, Moore, & Rooney, 2015).  This has led to numerous challenges in the delivery of care in the healthcare settings, especially in patient safety concerns such as medication errors, diagnostic errors, hospital acquired infections, and patient hospital falls. This calls for a rapid measure to ensure that patient’s outcomes are positive and care delivered is safe and of quality (Van Walraven et al., 2015).

One of the strategies suggested by the Department of healthcare and supported by evidence-based practice is the utilization of AIN in healthcare settings. The benefits of integrating the AIN in health settings are that they will be a viable solution to the micro-political health issue (Taylor-Ford, 2013). The utilization of AIN will address the shortages of RN. This is because the AIN can aid the RN with some of the clinical settings chores under their supervision, as the RN works focuses on other responsibility (McHugh, Berez, & Small, 2013).

A typical nurse day begins with   the analysis of the reports from the nurses in the previous shift and end with the filling of their own reports. In between these two responsibilities, the RN is expected to perform all other aforementioned tasks including administering of medication, wound care, physical assessments, and coordinate care with the other healthcare professionals. Lunch breaks and tea breaks are usually nonexistent. This sometimes leads to nurse burn out, which increases the risk of medical error, poor hand hygiene, and poor patient outcome (Tyler, 2010).

One study has indicated that the utilization of AIN in the health care settings found an association between the proportions of total hours the RN with the assistant with the AIN   improved six outcomes in patients under care. These included reduction of hospital stays and well as the reduction of hospital acquired infections (Richer, Ritchie, & Marchionni, 2010).

Other studies indicate that nurse shortages leads to working for log hours with high nurse to patient ratio. This had been associated high increase of mortality, reduced patient empowerment. The patients are discharged too soon before their medical complication has established (Armmer & Ball, 2015). Consequently, the readmission rates are higher and in most cases, the patients report with more complications. With the integration of AIN in the healthcare settings, their  patient ratio is lower, and the RN in collaboration with the AIN, they are able to deliver patient centered care  and the patient are empowered such that they are able to manage their healthcare complications. Additionally, these nurses are able to notice and intercept medical errors. They also get ample time to advocate for the patients to the medical care in insurance companies to ensure that the patient get all their demands (Castle & Anderson, 2011).

One research associates nurse burnout with increase of infections. The aforementioned RN responsibilities lead to nurse burnout with extra patient assigned or extra overtime assigned to nurse. The study has indicated increase in the rate of catheter infection of one person for every 1,000 (Heale & Butcher, 2010). One study that integrated that utilization of AIN reduced burnout from 30% to 10%, and would reduce about 4,160 infections. The mortality rates would reduce to 11% with reduced burnout (Tyler, 2010).

Another study indicated that the utilization of AIN to help the RN with some of the nursing practices reduced the RN’s overtime hours. This was correlated with better care, fewer emergency departments within the first month of hospital discharge. This translated to reduced cost of care. This study also found correlation between utilization of AIN with the staffing ratios and with the patient satisfaction (Castle & Anderson, 2011).

A study that conducted cost benefit analysis study indicated that increased overtime hours increased patient cost of care by $197.92 per hospitalized patient. With the utilization of AIN, approximately $607.51 taxpayer’s money is saved (Heale & Pilon, 2012). Studies indicated that reduction of overtime work by 0.07 hours saved hospital cost by $8.18 per patient and $10.98 in savings of the taxpayer’s money. The annual net savings reported by this article was $11.64 (Weiss, Yakusheva, & Bobay, 2011).

From this analysis, the body of research indicates that utilization of AIN translates into quality care, low mortality rates, shorter hospitalization stay, and fewer health complications. However, the main disadvantages is that healthcare productivity could decline if the RN are replaced with AIN (Ulrich et al., 2010). This is because RNs are all encompassed. There are concerns that this approach could increase the risk of “failure to rescue” in departments with less RNs. This refers to cases where the situation requires further treatment due to the deterioration of the patient status. The AIN may not fully identify such situations early enough. There is need to  conduct more further research to identify the most effective nursing staffing  mix is  effective to sustain quality care.

