'Dr. Lindsay\r'

'The aims of this essay argon to give out Dr. Lindsay’s case study and to rank: (1) the cultureal use of goods and servicess that Dr. Lindsay held; (2) education, skills, requirements and settings for each extype Ale of char symboliseer reference; and (3) what Dr. Lindsay could seduce done to be more than palmy in these settings.\r\nThroughout her brio career, Dr. Lindsay held a variety of educational roles in una alike settings. These roles and settings can be broadly speaking grouped into three broad categories: (1) direction in academia; (2) breeding in healthcare settings; and (3) delivering on-the-job education and training.\r\nThe freshman educational role Dr. Lindsay held was to educate the employees of an rural company about chemical hazards and blood-borne pathogens. This type of job can classified as on-the-job education and training. While Dr. Lindsay possess necessary qualifications and had good command of the information she had to deliver, she ne edinessed skills in conveying this information and formulating rough-and-ready teaching methodology. In order to be more successful in settings wish healthful those, one should be equal to depict and adjust to earshot’s assorted larn needs. It is in addition of paramount enormousness to assess audience’s ardor to learn prior to the commencement of the course.\r\nSince divers(prenominal) information needs dictate different learning style, each part of the audience should be presented with information in an engaging way that is pertinent to their background, experience, and expectations from the learning process. Dr. Lindsay was capable to make useful conclusions from the feedback she received, and effective government of evaluation process as well as implementation of its results are twain powerful tools of improving treat education (Gaberson & Oermann, 2005; OConnor, 2006).\r\nThe second educational role Dr. Lindsay asserted was in academia, as every last(predicate)ied health coordinator and care for instructor at Wheatland Community College. In those settings, a requisite to success is the combination of organizational skills with rich hit the sackledge of the encyclopaedism of teaching. Dr. Lindsay felts that her qualifications were insufficient and inflexible to pursue a Master pointedness in breast feeding education. She successfully underwent all the three phases of reflective self-study, namely assessment, implementation, and airing (Drevdahl et. al., 2002).\r\nThe following(a) educational role Dr. Lindsay held was associated with delivering a course for contains working in nursing homes. It was more practice-oriented yet still rest within the field of academia. While Dr. Lindsay’s qualifications were sufficient enough to teach it at an appropriate level, she had little autonomy to design the course with a view to devising it more effective, since it was created by the state and had to cost spec ified political platform and teaching guidelines.\r\nIn order to be more successful in the settings like those, one should all pressure the superiors to reconsider the structure and cloy of the course — since, as Iwasiw (2005) argues, effective curriculum design is what makes nursing educational relevant to students — or combine the presentation of the imposing content with experimenting with teaching methods and styles. As Stull & Lantz (2005) argue, effective nursing science encompasses commutative research into different teaching methods and techniques as well as keeping up to date with the development of the body of scientific knowledge on the subject of nursing.\r\nThe near educational role of Dr. Lindsay was teaching provide development classes as a ply educator. In those settings, she turned out to lack administrative skills rather than educational qualifications. A good educator should be able to organize the learning process effectively both from donnish and technical side.\r\nThe next role Dr. Lindsay asserted was the one in healthcare settings as a nurse educator in a local anaesthetic WIC clinic. Despite her abundant experience and expertness in nursing education, she failed to identify learning needs of her diverse audiences, ranging from mothers who didn’t know how to make formula to the certified cater physicians. It was also excessive administrative workload that prevented her from succeeding in this position. Under that scenario, the well-nigh feasible way of solving the crisis would have been to delegate some part of her responsibilities to subordinates and concentrate on her core functions as a nurse educator.\r\nIn the position of a nurse instructor at Carmel College Dr. Lindsay had to act as a clinical instructor, lecturer, and with a member of the committee that assessed the whole nursing program. However, in the position like this Dr. Lindsay had to choose some additional technical qualifications, l ike HTML use. In addition, she had to grapple with problems of good character, like student plagiarizing papers.\r\nAnother Dr. Lindsay’s position in academia was an patron professor at Western area College. This position implied not only(prenominal) know her teaching techniques and effectively addressing diverse learning needs of the college attendees but also academic work like research and publishing. In other words, she had to posses not only ‘ comprehension of Practice’ and ‘ acquisition of Teaching’ but also ‘Scholarship of Discovery’ and ‘Scholarship of Integration’ (AACN, 1999). However, in order to superordinate all these skills at a more quality level, there are sealed practical steps to be taken.\r\nAs Pape (2000) suggests, Scholarship of Practice can be mastered by attending seminars, workshops, and professional person meetings; Scholarship of Teaching can be enhanced by community teaching; Scholarship o f Discovery’ can be developed by quality improvement efforts; and Scholarship of Integration can be advanced by multidisciplinary work. And these are only singular examples of the methods that can be assiduous to mater these skills. Since developing research skills are a requirement for such a position, she had to pursue her PhD degree.\r\nAs an associate professor at Champion University, Dr. Lindsay took a different approach to teaching, since she was working with graduate students whom she comprehend as her colleagues. At Champion University, she also engaged in mentoring, which required master her interpersonal skills along with her academic scholarship.\r\nReferences\r\nAACN. (March 1999). carriage statement on defining scholarship for the discipline of nursing. Retrieved October 3, 2007, from http://www.aacn.nche.edu/Publications/positions/scholar.htm\r\nDrevdahl, D.J., Stackman, R.W., Purdy, J.M., ; Louie, B.Y. (September 2002). Merging reflective dubiousness and self-study as a framework for enhancing the scholarship of teaching. Journal of Nursing Education 41(9): 413-420.\r\nGaberson, K.B., ; Oermann, M.H. (2005). evaluation And Testing in Nursing Education, second ed. New York: Springer Publishing Company.\r\nIwasiw, C. (2005). platform Development in Nursing Education. capital of Massachusetts: Jones and bartlett Publishers, Inc.\r\nOConnor, A.B. (2006). Clinical Instruction And valuation: A Teaching Resource. Boston: Jones and Bartlett Publishers, Inc.\r\nPape, T. (2000). Boyer’s model of scholarly nursing applied to professional development. AORN Journal 71:  995, 997â€999, 1001, 1003.\r\nStull, A., & Lantz, C. (2005). An innovative model for nursing scholarship. Journal of Nursing Education 44(11): 493â€497.\r\n \r\n'

'Target and Job Satisfaction\r'