Conclusion

The study concluded that to manage effective delivery of care, the healthcare facilities should invest in reducing RN workloads strategies such as the utilization of AIN. This results to improved quality of care, reductions of readmissions, HAIs, patient falls, and emergency visits. This strategy is cost effective and improves quality of care.

References

Armmer, F., & Ball, C. (2015). Perceptions of horizontal violence in staff nurses and intent to leave. Work, 51(1), 91-97. http://dx.doi.org/10.3233/wor-152015

Aubry,, F., Etheridge, F., &  Couturier, Y.,(2012). Facilitating Change Among Nursing Assistants in Long Term Care. The Online Journal Of Issues In Nursing, 18(6). http://dx.doi.org/10.3912/OJIN.Vol18No01PPT01

Castle, N. G., & Anderson, R. A. (2011). Caregiver staffing in nursing homes and their influence on quality of care, Medical Care, 49(6), 545-552. http://dx.doi.org/10.1097/mlr.0b013e31820fbca9

Fitzpatrick, J., Campo, T., & Lavandero, R. (2011). Critical Care Staff Nurses: Empowerment, Certification, and Intent to Leave. Critical Care Nurse, 31(6), e12-e17. http://dx.doi.org/10.4037/ccn2011213

Heale, P. (2010). Nurse-Perceived Barriers to the Implementation of Nondirected Pushing. Journal Of Obstetric, Gynecologic, & Neonatal Nursing, 39, S103-S103. http://dx.doi.org/10.1111/j.1552-6909.2010.01127_1.x

Heale, R., & Butcher, M. (2010). Canada’s First Nurse Practitioner’s “Led Clinic: A Case Study in Healthcare Innovation. Nursing Leadership, 23(3), 21-29. http://dx.doi.org/10.12927/cjnl.2010.21939

Heale, R., & Pilon, R. (2012). An Exploration of Patient Satisfaction in a Nurse Practitionerâ’s“Led Clinic. Nursing Leadership, 25(3), 43-55. http://dx.doi.org/10.12927/cjnl.2012.23056

Hebert, K., Moore, H., & Rooney, J. (2015). The Nurse Advocate in End-of-Life Care. The Oschnoerjournal, 11(4), 325-329. http://dx.doi.org/PMC3241064

McHugh, M., Berez, J., & Small, D. (2013). Hospitals With Higher Nurse Staffing Had Lower Odds Of Readmissions Penalties Than Hospitals With Lower Staffing. Health Affairs, 32(10), 1740-1747. http://dx.doi.org/10.1377/hlthaff.2013.0613

Richer, M., Ritchie, J., & Marchionni, C. (2010). Appreciative inquiry in healthcare. British Journal of Healthcare Management, 16(4), 164-172. http://dx.doi.org/10.12968/bjhc.2010.16.4.47399

Tyler, D. A. (2010). Nursing home culture, teamwork and culture change, Journal of Research in Nursing, 16(1), 37-49. http://dx.doi.org/10.1177/1744987110366187

Taylor-Ford, R. (2013). Moral Distress in End-of-Life Care: Promoting Ethical Standards of Executive Nursing Practice. Nurse Leader, 11(3), 51-54. http://dx.doi.org/10.1016/j.mnl.2013.01.005

Ulrich, C., Taylor, C., Soeken, K., O’Donnell, P., Farrar, A., Danis, M., & Grady, C. (2010). Everyday ethics: ethical issues and stress in nursing practice. Journal Of Advanced Nursing, 66(11), 2510-2519. http://dx.doi.org/10.1111/j.1365-2648.2010.05425.x

Unruh, L., & Zhang, N. (2012). Nurse Staffing and Patient Safety in Hospitals. Nursing Research, 61(1), 3-12. http://dx.doi.org/10.1097/nnr.0b013e3182358968

Van Walraven, C., Dhalla, I., Bell, C., Etchells, E., Stiell, I., & Zarnke, K. et al. (2010). Derivation and validation of an index to predict early death or unplanned readmission after discharge from hospital to the community. Canadian Medical Association Journal, 182(6), 551-557. http://dx.doi.org/10.1503/cmaj.091117

Wayhlin, I., Ek, A., & Idvall, E. (2010). Staff empowerment in intensive care: Nurses’s and physicians’ lived experiences. Intensive And Critical Care Nursing, 26(5), 262-269. http://dx.doi.org/10.1016/j.iccn.2010.06.005

Weiss, M., Yakusheva, O., & Bobay, K. (2011). Quality and Cost Analysis of Nurse Staffing, Discharge Preparation, and Postdischarge Utilization. Health Services Research, 46(5), 1473-1494. http://dx.doi.org/10.1111/j.1475-6773.2011.01267.x

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Importance of talent development; learning objectives;

Importance of talent development
    Importance of talent development

Importance of talent development

Order Instructions:

Learning objectives

The rationale behind your Personal Development Portfolio (PDP) is for you to reflect on the importance of talent development in all organisations; and, in particular, how you can contribute to this concept within your own organisation.
This PDP is divided into two submissions. The first part is due in Week 6, and the final part is due in the final week of the module, Week 8.

To prepare for this PDP assignment:
•Reflect on the readings you have encountered in the first 6 weeks of this module.

SAMPLE ANSWER

Importance of talent development

In the current knowledge economy, talent is not just crucial, it is also scarce. Even though a lot of executives report that finding and retaining talent is usually their main priority, a lot of organizations are still struggling to fill skilled positions. Senior managers of the company need to consider that an effective way of attracting and retaining talent entails creating an environment in which talented individuals can develop. Talent development is understood as building the abilities, skills and knowledge of other people and assisting them to develop and attain their potential so that the organization can succeed and grow (Popescu & Popescu 2012). This essay provides my reflection on the importance of talent development in all organizations, and the way in which I can contribute to this concept within my own company.

Retain top talent

Talent development helps organizations to retain their top talent. If employees leave a company due to a lack of talent development initiative, the company may be adversely affected. There would be the disruption of customer service, loss of company knowledge, in addition to loss of engagement and morale for the employees who remain. Offering opportunities for career development and talent development will ensure that when they desire a job shift, valuable workers are more probable to look in the company, and not somewhere else (Neves, Galvão & Pereira 2013). Talent development allows an organization to develop, retain and leverage its talent in order to realize its most important business goals. An organization should be able to envision, plan, execute and assess talent initiatives which produce real bottom-line results.

People who are talented often look for opportunities to grow, and they would move to companies which offer them sufficient opportunities to grow. Moreover, retention becomes a non-issue; if employees are developing more quickly than they could develop in any other organization, they will not leave since they have no reason to. If a business organization is really serious as regards attracting, retaining, and developing high-quality talent, then it needs to view itself as a growth platform for talent where employees could actually develop themselves much quicker than they could in any other company. In turn, this could create a self-reinforcing cycle as talent creates more growth opportunities (Castellano 2014).

Promotes lasting employee engagement and commitment and boosts productivity

Training and development of staff members starts with the process of onboarding. Typically, orientation is the initial substantive touch point for new employees. It offers an important opportunity for getting the new hires to get acquainted with the company – its policies, values, and culture. In addition, this is an opportunity to promote employee commitment and engagement by telling them how their position actually contributes to the overall business goals and mission of the organization (Holland, Sheehan & De Cieri 2010). Training is important in adding value to workers and to the company. Other than the benefits of more skilled workforce, training also promotes lasting employee engagement as well as commitment (Castellano 2014). Staff members who receive training obtain the satisfaction of mastering new skills as well as increasing their employability. Training shows the commitment of the organization to its staff members, makes employees feel valued, and promotes reciprocal commitment (Holland, Sheehan & De Cieri 2010). Workers nowadays expect to find direction and meaning in their daily work – not only tasks and jobs but meaningful careers as well as career goals. Staff members with access to talent development processes, tools and resources feel much more supported and engaged by the company. Additionally, staff members who drive their own development have a higher likelihood of being motivated and optimally productive consistently (Neves, Galvão & Pereira 2013).

More productive and profitable workers

Employees who are empowered are profitable and productive workers. Researchers have reported that employees who feel empowered by their organization’s training and development initiatives have greater innovation, higher morale, and better output. This also implies less absenteeism and turnover within the company (Downs 2012). Career development and talent development initiatives prepare workers to attain their professional objectives and align these professional goals with the objectives and needs of the organization.