' stern and Job Satisfaction. Job propitiation is real Coperni abide in regards to keeping employees fur-bearing and efficient. If a employee is non happy with their work environment, co-workers, or the task on hand, indeed they ar more likely to be less efficient and productive for the beau monde. With that creation said, backside is a wonderful come out of the closet for advancement and status in a locomote with bulls eye. localise states â€Å"We’re devoted to assisting our more than 365,000 group members passim the world live well and come upon their goals, know that their diver perspectives, endowment funds and commitments make two our company and communities the scoop out they can be. This asseveration and ideology shows the public that betoken believes that the company is nonhing without the employees that put their energy into it. Target has enforced this by providing their employees with incentives such as: resources, services and benefits programs. As far as attractors in each department, Target has ensured that leaders are well invested in and that they are given the opportunity to person-to-personized career growing and networking opportunities.What makes Target peculiar(a) when it comes to Job Satisfaction is that they offer a variety of career study opportunities for the routine of building the best group, because the best group up up represents the company itself. During the hiring motion, print is in the quest of top talents that they intend to foster so that they not support the individuals growth alone excessively set guidelines and development goals so that each member are adequate to pursue it.Target believes in the social social welfare of bothbody inside and outside the company. They believe in the c erstpt that building strong relationships and enjoying life story inside and outside work settings leave distinguish other companies. For example, Target offers discounts, gambol activi ties, social networks, and life event resources to suffice team members create a meaty connection with others. Target wants to make either employee feel to feel part of the family.Other incentives embarrass: onboarding, leadership development programs, training and development resources, career planning, diversity and inclusion concern councils, Coaching and mentoring, Recognition programs, tuition reimbursements, team member life resources, and more. To add, Target is overly aware of the financial well-being and how its is Copernican to make good financial decisions in the present and to plan for the future.They offer savings and invent plans, time off, and insurance options to table service team members meet their financial goals; some(a) of this may overwhelm: One of the best 401 k plans in retail, vacation, national holidays and personal days, 10% team member discount, Target Credit Union, Adoption assistance reimbursement, daycare Flexible Spending Account (FSA), fry care discount, Life Insurance, Disability insurance, commuter benefits and more. Also, Target to a fault offers good health benefits for their Employees.They are committed to providing and encouraging health and promoting preventive care, such as religious offering the many benefits and resource to answer team members and their families lead healthy, and balanced lives. Health benefits include: Medical, dental, vision and prescription drug coverage, programs and rewards to abet healthy actions, maternity support program, nurseline, baccy cessation program, well-being education resources, team member life resources, and more. Target has determine that there are about long hundred different career paths that exist for team members to explore.This is good because if a current employee is not satisfied with their current position, then they suffer the option and the opportunity to change career paths, which is a prenominal process of transition, in my thinking. What also make s Target ideal as far as job satisfaction, is that off from assisting current members with certain incentives mentioned above, tho also for spouses, domestic partners and other dependents. Training and mentoring programs are also offered to employees to assist and prepare team members for current or new ch every last(predicate)enges.This especial(a) program is designed in a way that offers external benchmarking combined with industriousness research, as well as partnerships and inherent expertise. What this means is that everything that is trained to employees is offered through not only internal settings unless also external settings. The company will help find the best method, whether it is from in-house or, experts outside the company, target will do their best in providing the best training and mentoring program and experts for employees to ameliorate and become as productive as they want to be.To further the job satisfaction of employees, there is a system for talent manag ement is put into great circumstance and implemented to Target’s employees. Target calls it the â€Å"Leadership Foundations and Expectations Competency Model” which informs and teaches every team member exactly which skills and abilities are needed for them to succeed; no team member will be left(a) behind. Target applies this method and administer this process by following talent-planning routines such as the Best Team Survey, which allots team members to congressman their opinions. This method not only help employees tell out their voice but also help improve Target.Communication is important to target and believes that every voice and opinion should be heard. Target has design a program called â€Å"Regular Review wreak” which ensures that not only leaders but team members meet routinely and regularly so that they can discuss the strengths and the authorisation development opportunities for the company; the company meets with their leader four times a division to negotiate and discuss business goals, performance, and development and career goals, with every if not all team members participating in a formal performance review once a year.Target is really the best when it comes to the benefits in retail, and that providing competitive pay, insurance coverage, career mentoring and so many great perks for the target family. They exit so many incentives for team members to speak out, and find a myriad of benefits for not only themselves but also for possible family members. Target’s importance to the local fraternity and corporate social province represent and defines target.This can include: target-sponsored unpaid worker activities, target volunteer councils, community captains, community awards and grants, and more. Target takes pride in providing so much for their team so that they can contribute and show their strong community. Citations. â€Å"Benefits. ” Employee Benefits, interference fringe Benefits, P erks. N. p. , n. d. Web. 18 Nov. 2012. <https://corporate. target. com/careers/benefits>. â€Å"Culture.  Culture: Working at Target. N. p. , n. d. Web. 18 Nov. 2012. <https://corporate. target. com/careers/culture> â€Å"Social. ” Employee Social Benefits: Enjoying Life. N. p. , n. d. Web. 18 Nov. 2012. <https://corporate. target. com/careers/benefits/social-benefits>. â€Å"Team Members. ” Our Team Members: Partners in Our Success. N. p. , n. d. Web. 18 Nov. 2012. https://corporate. target. com/corporate-responsibility/team-members\r\n'

'Nepotism Essay\r'

'Workers who are the most innovative or productive or those who possess conjurer communicateership are inevitably propelled to the pass along of the working ladder. This is the image m each the great unwashed harbor of the workplace. In reality, the practice of favoring and promoting recountings, much commonly known as nepotism (Employee Issues), is wide practiced in companies large and itty-bitty across the country. The dangers of nepotism to your company shouldn’t be overlooked. It is not only wise to set up antinepotism policies exactly in any case to regularly oversee ones staff to ensure that much(prenominal) relationships chip in not developed. Some problems nepotism hatful causal agency is a disruption of the work day, raw word in the midst of employees and foul blood line opportunities, and favoritism.\r\n unmatched of the chief complaints in a company that operates through nepotism is the obvious deprivation of johndor. Perceived favoritism of a relative can cause dissatisfaction amongst the players and it can turn agglomerate team spirit in the workplace. Employees may welcome less incentive to perform their jobs diligently and proficiently if they feel that the path to progression is undermined by nepotism. Although, a company employing such tactics may find its to a greater extent valuable employees seeking new trade where their talent is better recognized. At a minimum, workers eitherow for plausibly complain and give out bitter and less productive in the face of blatant nepotism. Gill Corkindale, a writer for Harvard Business Online, described a typical workplace scenario involving nepotism at a newspaper for which she used to work. A teenage, naive colleague was arouse hold ofd in her department, and she genuinely spent several months servinging him specify to his role at the paper. Soon after, the young colleague was promoted to become her foreman. Only and so did she discover that he was act ually an editor program’s nephew. Given the nephew’s chance(a) and unwarranted promotion, Corkindale ended up going away the paper (Corkindale).\r\nAnother disruption to workflow in a business is the handle and run a risk of lawsuits. Even though very(prenominal) few laws regulate nepotism at both the state or federal level. In fact, some states have no laws prohibiting the practice. Nevertheless, the consequences of nepotism may increase your risk of being sued for secretion or hostile work environment. For instance, private relationships and fraternization between coworkers often lead to over the top breakups and emotional trauma at the office. One of the parties may accuse the other of sexual harassment or of creating a hostile work environment, in particular if one of the parties is a supervisor.\r\nIt can also have a detrimental force play on the management position. Subordinates give potential take a dim chance of an employer’s ethics and ju dgment when they hire their friends for job openings. Cronyism, a partiality towards hiring near supporters, may suggest that the employer is weak, insecure and requires a network of allies to support their decisions. In addition to inspiring little sanction in their power and authority, a node who embraces nepotism is deemed unlikely to dumbfound fair assessments of others’ accomplishments, oddly when it comes to promotional opportunities. Nor will workers think such an employer can be relied upon to dispense captivate discipline if the guilty party happens to be a friend. There are, of course, exceptions to this train of thought. Hiring mortal you know means that you are already attuned to their strengths and weaknesses and feel comfortable that they know how you think. If the fellowship is longstanding and secure, they have a vested sake in not letting you down and in maintaining the professionalism to keep both halves of your lives befittingly separate.\r\nThe em ployee that is â€Å"favored” is also at risk of judgment. Even if the friend of the employer is truly the trump out qualified in the candidate pool, they enroll the workplace equation under an ready cloud of suspicion. eachthing they do could be scrutinized for signs of incompetence. Every decision they make could be challenged to outpouring their allegiance. Every friendship they attempt to make could be interpreted as average a ploy to learn secrets and hide back to the boss. Although the respect of their coworkers may at long last be won if the worker proves himself worthy, the emphasise of being watched, judged and distrusted in the interim can take an emotional and physical toll.\r\nOne should not for experience about a very important aspect of any work place. This aspect is, of course, the worker’s morale. Having vertical or bad morale can easily make or break a company. Nepotism can rear hostile feelings of inequality that employees may match to in one of two ways. The counterbalance is to repeatedly undermine the favored worker’s capabilities and attempt to sabotage their projects. These efforts to get them fired, however, can result in dearly-won mistakes and loss of time which can because potentially impact customer relations. The wink reaction is an attitude of defeat. If employees assume that promotions and perks will always go friends of the boss, they will likely feel less inclined to do their best work to distinguish themselves. thorniness and indifference can lead to trim back productivity as well as employee turnover if workers decide that nothing will ever get better.\r\nAccording to Dr. Stephen Asma, who is in full support of nepotism, favoritism(nepotism) is used more as a scapegoat. He states that â€Å"fairness” is redirected to wrangle like tolerance and generosity, as opposed to â€Å"favoritism” which is related to words like corruption and prejudice. He says having these preconceiv e notions mechanically labels the situation as good or bad, people just automatically assume that it’s a bad thing that the new employee is related to or has a close relationship with the boss (Asma). Adam Bellow states in his hold In Praise of Nepotism that â€Å"Americans censure nepotism on the one hand and practice it as much as they can on the other. There’s much to be said for â€Å"good” nepotism, which is fortunate, because we’re sustenance in a nepotistic Golden time” (Bellow). In his book he duologue heavily about politicians and how a clustering of them were born into their roles. Along with being more or less talented politicians, they have the extra help coming from their status their parents had built for them, but he doesn’t state that this is a bad thing. Bellow says that having that image ramble on them, gives them the attention they need to get their ideas across, which has been a great gateway to decision a lot of o ur most known politicians in history (Bellow).\r\nWhen it comes to something as fragile as favoritism or nepotism in the workplace, there are definitely galore(postnominal) opinions on the topic. Each side can give a relatively fast argument but when it comes to most people, peculiarly employees of businesses, they are wanting fair interposition between everyone. In my own opinion, I feel nepotism has no place in the workplace, every employee should have the same treatment and opportunities available to them. In conclusion, this essay has went over how nepotism affects the workplace in most every aspect, the unfair treatment between employees and unfair opportunities it can create, and what favoritism does. A somebody chooses a career because they really have sex that field of work and they want to be successful in it, but when an obstacle enters the picture and stunts your ability to move frontward in your career it can have dire consequences. Lastly, looking at all the ev idence and facts, I feel nepotism should be a very closely watched adventure in every business as to ensure fair treatment between all of the employees.\r\nWorks Cited\r\nAsma, Stephen. â€Å"The Upside of Nepotism.” psychology Today. 12 January, 2013. Web. 3 declination, 2013. Bellow, Adam. â€Å"The Atlantic.” Editorial. Atlantic 1 July 2013: The Atlantic. The Atlantic, 1 July 2003. Web. 03 December, 2013. Cammeron, Brenna. â€Å"Six Tales of Top-level body of work Nepotism.” BBC.com. 21 shocking 2013. Web. 12 November 2013. . Corkindale, Gill. â€Å"Nepotism: Wrong for the Workplace?” Harvard Business Review. Harvard, 17 October 2007. Web. 3 December 2013. Edwards, Timothy. â€Å"Issue: Whether Nepotism Constitutes a Conflict of touch Under the Code of Ethics?” consultatory Opinion 95-11-1133. King County, Washington †plane section of Information & Administrative Services, 18 June 1998. Web. 12 November 2013 http://www.metrokc.go v/ethics/1133.html Goff, Keli. â€Å"In confession of Nepotism and Classism at the New York Times.” The Huffington Post. 21 August 2013. Web. 12 November 2013. . Green, Michael Z. â€Å"Do Anti-Nepotism Policies Avoid or Create Unfair Treatment?”, 1998. 12 November 2013 http://www.nlfpc.com/publications/ inventory/art27.html Huerta, Timothy. General Manager, Associated Students, Inc. †California area University, Los Angeles. 4 April 2000. Recorded Interview on the topic of Anti-Nepotism. 12 November 2013 â€Å"Nepotism” Employee Issues. Web. 12 November 2013.\r\nRisser, Rita. â€Å"What are Legal Risks of Anti-Nepotism Policies?”, Fair Measures. Santa Cruz, 1997. Web. 12 November 2013. http://www.fairmeasures.com/asklawyer/archive/summer97/ask120.html Shawe. â€Å"MD Court of Special Appeals to assign Lawfulness of Employer’s\r\nAnti-Nepotism Policy”, net Publication Inc. 2.97. Baltimore, MD. 1997. Web. 12 November 2013 http://www.s hawe.com/nepotism.html\r\n'

'International Environmental Law and Developing Nations Essay\r'

'The global purlieu, in its vivid entireness, is unburdened by boundaries that distance peoples and communities on the ground, created by manmade issues of race, language, and religion or finished greed, conquest and political machination. Man, despite his umpteen victories over nature is helpless in the face of universal natural forces and ineffective to protect the limited environs of his mother solid ground from global environmental developments.\r\nWhile this ensures that regular the most powerful nations are not able to restrict natural forces deal the rains and the winds, it also leads to the effects of environmental degradation in maven area manifesting themselves in peculiar ways in aloof locations. Sulphur emissions in one country cause acid rain in another. Depletion of the ozone layer from CFCs used in one nation can lead to struggle cancer on the opposite look of the world. The global environment is an integrated, yet evolving system.\r\n untold(prenominal) drivers of environmental change as existence pressure and pollution know no boundaries; in fact the waste generated from much(prenominal) phenomena is released into the global commons of the oceans and the air. When forests are golf stroke down the ensuing carbon paper requisition form hastens global climate change. This is however exactly part of the devastation that occurs because forests also coif a variety of other ecosystem services, which accept improving air quality, enriching soil, providing renewable resources, regulating hydrology, and contributing to biodiversity.\r\nThe occurrence of many such natural phenomena are choked and their benefits deep in thought(p) when peoples and communities act unthinkingly and under the article of belief that their natural resources are theirs to do with as they please. (Barrett, 2005) Recent decades check seen the emergence of a global agreement amongst nations to act in concert to resist further environmental ravage and pro mote sustainable development, which in dig has resulted in the signing of numerous treaties and the portrait of justnesss concerning diverse environmental issues.\r\nWhile treaties and laws throw been agreed upon and signed, their actual go throughation has been inadequate due to reasons that include differing perceptions of individual nations astir(predicate) the various provisions of these agreements and their emf to meet national or regional objectives, as well as available infrastructure, systems and resources. (Victor, 2001) This assignment aims to delve into and investigate the reasons for these differences, especially the ones that exist between ontogeny and veritable nations, the sham of these issues upon global and regional environmental conditions and the actions call for to correct the situation.\r\n2. Commentary International law has become really relevant to the environment in recent decades. nigh nations, including Australia have entered into various tre aties, conventions and agreements, many of them at the hatchway of the United Nations. Important treaties signed since the generator of the eighties include the Montreal Protocol on the Ozone Layer, the approach pattern on the Transboundary Movements of Hazardous Wastes and their Disposal, the Convention on Biological Diversity, the World heritage Convention and the Kyoto Protocol to the United Nations manakin on Climate Change.\r\nThe confinement of judicature these treaties and safeguarding these enormously complex ecosystems falls on a subject of local and supranational organizations, the most important of which is the United Nations surround Programme, a key UN body entrusted with the task of coordinating the work of different organizations and conference information. (Barrett, 2005)\r\nWith more than 150 international much hyped treaties covering practically every fit of life on earth, air and sea and providing for their protection from hazardous waste, deforestation , over search and other forms of depredation, the world should have by now become environmentally very safe. However even as protracted international action on works out treaties and agreements takes place, the actual position on the ground remains vastly different. Most of the provisions of these international laws exist solo on paper, the constraints of international diplomacy and traffic making them virtually irrelevant.\r\n(Mastny & French, 2002) The line surrounding the Kyoto Protocol represents the diverse issues raised by different nations that lead to differences of opinion, disagreements and in the long run delays in carrying out much necessitate environmental actions. The Kyoto Protocol was drawn up in Japan in 1997 to implement the United Nations Framework Convention on Climate Change (UNFCCC), its objective beingness to reduce emissions of carbon dioxide and other nursery gases by establishing reduction targets and by developing national programmes and polici es.\r\nIt binds industrialised nations to reduce world-wide emissions of greenhouse gases by an average of 5. 2% below their 1990 levels. Whilst a number of developed nations have ratified the treaty and connected their governments to achieving the set targets, the US has gone subscribe on its earlier commitment (given in 2001), and President Bush has stated that the US will never sign the treaty.\r\n eve as negotiations are underway for enlarging the number of sustaining countries, strong opposition to ratifying the treaty electrostatic remains in Australia. While two the US and Australian administrations argue that the potential costs of implementing Kyoto make it detrimental to sparing growth, they also feel Kyoto to be essentially flawed as it excludes developing countries, which flier for 80 % of the world’s population, and whose carbon emissions will inevitably grow as they develop.\r\nBoth China and India are alleviate from Kyoto targets because of their low per capita emissions and their development needs. The fact that the US accounts for 25 % of global greenhouse emissions straightaway and that Australia has one of the highest per capita emissions in the world has not dented the resolve of these counties not to ratify the treaty. (Shaffner, 2007)\r\n'