Strengthens the succession pipeline

The backbone of any effectual process of succession planning is a talent pipeline which is well-prepared that could actually be drawn from at any given time. If an organization has an employee-driven talent development initiative, its top talent will have the chance of applying for major job positions which might be vacant. When the company makes such opportunities available and visible for every qualified employee, the organization would ensure that the most eligible people enter those crucial roles (Salopek 2014).

Creates a positive branding for the company

Companies which attain the most sustainable success are the ones which attract the best individuals to develop their strategies and realize their objectives and goals. Salopek (2014) reported that an effective talent development initiative will brand the company as an organization which truly cares about its staff members. In turn, this will help the company to constantly attract the best employees for the positions the company needs.

Fill internal skill and role gaps

Gaps in competency and skills, especially in crucial high-level roles, are becoming increasingly widespread as roles become more challenging and the demands of leadership become more and more intricate. Creating a process and culture which facilitates internal mobility is an effective way of filling these gaps from within the company (Neirotti 2013). It is worth mentioning that an internal mobility framework will enable workers who are qualified to find job positions that are most suited to them. It will also enable the company to fill these roles without significant expenditure associated with hiring new people from outside, training them, and onboarding them.

Own contribution to talent development

I can contribute to the concept of talent development within my own company by informing the HR manager about the talent development strategies that can be used in the organization in order to enhance talent development at the company and obtain the many advantages of talent development as described above. Some of these advantages include enhancing long-term engagement and commitment of employees, retaining top talent, and to have staffs who are more productive and profitable. I will also inform the HR manager about the importance of designing a work environment that helps workers in the company to improve their everyday performance. Since talented individuals often look for opportunities to grow, I will encourage the HR manager to create an environment wherein people who are talented can grow. For example, training programs can be used in helping employees to develop a particular knowledge or skill set.

Conclusion

To sum up, talent development is important because it brings the following advantages for the company: ensures retention of talent, improves the branding of the company, develops talented workers in areas of professional know-how, and develops guiding stars. Guiding stars refers to those star workers who can contribute to the success and growth of the company. Therefore, the key to sustained success lies in the capacity to keep these workers in the company, and in knowing, managing and developing their talents appropriately. Furthermore, talent development increases innovation as well as capacity for change in the organization.

References

Castellano, S 2014, ‘Opening Solutions to Talent Development’, TD: Talent Development, 68, 8, pp. 66-69, Professional Development Collection, EBSCOhost, viewed 18 September 2015.

Downs, LJ 2012, ‘Integrated talent management: Building a Strategy One Block at a Time’, T+D, 66, 8, pp. 42-47, Professional Development Collection, EBSCOhost, viewed 18 September 2015.

Holland, P, Sheehan, C, & De Cieri, H 2010, ‘Attracting and retaining talent: exploring human resources development trends in Australia’, Human Resource Development International, 10, 3, pp. 247-262, Business Source Complete, EBSCOhost, viewed 18 September 2015.

Neves, C, Galvão, A, & Pereira, F 2013, ‘Guidelines in human resources management’, Tourism & Management Studies, 2, pp. 420-429, Hospitality & Tourism Complete, EBSCOhost, viewed 18 September 2015.

Neirotti, P 2013, ‘How do human resource development strategies influence performance? A contingency perspective’, Journal Of General Management, 39, 2, pp. 3-34, Business Source Complete, EBSCOhost, viewed 18 September 2015.

Popescu, M, & Popescu, A 2012, ‘The development of human resources in organizations’, USV Annals Of Economics & Public Administration, 12, 2, pp. 36-42, Business Source Complete, EBSCOhost, viewed 18 September 2015.

Salopek, JJ 2014, ‘Showstopping Learning’, TD: Talent Development, 68, 10, pp. 56-59, Professional Development Collection, EBSCOhost, viewed 18 September 2015.