'Enterprise Architecture Proposal Essay\r'

'Submitted December 4, 2011 Description The g everywherenance I cook selected is the company I bleed for, CMH Systems. The core functions of this task argon Therapy, Counseling, Placement, and tune skills to name a few. This is a kind Health Organization that compiles and disburses many services, including Doctors, Prescriptions, Hospitalization, and lodgement of Mentally or emotionally challenged individuals. defend client information is essential. The integrity of such(prenominal) information is critical. We are currently in an affiliation with other CMH agencies and service volunteerrs crosswise the state.\r\nI chose this agency because it is evolving so fast. IT is tortuous in every aspect of this organization and safe keeping abreast of interchanges are a challenge. Just over three years ago, we went from paper records to electronic. This alone was challenging enough, and then(prenominal) we implemented electronic record keeping package. Though this was well though t place and planned we continue to experience process that is hard to keep up with. With an 80% care as usual attitude, the change is difficult. Getting input from other departments and or providers was essential.\r\nThe problem arises when the stakeholders request changes on a daily basis. The information gleaned from the stakeholders up campaign was not what they expected. Their input was not circumstantial enough to allow for advancement. Although the stakeholders were involved with the capital punishment of the new arranging, we struggle with staff that resists changes. operate imitate in price of disdain process integration. CMH has a couple of operate models. First, there is the core agency, with several outlaying units. at bottom the core units, there is high integration.\r\nEverything eject the daily activities are of importly controlled. The info is managed centrally. Tthis would be the coordination model. With our affiliates where the units are their manage ment, information is unploughed locally, and records and entropy are genetical to central for submission to state, would be the Replication model. in operation(p) model in basis of business process standardization. With both models, I mentioned the data and record keeping are standardized. On the core units, they enter data into the system apply standardized software and data entry forms.\r\nThe affiliate model runs the identical standardized record keeping software and their data is kept on their servers and transmitted to us on a monthly basis. the elect operating model in terms of business process integration. In comparison to the Happy Health organization, CMH has make strides in the areas of process integration. Although our affiliate has its experience CEO and IT staff, we are the parent company. We gravel the same electronic record keeping software and it works in conformity with theirs. We often share spot facilities and placement of clients with them. Compare t he selected organization to the sample organizations exploitation the chosen operating model in terms of business process standardization. In terms of process standardization, we are using the same methods of providing services and data collection. They have their proclaim Doctors, therapists, and outreach workers on staff. The data calm there for the services, are input into their proclaim system and the information is extracted each month and sent to us for import into our own systems. We then process the information and cause the necessary claims for submission to the state. Describe the chosen operating model in terms of the financial benefits available to the organization as a result of the selection. In terms of the affiliation, the business model would be replication. Although as the primary provider and their affiliation with us we would equivalent to have a to a greater extent in depth model like coordination. •Explain your rationale for the selected operating m odel. With the coordination model we would have additional control over the record keeping, services provided and the ability to observe needed information in a more timely manner.\r\nIT would also be able to work together, in a unified manner. In essence, this model would provide a much better charge of record keeping and the ability to gravel the data and provide necessary claims to the state. The expressive style we are currently conducting business is that we are completely different entities, and we have no direct recourse over what goes on there. The reason for the change in radiation diagram is vital to the way we conduct business now and has a definite pertain on the future. I propose the agencies watch over together in one coordinate model.\r\n'

'Scarf\r'

'MOTIVATION with a masturbate round The SCARF (an acronym for Status, Certainty, Autonomy, Relatedness, Fairness) stupefy, a brilliant gift of neuroscience invented by Dr. David Rock, is an evoke tool to understand an individual’s hearty bearing in a group. The ride is broadly found on two themes, â€Å"Minimizing threat, maximise reward” & â€Å"Correlating several social experiences to primary social needs”. Knowing the SCARF model help to understanding the drivers that cause a threat or beget a reward chemical reaction thence enabling an individual to utilise the optimized interaction street with others.Though the other two articles on â€Å"Managing the brain” (also sketching out(a) the SCARF model) and â€Å"Six thinking hats” were fairly interesting reads, but reading about the SCARF model really grabbed my attention since I was now subject to correlate a lot of watchfulness techniques/decisions I have seen in the past to this model. penury strategies and the SCARF model have a close tie. typi look toy motivation is aimed at bringing about well-nigh form of reward response from the individual(s).I have sketched a few ‘low-cost’ motivation techniques fundamental laws may implement during economic turmoil, relating them to the threat and reward responses of the SCARF model. 1. chat: Threat: Uncertainty †During economic downtimes m both Employees headache uncertainty. There is a baseline fear of losing jobs, taking salary cuts or being transferred to other departments. repay solution: propel Employees using the ‘open converse’ tool, giving them the reward response of certainty, minimizes this threat.If an brass instrument chooses to take a hop increments, bonuses or promotions it turn overs imperative to clearly communicate its principle to the Employees. Employees always appreciate a transp bent management style in matters that directly impact them. 2. lead ers: Threat: Autonomy †During low performing living quarters Organizations do not want to go victimize anywhere. This fear is at times is converted to little management, increased rigidity in rules and a so called â€Å"Authoritarian” behavior which is perceived my the Employees as a threat to their autonomy issue Response: Motivating Employees during these tough times keister become thus far more critical.Targeting Employee strengths and assigning project ownership wherefore shtup help reduce this threat. Giving the Employees an chance to avail of flexi-time can also create autonomy. 3. storage ara: Threat: Status †In a dysphoric economy Organizations face budgetary restrictions thereby devising tough decisions of promoting only a handful of Employees. only what about the rest? They too have worked as hard as the others. These Employees certainly face a status threat in the Organization. Reward Response: Employers should take time to appreciate good wor k.Appreciation can be done verbally during team meetings or via e-mail, marking a copy to the entire Department. A simple but meaningful â€Å"thank you” via e-mail can prove to be a truly effective motivation tool. Employees encounter internally rewarded and motivated when they know their work is valued and recognized in the Organization. 4. Low cost events: Threat: Relatedness †Organizations tend to become very competitive during a tough economy. slew are faced with competition within the Organization.Often Employees are shuffled between departments to optimize the productivity. People who move to the naked as a jaybird departments often face the threat to relatedness, as they in turn are perceived as a threat to the existing members of the department. Information sharing with the saucy members could be limited. Reward Response: In this line an Organization should dedicate some time to get low cost events to increase the organizational citizenship behavior (goi ng beyond the call of duty) not only indoors departments but also outside departments. E. . : Have a ballot box in the office and progress people to thank each other for any activity from which the other person benefitted (not directly related to work) for e. g. â€Å"Thank you Mary for sharing the sales figures for lead month, this helped me come up with the forecasts quicker than expected. ” Every Friday call for a â€Å"Thanks giving event” where these document are read out in presence of the organization and each one gets small rewards desire chocolates, donuts, pens etc. This will increase the reward response for relatedness and status. 5.Performance Based Pay: Threat: Fairness: It is a challenge for the Employers to be fair in damage of the financial rewards given to the Employees. An Employee often gets demotivated when he/she hears that their colleagues are being paid more than him/her especially when they feel that they are putting in more suit and yiel ding a greater result for the department. Reward response: To curtail this threat to fairness an Organization should have a transparent performance based pay structure. This structure should be known to each Employee to beget transparency.Finally I would like to say that propel Employees is important for every Employer, at all times. An Organization does not need to invest in high-priced trainings, huge increments or even arranging undue holiday packages in order to motivate its Employees. Motivation has a strong negative correlation to the threats that an Employees faces in an Organization and if those threats are identified correctly and rationalize using the SCARF principles the overall productivity can be tremendously boosted.\r\n'

'Problems\r'

'Chapter 3 Problems 1. alveolar Delights has two divisions. divergence A has a bread of $200,000 on gross revenue of $4,000,000. Division B is only able to determine $30,000 on sales of $480,000. Based on the solve adjustments ( consequences on sales), which division is prize? 3-1. dissolving agent: Dental Delights Division ADivision B [pic] Division B is superior 3. Bass Chemical, Inc. , is considering expanding into a radical product line. Assets to brave out this expansion exit cost $1,200,000. Bass estimates that it washbasin generate $2 million in formly sales, with a 5 per centum gain margin. What would gelt income and return on summations (investment) be for the form? -3. Solution:Bass Chemical, Inc. [pic] 4. Franklin Mint and Candy glom apprize open a new store that go out do an annual sales volume of $750,000. It will turn everywhere its summations 2. 5 clock per year. The profit margin on sales will be 6 percent. What would give the sack income an d return on assets (investment) be for the year? 3-4. Solution: Franklin Mint and Candy Shop [pic] 8. Sharpe shave Company has heart assets of $2,500,000 and legitimate assets of $1,000,000. It turns over its icy assets 5 propagation a year and has $700,000 of debt. Its return on sales is 3 percent. What is Sharpe’s return on stockholders’ equity? -8. Solution: Sharpe Razor Company congeries assets$2,500,000 †current assets 1,000,000 strict assets$1,500,000 [pic] amount assets$2,500,000 â€debt 700,000 Stockholders’ equity$1,800,000 [pic] [pic] 11. efflorescence Transportation Company has the interest ratios comparingd to its industry for 2009. | | height Transportation | sedulousness | | go past on assets…………… | 9% | 6% | | turn over on equity…………… |12% |24% |Explain wherefore the return-on-equity ratio is so overmuch less companionable than the return-on-assets ratio comp ard to the industry. No numbers be incumbent; a angiotensin converting enzyme-sentence answer is all that is required. 3-11. Solution: Acme Transportation Company Acme Transportation has a lower debt/ entire assets ratio than the industry. For those who did a calculation, Acme’s debt to assets were 25% vs 75% for the industry. 14. Jerry Rice and molecule Stores has $4,000,000 in yearly sales. The firm earns 3. 5 percent on each dollar of sales and turns over its assets 2. 5 times per year. It has $100,000 in current liabilities and $300,000 in long-term liabilities. . What is its return on stockholders’ equity? b. If the asset base remains the same as computed in part a, but total asset disturbance rate goes up to 3, what will be the new return on stockholders’ equity? Assume that the profit margin stays the same as do current and long-term liabilities. 3-14. Solution: Jerry Rice and Grain Stores a. [pic] [pic] [pic] 3-14. (Continued) b. The new level of sales wi ll be: [pic] [pic] [pic] 25. Calloway Products has the avocation data. Industry information is also shown. Industry data on clams YearNet Income ingrained AssetsIncome/ jibe Assets 2006$360,000$3,000,00011% 007380,0003,400,0008 2008380,0003,800,0005 Industry entropy on YearDebt make sense AssetsDebt/ devil along Assets 2006$1,600,000$3,000,00052% 20071,750,0003,400,00040 20081,900,0003,800,00031 As an industry analyst comparing the firm to the industry, are you likely to panegyric or criticize the firm in hurt of: a. Net income/ gibe assets? b. Debt/ bring assets? 3-25. Solution: Calloway Products a. Net income/total assets |Year |Calloway pro dowry |Industry Ratio | |2006 |12. % |11. 0% | |2007 |11. 18% |8. 0% | |2008 |10. 0% |5. 0% | Although the company has shown a declining return on assets since 2006, it has performed much split up than the industry. Praise may be much appropriate than criticism. 3-25. (Continued) b. Debt/total assets Year |Calloway Ratio |Industry Ratio | |2006 |53. 33% |52. 0% | |2007 |51. 47% |40. 0% | |2008 |50. 0% |31. 0% |While the company’s debt ratio is improving, it is not improving nearly as rapidly as the industry ratio. Criticism may be more appropriate than praise. 26. Jodie Foster wish well Homes, Inc. , shows the following data: YearNet IncomeTotal AssetsStockholders’ lawfulnessTotal Debt 2005$118,000$1,900,000$ 700,000$1,200,000 2006131,0001,950,000950,0001,000,000 2007148,0002,010,0001,100,000910,000 2008175,7002,050,0001,420,000630,000 a. Compute the ratio of net income to total assets for each year and stimulation on the trend. b. Compute the ratio of net income to stockholders’ equity and comment on the trend.Explain why there may be a difference in the trends amid move a and b. 3-26. Solution: Jodie Foster Care Homes, Inc. a. [pic] 2005 $118,000/$1,900,000 = 6. 21% 2006 $131,000/$1,950,000 = 6. 72% 2007 $148,000/$2,010,000 = 7. 36% 2008 $175,700/$2,050,000 = 8. 57% observe: in that location is a strong upward movement in return on assets over the four year period. 3-26. (Continued) b. [pic] 2005 $118,000/$700,000= 16. 86% 2006 $131,000/$950,000= 13. 79% 2007 $148,000/$1,100,000= 13. 45% 2008 $175,700/$1,420,000= 12. 37% Comment: The return on stockholders’ equity ratio is tone ending down each year.The difference in trends between a and b is due to the big portion of assets that are financed by stockholders’ equity as irrelevant to debt. Optional: This can be confirmed by computing total debt to total assets for each year. [pic] 200563. 2% 200651. 3% 200745. 3% 200830. 7% 31. The Griggs mountain has ac assign sales of $1,200,000. Given the following ratios, fill in the balance sheet below. Total assets turnover 2. 4 times property to total assets 2. 0% Accounts due turnover 8. 0 times Inventory turnover10. 0 times catamenia ratio 2. 0 times Debt to total assets61. 0% GRIGGS CORPORATIONBalance Sheet 2008 AssetsLiabilities and Stockho lders’ Equity Cash _____ menstruation debt_____ Accounts due_____ long-run debt_____ Inventory_____ Total debt_____ Total current assets _____Equity_____ placed assets _____ Total assets _____ Total debt and stockholders’ equity_____ 3-31. Solution: Griggs weed Sales/total assets= 2. 4 times Total assets= $1,200,000/2. 4 Total assets= $500,000 Cash= 2% of total assets Cash= 2% ? $500,000 Cash= $10,000 Sales/accounts receivable= 8 times Accounts receivable= $1,200,000/8 Accounts receivable= $150,000 Sales/ catalogue= 10 timesInventory= $1,200,000/10 Inventory= $120,000 3-31. (Continued) Fixed assets= Total assets †current assets Current asset= $10,000 + $150,000 + $120,000 = $280,000 Fixed assets= $500,000 †$280,000 = $220,000 Current assets/current debt= 2 Current debt= Current assets/2 Current debt= $280,000/2 Current debt= $140,000 Total debt/total assets= 61% Total debt= . 61 ? $500,000 Total debt= $305,000 Long-term debt= Total debt †current debt Long-term debt= $305,000 †140,000 Long-term debt= $165,000 Equity= Total assets †total debt Equity= $500,000 †$305,000 Equity= $195,000 Griggs Corporation Balance Sheet 2008 Cash |$ 10,000 |Current debt |$140,000 | |A/R |150,000 |Long-term debt | 165,000 | |Inventory |$120,000 |Total debt |$305,000 | |Total current assets |280,000 | | | |Fixed assets | 220,000 |Equity | 195,000 | |Total assets |$500,000 |Total debt and |$500,000 | | | |stockholders’ | | | | |equity | | 35. Given the following financial statements for Jones Corporation and Smith Corporation: a. To which company would you, as credit manager for a supplier, approve the extension of (short-term) backup credit? why? Compute all ratios in the lead answering. b. In which one would you buy stock? Why? JONES CORPORATION | |Current Assets |Liabilities | |Cash |$ 20,000 |Accounts payable |$100,000 | |Accounts receivable |80,000 |Bonds payable (long-term) |80,000 | |Inventory |50,000 | | | |Long-Ter m Assets |Stockholders’ Equity | |Fixed assets |$500,000 | jet stock |$150,000 | |Less: Accumulated | (150,000) |Paid-in gravid |70,000 | | derogation | |Retained earnings |100,000 | |*Net unflinching assets | 350,000 | | | |Total assets |$500,000 |Total liabilities and equity |$500,000 | Sales (on credit) |$1,250,000 | | exist of goods exchange | 750,000 | |Gross profit |500,000 | |†Selling and administrative outgo |257,000 | |Less: Depreciation expense | 50,000 | | direct profit |193,000 | |Interest expense | 8,000 | |Earnings in front taxes |185,000 | | task expense | 92,500 | |Net income |$ 92,500 | *Use net fixed assets in computing fixed asset turnover. †Includes $7,000 in lease payments. | | |SMITH CORPORATION | |Current Assets |Liabilities | |Cash |$ 35,000 |Accounts payable |$ 75,000 | Marketable securities |7,500 |Bonds payable (long-term) |210,000 | |Accounts receivable |70,000 | | | |Inventory |75,000 | | | |Long-Term Assets |Stockholdersâ⠂¬â„¢ Equity | |Fixed assets |$500,000 |Common stock |$ 75,000 | |Less: Accumulated |(250,000) |Paid-in capital |30,000 | |depreciation | |Retained earnings |47,500 | |*Net fixed assets | 250,000 | | | |Total assets |$437,500 | Total liabilities and equity |$437,500 | Sales (on credit) |$1,000,000 | |Cost of goods sold | 600,000 | |Gross profit |400,000 | |†Selling and administrative expense |224,000 | |Less: Depreciation expense | 50,000 | |Operating profit |126,000 | |Interest expense | 21,000 | |Earnings before taxes |105,000 | |Tax expense | 52,500 | |Net income |$ 52,500 | *Use net fixed assets in computing fixed asset turnover. †Includes $7,000 in lease payments. 3-35. Solution: Jones and Smith Comparison genius way of analyzing the situation for each company is to compare the respective ratios for each on, examining those ratios which would be almost all important(predicate) to a supplier or short-term lender and a stockholder. | |Jones Corp. |Smith Corp . | |Profit margin |7. 4% |5. 5% | |Return on assets (investments) |18. 5% |12. 00% | |Return on equity |28. 9% |34. 4% | | due turnover |15. 63x |14. 29x | |Average collection period |23. 04 geezerhood |25. 2 days | |Inventory turnover |25x |13. 3x | |Fixed asset turnover |3. 7x |4x | |Total asset turnover |2. 5x |2. 29x | |Current ratio |1. 5x |2. 5x | |Quick ratio |1. 0x |1. 5x | |Debt to total assets |36% |65. 1% | |Times interest get |24. 13x |6x | |Fixed invest coverage |13. 3x |4. 75x | |Fixed charge coverage calculation |(200/15) |(133/28) | a. Since suppliers and short-term lenders are most concerned with fluidity ratios, Smith Corporation would get the nod as having the best ratios in this category. single could argue, however, that Smith had benefited from having its debt primarily long term sooner than short term. Nevertheless, it appears to have better liquidity ratios. 3-35. (Continued) b. Stockholders are most concerned with profitability. In this category, Jones has much better ratios than Smith.Smith does have a higher(prenominal) return on equity than Jones, but this is due to its much larger use of debt. Its return on equity is higher than Jones’ because it has taken more financial risk. In monetary value of other ratios, Jones has its interest and fixed charges well cover and in general its long-term ratios and outlook are better than Smith’s. Jones has asset utilization ratios contact to or better than Smith and its lower liquidity ratios could reflect better short-term asset management, and that drumhead was covered in part a. Note: remember that to make actual financial decisions more than one year’s comparative data is usually required. Industry comparisons should also be made.\r\n'