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Learning objectives Assignment Paper

Learning objectives
  Learning objectives

Learning objectives

Order Instructions:

Learning objectives
Depending on the module goals, learning objectives may target a range of skills or cognitive processes. Bloom and Krathwohl’s (1956) taxonomy of educational objectives differentiates between three domains of learning: cognitive, affective and psychomotor.

For this Collaboration, you suggest possible learning interventions that would fulfil the learning needs identified by your colleagues.

Reference:
Bloom, B.S. & Krathwohl, D.R. (1956) Taxonomy of educational objectives: the classification of educational goals. Handbook I: cognitive domain. New York: Longmans, Green.

Noting the range of types of learning objectives presented.

Discussing ways your experiences in the creation of learning objectives are similar or different.

SAMPLE  ANSWER

Introduction

Taxonomy involves the classification of different learning objectives that students are expected to achieve as set by educators. The three major categories are cognitive, affective and psychomotor. To provide a holistic form of education, educators insist on attainment of all the three objectives (Anderson & Krathwohl, 2001).

Cognitive domain of education objective revolves around attainment of knowledge and critical thinking. The recipient of knowledge must demonstrate understanding and application of the acquired knowledge to analyze and remember the concepts taught. Different individuals have varying aspects and affinity to grasp what is taught in class. Some individuals may display outstanding abilities in cognitive skills as demonstrated in academic performance and general analytic skills (Bloom & Krathwohl, 1956). Others may be excellent in physical abilities like driving, running and other sporting activities that require a different form of training. Psychomotor domain is applicable to this group of persons. It involves the physical attribute that an individual posses and the ability to manipulate tools or other instruments in an effort to develop or excel in the production or organization of an event, sport or any other activity that requires someone’s presence.

Affective domain is the response or the description of individual reaction mostly emotional. The objectives of affective domain aim at developing growth in feelings, attitudes and emotions. For effective achievement of these objectives, students must demonstrate minimum abilities to pay attention to recognize and memorize the concepts taught by attaching some value to the knowledge acquired. The students must be able to apply what they have learnt by accommodating, comparing, elaborating and relating the concepts learnt with their environment.

My colleagues mostly in college and work place have demonstrated strong cognitive skills compared with the other two domains. To develop effective cognitive skills that are applicable to the current corporate market setup, the best learning intervention that would provide a holistic development would be available in corporate universities (Simpson, 1966). These institutions provide accredited learning programs that are complete with case studies that simulate particular job demands and training requirements (Reid & Barrington, 1999). To provide the needs of the affective domain most colleges offer elementary psychology classes for overall growth in attitudes and emotional development. The need for effective interpersonal skills especially when dealing with clients and other stakeholders in the same industry is an essential part of the affective domain objective (Goleman, 2006). The learning strategies that can be applied in a job setup include on the job training, planned internal or external organization experience, internal or external courses or even personal self managed learning programs. The intervention methods would include coaching and action learning mostly for psychomotor needs and other relevant cognitive and Affective needs required (Grant, 2006). Mentoring, education partnerships and E-learning interventions are also suitable for both college students and employees.

For my colleagues to learn, they must have the desire to learn and accomplish their targets. Their perception or ability to apply individual cues to guide and control their motor activities as adduced by the psychomotor concept determines their eventual ability to change or develop their skills or behaviors. The abilities to assemble, dismantle, construct, organize or play successful indicate whether one’s performance is better, quicker or effective. Other skills like estimating where a ball would land or determine the condition and problems of a motor car by its engine sound or determine the quality of wine or coffee by its smell or taste are all good pointers to perception in psychomotor domain.

References

Anderson, L. W. & Krathwohl, D. R. (eds.) (2001). Taxonomy for Learning, Teaching, and Assessing: A Revision of Bloom’s Taxonomy of Educational Objectives. New York: Longman. https://www.jstor.org/stable/42926529

Bloom, B.S. & Krathwohl, D.R. (1956) Taxonomy of educational objectives: the classification of educational goals. Handbook I: cognitive domain. New York: Longmans, Green.

Goleman, D. (2006). Emotional intelligence. New York: Random House.

Simpson, E.J. (1966) ‘The classification of educational objectives: psychomotor domain’, Illinois Journal of Home Economics, 10 (4), pp.110-144.