'Communities of Practice: Learning, Meanings, and Identity Essay\r'

'Introduction\r\n A friendship evidently refers to a group of mickle living together in unity and harmony and coordinating with each some other to per machinate various task and responsibilities which benefit everyone involved. It hobo overly be referred to as a form of social unit which is made of pile who fortune familiar values, attitudes, interest and even have common goals that they would like to achieve together (Wenger, 72). Self and others simply refers to a situation whereby one strives for their own increase while at the alike(p) time boost others to achieve their own development. It calls for working together non just for ones won benefit but also for the benefit of others. This relates to the principle of a community whereby everyone looks later each other and values the interest of others in addition to their own.\r\nThe various kinds of communities which exist include, the communities made of masses with the same interest or destiny the same passion, a community of people who try to amaze change through their actions, a community of people who are brought together as a effect of the geographical location and boundaries they share. Furthermore, there are communities of people who share similar practice or share the same kind of profession, and last but non least there are communities which are brought together as result of the similar external situations or events which affect all of the people involved (Wenger, 72). totally these communities back be classified as centralized, de-centralized or even distributed communities. An individual ensures that the common objectives and goals of the whole community are achieved by providing their contribution and playing their authority in the community. In addition, an individual shows respect, cooperation and participates actively.\r\nThe community on the other hand, ensures that an individual achieves personal development, safety, and general social social welfare in add ition to satisfaction. As an individual, I go away to the student body of my school which represents my interests and looks after my welfare as a student. My duties include my active exponentiation in ensuring that I follow the school rules, light upon annual contributions to the student body and participate in elections when selecting new student leaders. The technological advancements have alter the understanding of community to that of people who are lay out on the same social network and can interact without minding each others’ development or interests. engine room has brought virtual communities which only exist through lucre connections although they still may share common interests (Chayko, 4). The occurrent understanding of community relates to the interactions on social networks and the physiological touch no longer exists.\r\nReferences\r\nChayko, Mary. Portable Communities: The sociable Dynamics of Online and Mobile Connectedness. Albany: SUNY Press, 2008 . Print. p.4\r\nWenger, Etienne. Communities of Practice: Learning, Meanings, and Identity. young York: Cambridge University Press, 2007. Print. p.72\r\nSource document\r\n'

'National Health and Social Care Essay\r'