Reid, M.A. & Barrington, H.A. (1999) Training Interventions: promoting learning opportunities. London: CIPD.

Grant, A. M. (2006). Workplace and executive coaching: A bibliography from the scholarly business literature. In R. Stober & A. M. Grant (Eds.), Evidence based coaching handbook: Putting best practices to work for your clients (pp. 367-398). Hoboken, NJ: Wiley.

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Process of planning and managing change

Process of planning and managing change
Process of planning and managing change

Identifying and assessing the process of planning and managing change within an organisation

Order Instructions:

Identify and assess the process of planning and managing change within an organisation.

What role should HR play in change management?

SAMPLE ANSWER

Process of planning and managing change

Business transformation and change is often difficult and involves changing organization culture and employees attitude towards accepting new way of doing things in the organization. Change management refers to organization practices and structured procedures that management of an organization adopts to lead people towards achieving a new vision or the stated goals of an organization (Cummings & Worley,2014). The process of planning and managing change begins by understanding the employees and their capacity to change. According to Hayes (2014), change management process encompasses three stages as follows:

Change preparation: This stage entails the preparation, assessment and strategy formulation. The leader in charge of the change process has to define the change management strategy and prepare the change management team. This preparation is done in readiness to carry out the required organizational direction in alignment with the corporate level strategy, and finally the change management leader has to develop the sponsorship, model.

Managing change: Phase 2 involves thorough planning and proper management and implementation of change process. The management team in this phase develops change management plans, take action on decisions made on earlier phase and implement plans on the functional level and operational level of the organization.

Reinforcing change: The last phase involves data collection, corrective plans, and acknowledgment. In this level, the management has to collect and analyze data from relevant departments. On the same note, the management also looks out for challenges that the team is facing and develop strategies that help to manage resistance from the employees.

The responsibility of Human Resource Management in change management process

Human resource management plays a critical role in change management because many of the issues tackled concern the people’s aspect of change. The human resource has the responsibility of ensuring that employees are motivated to undertake and participate in the change management program (Kuipers et al., 2014). The human resource department is also responsible in aligning organization goals, with the change management process.

On the same note, Human resource has to ensure that impetus for implementation of change at every managerial level is available such as the provision of structured framework for change. Furthermore, the management must provide mechanisms of aligning the management concerns with those of the employees (Raineri, 2011). This is achieved by identifying and establishing a workable change management process and finally Human resource management has to reinforce change management communiqué as a means of attaining the desired change.

In conclusion, Managing change as a progression from an organizational point of view helps to make certain that the right actions are taking place at the right moment. And those workers are gaining the right information they require to proceed through their personal process of change. The three processes is a sequence that in the end ensures that change impact is seen in the organization’s performance. Human Resource Department plays a primary role in managing and overseeing the change process. This role is imperative as it helps to align organization goals, change objectives, and the change process to ensure a smooth transition to achieve organization sustainability.

References

Cummings, T., & Worley, C. (2014). Organization development and change. Cengage learning.

Hayes, J. (2014). The theory and practice of change management. Palgrave Macmillan.

Kuipers, B. S., Higgs, M., Kickert, W., Tummers, L., Grandia, J., & Van der Voet, J. (2014). The management of change in public organizations: A literature review. Public Administration, 92(1), 1-20.

Raineri, A. B. (2011). Change management practices: Impact on perceived change results. Journal of Business Research, 64(3), 266-272.

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Human resource and management Planning the change

Human resource and management Planning the change
Human resource and management Planning                               the change

Human resource and management Planning the change

Order Instructions:

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

SAMPLE ANSWER

Planning the change

In different organizations, there is always need to impact changes. For such changes to have positive impact there must be proper planning of the change as well as its management. Different persons of organization play different roles in planning and managing change. However, it is crucial to note that; the human resource personnel usually play greater roles. It is critical to understand the perspectives of the two elements of change. Louw-Potgieter (2012) observes that: planning entails the initial blueprint of the intended change, whereby there is discussion of what is to be changed and how such changes will be implemented by human resource. On the other hand, managing change in an organization entail tackling the real change process. The difficult part of managing change touches on addressing the challenges that come with adopting change.

To have successful planning and management of change, the ideal process of the same must be followed. Preparation for change is the initial stage that must be well addressed. The preparation entails first selecting the viable changes that ought to be implemented. For this stage to be successful there must be consultation from different groups of people involved in organization. Here, the role of human resource will mainly entail consultation and not deliberating on what they think is needed. Assessment of different areas and how feasible they are in terms of adopting change is also done. Assessment is done for different areas. For instance, the human personnel as well as physical resources need to be assesses for viability in accordance to the intended changes. In preparation for the change, strategy development is critical.

Fratričová & Rudy (2015) note that; the human resource is mandated with coming up with strategies that match the intended changes. Such strategies may include strategies of ensuring that different persons of the organization buy the idea of change. This view emanates from the realization that; human beings have a tendency of resisting change. In any given organization, there will always be elements of resistance to change from some members however positive the change may be even for the persons as individuals. The human resource therefore, have a duty to package the intended change in such a way that it is it is highly acceptable.

Change management

In order to have successful management of change, the human resource management must follow the right process. e Borges  (2009) asserts that; in the initial stages of managing change, there must be readiness assessment. Here, the human resource carries out assessment to ensure that an organization is ready for the intended changes. This aspect is achieved by assessing both the human personnel as well as the availability of physical resources. Such readiness will vary from one organization to the other and also from one form of change to the other. When the human resource has ascertained that there is adequate readiness, it is the right time to start the process of implementing change. On the other hand, if the human resource feels that there has not been adequate preparation, then they ought to go back to the preparation stage where they put more effort to ensure such readiness. It is crucial to note that; the human resource must be well prepared for the change before they even start the process of presenting the intended change to the rest of organization. If this is not done, it will be very difficult for the rest of organization to accept the intended change.

To effectively manage change in organization, there is need for constant communication. There is always a tendency of assuming that once a communication has been done there is no need of a repeat. In enacting changes in organization, there is need to constantly keep reminding members of the ongoing changes. Such communication keeps the organization more focused on change and also to avert unnecessary resistance. Such communication is also ideal at every stage of change. This communication helps the members to understand the role that they ought to play as well as the expected results. When such aspects are well communicated and in good time, there is high likelihood of success in the intended change.

Conclusively, awareness communication that is done in the initial stages of start of a planned change is necessary but not enough for success. Hollenbeck & Jamieson (2015) observe that; in the process of managing change, human resource ought to evaluate the undertakings to note if there is need for training of more assistants to have effective implementation of change. If there is such need, it is crucial that human resource give chance to such training which could yield positive results. There could also be need to take some of the members of organization to some sort of training so as to have successful implementation of change. As such, it is necessary that the human resource considers the best alternative that is suitable for the change. For instance, the members could be taken for training outside or the trainers could be brought to the organization to undertake the same. It can be summarily be said that human resource, in implementing change has the role of making assessments, communication as well as ensuring right training.

References

e Borges, RG 2009, ‘Organizational Change Implementation and the Role of Human Resource Practices: a Brazilian Case Study’, Brazilian Business Review (English Edition), 6, 3, pp. 284-295, Business Source Complete, EBSCOhost, viewed 17 September 2015.

Fratričová, J, & Rudy, J 2015, ‘Get Strategic Human Resource Management Really Strategic: Strategic HRM in Practice’, International Journal Of Management Cases, 17, 4, pp. 149-155, Business Source Complete, EBSCOhost, viewed 17 September 2015.

HOLLENBECK, J, & JAMIESON, B 2015, ‘HUMAN CAPITAL, SOCIAL CAPITAL, AND SOCIAL NETWORK ANALYSIS: IMPLICATIONS FOR STRATEGIC HUMAN RESOURCE MANAGEMENT’, Academy Of Management Perspectives, 29, 3, pp. 370-385, Business Source Complete, EBSCOhost, viewed 17 September 2015.

Louw-Potgieter, J 2012, ‘Evaluating human resource interventions’, South African Journal Of Human Resource Management, 10, 3, pp. 1-6, Business Source Complete, EBSCOhost, viewed 17 September 2015.

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