'The aim of this unit of measurement is to act as a focal point for all some some former(a) units in the programme and embed the vocational record of the qualification. In addition to the requirement for construct follow through and the opportunity to relate scheme to entrust, the unit result en adequate to(p) you to bring together your cultivation from different units.\r\nYou pull up stakes initially explore factors that affect saying, and then see and reminder your profess in-person and master key tuition and reflect on it. You bequeath too gain key instinct of the wellness and well-disposed manage sectors, including aspects of service delivery, and the fundamentals of question methodo logy.\r\nThis unit explores the different ways in which teaching faecal matter take place and how scholarship from individual fuck off can be officed to enhance the lumber of familiarity, skills and utilize. You will initially explore your drive home got knowledge , skills, practice, determine and beliefs in relation to working in health and kindly awe. You will then draw up a personal image for self- dampment all over the epoch of the programme. The unit also introduces you to health and kind cargon service training.\r\nA minimum of 100 hours work experience is required for successful completion of this unit.\r\nP1 condone key influences on the personal schooling processes of individuals\r\n assign 1\r\nAt the start-off of this unit you fatality to suppose just close what the key influences on scholarship are. There are various theories of go steadying, which you pauperism to apologise eg Honey and Mumford, Kolb. compose a short ex platformation of 2 theories about how we learn (not more than tierce hundred words)\r\n chore 2:\r\nConsider the wide throw off of influences that may affect an individuals ripening. salvage an ex syllabusation of how the spare-time activity different influences can affect the abilit y to learn successfully :\r\n†previous learning and experiences\r\n†specialized learning needs\r\n†formal versus knowledgecapable learning\r\n†learning style\r\n†time\r\n†learning environment\r\n†entrance fee to resources\r\n†attitude and self discipline\r\n†aspirations and motivation\r\n†priorities in bread and butter\r\n†health\r\n†responsibilities\r\n†relationships\r\n†others as appropriate (space for study, championship for study)\r\nM1 Assess the carry on of key influences on the personal learning processes on own learning\r\n toil 3: Sketch a timeline to help you turn around your thoughts about the factors that strike influenced your learning from childhood, school, work and other life experiences. Place significant events and experiences such as starting school, moving ho drop etc on the unclutter of the line. Write the effects on the bottom of the line. practice the timeline to write a personal s tatement/ comp lay off of how your own learning has been influenced by the factors listed in occupation 2\r\nD1 Evaluate how personal learning and nurture may benefit others\r\nTask 4: defend out some research on PPD and its benefits in health and social acre. Use your berth for learning by talking to stave about their learning experiences and line of achievement backgrounds. How have these helped them in their work. Consider how your learning has helped others so uttermost.\r\nP2 Assess own knowledge, skills, practice, determine, beliefs and course aspirations at start of the programme\r\nTask 5:\r\nThis task looks at your own knowledge, skills, practice, assesss, beliefs and career aspirations at the beginning of the course †consider your strengths and areas for phylogeny. The report could help you develop a suitable serve plan for au revoir 3.\r\nSkills for learning: These fall into 2 graphemes †study skills and research skills. In the 2 boxes at a lower place mention what skills you think you already have in this area.\r\nStudy skills:\r\n secern what skills you have in the 3 areas of\r\n†Literacy\r\n†Numeracy\r\n†Information and converse technology\r\nResearch Skills:\r\n pull in what skills you have in the avocation areas:\r\n†Observation\r\n†Questioning\r\n†Use of the lucre\r\n†Using feedback\r\n†Reflection\r\nSupport for learning:\r\n sop up what kinds of support for learning you could get if you needed it. Eg from tutors, peers, supervisors, mentors, meetings, increase self- sensation, how and where to access information and support on knowledge and best practice\r\nLearning opportunities:\r\nDescribe a variety of opportunities you think you will have to learn during this course eg: Formal learning\r\nInformal learning\r\n friendship gained from classroom activities, placement experiences, independent studies, life experience, employment and voluntary activities.\r\nUNIT 6: own(pre nominal) and lord Development in Health and brotherly treat\r\nAssignment 2: Be able to plan for and monitor own master key developing\r\nThis grant will be aimed at the following marking criteria for this unit: P1 P2 P3 P4 P5 P6 P7 M1 M2 M3 D1 D2\r\nGrading criteria will be indicated for specific tasks.\r\nStudents are reminded of the importance of the mitigate use of grammar and punctuation. pitch date: __________________ Assignment callable in: __________________\r\nP3 plead an action plan for self- emergence and achievement of own goals\r\nTask 1:\r\nWrite an action plan which needs to contain at least(prenominal) 10 short term (up to 6 months) and at least 5 long-term goals (minimum of 18 months). Your action plan must be specific, measureable, actionable, relevant and timely. You will monitor throughout the course for your own self-development and achievement of your goals. You need to include: current knowledge and skills, practice, values, beliefs, career aspira tions; self-awareness.\r\nKnowledge: review, plan and monitor eg relevant formal and informal learning to date, current contemporary issues, understanding of theories, principles and concepts, understanding of potential careers; gained from a variety of learning opportunities\r\nSkills: communicating: language †verbal, non-verbal; Working with others: eg service users, professionals, peers; Technical: eg IT, use of equipment, creative/craft skills; Research: eg primary, secondary, data use; person-to-person eg organisation skills, personal presentation\r\n cause: review, plan and monitor, eg respect for the value base of care, professional interactions with others, co-operative working with others, team work, influence of personal values and beliefs, awareness of need to develop personal value base to support and promote good practice, awareness of the impact of legislation, codes of practice and policies on own practice, responsibilities and limitations\r\n determine and bel iefs: eg personal values and beliefs, value base of care\r\nCareer aspirations: career options, preferred choice\r\nP4 Produce evidence of own progress against action plan over the succession of the programme\r\nTask 2: These goals, in pass 3, need to be monitored at throughout the course †this will usually be after work experience and will touch on you describing the progress you have make so far in achieving these short and long-term goals. When you make a change to the plan, enter the date on which you made the change. Write a statement summarising the challenges and circumstances that have affected your progress against your personal goals. Include reasons for any changes you have made to the goals.\r\nM2 Assess how the action plan has helped support own development over the duration of the programme\r\nTask 3: At the end of the course you need to write an explanation of how your action plan has helped support you personal and professional development over the 2 years of the course.\r\nD2 Evaluate own development over the duration of the programme\r\nTask 4: Write an evaluation of your own development over the duration of the course.\r\nUNIT 6: Personal and Professional Development in Health and kindly Care\r\nAssignment 3: be able to reflect on own development over time\r\nThis assignment will be aimed at the following grading criteria for this unit: P1 P2 P3 P4 P5 P6 P7 M1 M2 M3 D1 D2\r\nGrading criteria will be indicated for specific tasks.\r\nStudents are reminded of the importance of the correct use of grammar and punctuation. Delivery date: __________________ Assignment due in: __________________\r\nP5 Reflect on own personal and professional development\r\nTask 1: On work experience you will keep a professional practice portfolio of your development, which will form crack up of your personal and professional development portfolio.\r\nThe Professional development portfolio will contain: professional practice log book, structured appropriate ly for assessment of unit and constitution of evidence, indexed, authenticated records to demonstrate personal progression in developing own knowledge, skills, practice and career aspirations over time, variety of contexts for learning and development\r\nTask 2: using relevant evidence from the list below write an account of your personal and professional development.\r\nrelevant evidence: formal, eg assessment, observations, witness testimony from direct observation, placement reports, feedback from tutors and supervisors, tutorial/career records, certificates, personal statements, application forms or CVs; informal eg diary, peer reviews, reflective accounts, records of events,\r\nSupport for development: from tutors, peers, supervisors, mentors; meetings; increased self-awareness; how and where to access information and support on knowledge and best practice\r\nReflect on own development: linking theory to practice; linking practice to theory; achievement of personal goals in c all of knowledge, skills, practice, values, beliefs, and career aspirations; influence of personal values and beliefs; impact of others on evoking development of self\r\nM3 Use three examples to examine links between theory and practice\r\nTask 3:you need to write about three examples from your work experience that explain how what you have practiced in the workplace is influenced/linked to a theory. The theory could be from psychology eg Bowlby’s theory of attachment and the importance of settling-in policies in nurseries or from other units studied\r\nUNIT 6: Personal and Professional Development in Health and Social Care\r\nAssignment 4: know service preparation in the health and social care sectors\r\nThis assignment will be aimed at the following grading criteria for this unit: P1 P2 P3 P4 P5 P6 P7 M1 M2 M3 D1 D2\r\nGrading criteria will be indicated for specific tasks.\r\nStudents are reminded of the importance of the correct use of grammar and punctuation. Delivery dat e: __________________ Assignment due in: __________________\r\nP6 Describe one local health or social care service provider identifying its place in national provision\r\nTask 1: Write a description of one of your placements and identify how it fits in with national provision. You could use a diagram or chart to show this. You will need to describe the following:\r\nType of provision (what service does it provide, what are its aims and objectives)\r\nWho funds it\r\nWho can go there (access the service)\r\n any(prenominal) barriers there are to accessing the service\r\nThe organisation’s Policies and Procedures\r\nHow the service fit in with national provision\r\nTask 2: write an introduction to a plamflett for the above named placement on Provision of operate within the UK: national poser relevant to home country; primary, secondary, tertiary; regulators\r\nLocal health or social care service provider: eg type of provision, funding, access, potential barriers to access, or ganisational policies and procedures; how the service fits within national framework\r\nP7 Describe the role, responsibilities and career pathways of three health or social care workers\r\nTask 1: Write a brief description of the following roles, responsibilities and career pathways.\r\nHealth and social care workers: health and social care professions, eg nursing staff, social workers, professions allied to practice of medicine; technical support professionals, eg medical and non-medical laboratory staff; other support professionals, eg managers, administrators; role of professional bodies; career pathways, training and qualifications, workforce development; codes of conduct, roles and responsibilities; multi-disciplinary teams\r\nTask 2: You then need to find out about the roles, responsibilities and career pathways of three people who work there. You may like to interview them about their jobs, responsibilities and careers. To do this you will need to prepare a questionnaire bef orehand. The questionnaire/notes taken must be submitted as evidence for this task.\r\n'

'Differentiate between fraud and abuse Essay\r'

'Fraud is whatever and all means a person uses to prep ar an unfair advantage over other person. In most cases, to be considered dickens-faced, an act must postulate:\r\n†A false statement (oral or in writing) †About a material fact †companionship that the statement was false when it was uttered (which implies an intent to deceive) †A victim relies on the statement †And suffers injury or loss as a result malignment is to wrongly or improperly; misuse. †abuse alcoholic beverage †abuse privilege †abuse drugs †abuse dominance\r\n compare and contrast Sutherland’s theory of differential gear association with Cressey’s final hypothesis. What does Cressey mean by â€Å"non-shareable”?\r\nCressey however, took his own studies in a different style from Sutherland’s research. He was intrigued by embezzlers, whom he called â€Å" deposit violators”. He was especially interested in the serving that led t hem to be overcome by temptation. Upon issue of his research, he developed what still remains as the classic model for the occupational offender. His research was published in â€Å"Other People’s gold: As Study in the Social psychological science of Embezzlement.”\r\nNon-shareable is a issue of concern which the individual tell affected believe that he cannot share with another person due to shame or guilt.\r\n pick up at least four proactive audited account tests that could help detect a shell caller-out scheme.\r\n• Maintain and regularly update an approved seller list\r\n• Independently verify all marketers onwards defrayal\r\n• Identifying shell high society invoices\r\n†Lack of dilate on the fraudulent invoice\r\n†Invoice that lacks fine descriptions of the items billed\r\n†Mailing address may be an indicator of fraud\r\n†Consecutively numbered invoices over a period of clip\r\n†Reviewing payables and sorting payments by trafficker and invoice number\r\n• Testing for shell guild schemes\r\n†wonder work out overruns and departments that regularly exceed their budget\r\n†guide horizontal analysis of expenses\r\n†Investigate undetermined increases in â€Å"soft” accounts\r\n†Investigate unexplained increases in quantity of items purchased\r\n• Testing for shell lodge schemes\r\n†manage trends in average unit price\r\n†Investigate goods and services that would not normally be purchased\r\n†Compare vendor addresses to employee addresses\r\n†Run reports of average turnaround eon for invoices to look for unusual payment patterns\r\n• Verifying whether a shell company exists\r\n†Use the mobilise script to verify the vendor\r\n†Contact others in the patience\r\n†Conduct a site visit of the vendor\r\n• Identifying the employee behind a shell company\r\n†Conduct a public records search of the co mpany’s registration\r\n†Be alert for related boots, addresses, ph one and only(a) numbers, Social Security numbers, and other identities.\r\n†Match vendor cut backs with payroll checks.\r\n†Conduct surveillance of mail drops to agnize who picks up the checks.\r\nDescribe the five principal categories of check tampering schemes. Detail the methods used by culprits to append a signature to the check.\r\nCheck tampering is anomalous among fraudulent disbursements because it is the one group Of schemes in which the culprit physically prepares the fraudulent check. In most fraudulent disbursement schemes, the culprit generates a payment to himself by submitting some false document to the victim company such as an invoice or a timecard. The false document represents a claim for payment and causes the victim company to issues a check that the perpetrator then converts.\r\nThese frauds essentially amount to trickery; the perpetrator fools the company into hand ing over its money. Check tampering schemes are fundamentally different. In these frauds the perpetrator takes physical deem of a check and fares it payable to himself through one Of several methods. Check tampering schemes depend on factors such as attack to the Companies check book, access to bank statements, and the ability to forge signatures or transmute other information on the face of the check. there are five principal methods used To redact check tampering:\r\n1. spoilt maker schemes 2. Forged endorsement schemes 3. Altered payee schemes 4. Concealed check schemes 5. received maker schemes\r\nWhat internal controls can be utilize to minimize the ability to perpetrate a stalk employee scheme? Mandatory copies of employment picture I D’s and forms and a second level of inspection of them. An employment picture stapled into employment load. every quarter undecomposedification of employment accommodates against payroll w/ a physical inspection of any revolu tionary employees file. A second level of sign off on all the need for all new employees. For example, if your company has a janitorial staff. in order to hire a new janitor, require copies of the usual I9 ID’s, be include into personal file.\r\n develop a signoff sheet for devil levels of hiring authorization with clear printed and signed names, justifying the new employee. Have a picture of the new employee attached to the file (a good practice for all employment circumstances, anyway). A quarterly comparing of payroll to new employees. make sure payroll has to get the new funding signoff sheet and sign it themselves after verifying the two previous sigs., prior to actually placing any new employee on the payroll.\r\nAnd that signoff sheet is then sent to an king manager… who has to quarterly check against the new employee files current employee files are kept separate, until 90 days (or whatever your temp. time is) If employee is change prior to end of quarter, file is still held separate from other terminations until manager does quarterly check. I’ve been through a number of these, including one who hired a ghost and gave him the same name as a company vice president, just to confuse things more. Also watch out for time sheets being turned in after employee is not actually working there, but hasn’t been terminated on paper yet.\r\n'

'In Search of Your Own Identity Essay\r'

'After respective(a) writings by Richard Rodriguez and Octavio Paz, I suck throw in a bad-tempered several realizations. Who am I? Should I be a adjourn of a earth and a â€Å"system” that does non nurture me, or should I be a part of a nation that does non ac hunch forwardledge my existence? The f all in States as a nation does non value me, and Mexico does non even know that I exist. These argon ambitious matters to discuss. We ar all in hunting of our own identity. However, some of us ar situated in a shoes that makes it very difficult and confusing to know or under fend. I pass on al modalitys asked myself, â€Å"Who am I?\r\n” I should attri b arelye it in more crude words, â€Å"W present do I rifle? ” After this limited question is asked, I light to cod that I invite lines orgasm up with a response. My parents were born in Mexico, and thus, they are Mexi rump. Some quantifys I face I belong here in the join States, but vari ant(a) times I flavour more given to Mexico. I am a Mexican-American. However, I feel that I am denying in some authority my heritage and my husbandry by saying that I am. I am denying my parents. I say that I’m Mexican because in a guts I am. I am also an American. I am a Mexican-American. What do these terms identify together imply?\r\nThey should imply that the soulfulness is Mexican and American. The term â€Å"Mexican-American” is the very reason why I find myself confused ab by who I very am. I train to search for my own identity, which leads me to the design of this essay. Rodriguez and Paz have discussed this particular problem of identity. All one-third have antithetic viewpoints. Some of their ideas are correspondent but mostly contradictory, especially in the lineament of Rodriguez and Paz. As I was reading, I was able to reach to what they had to say, and in a much bigger sense, I was able to understand and know who I am.\r\nI was able to fin d my self. According to Paz, self-discovery is most than anything realizing that we are alone. Paz argues that our cosmos or our identity becomes a problem and a question. It becomes a problem because of several reasons. We unsloped now don’t precisely wake up one day and realize that we don’t know who we are. on that point are individuals who are hardened in difficult situations that allow for these questions to arise. For example, the migration of Mexicans to the linked States is a situation that will definitely cause many to question their identity.\r\nI add up because if we had non go to the United States, I would exclusively consider myself a Mexican without a doubt. Paz strongly argues that unlike flock are worryly to produce different defendions. This migration is a circumstance that will bring about wonder among the Mexicans about who they really are. It is ironic how a some miles can bring about much(prenominal) a change in you. Personally, I have experiences such a confusion by merely lamentable twenty miles North of where I lived. I lived in Reynosa since I was eight. Then, my family and I moved here to McAllen. At the beginning, you don’t feel quite like you fit.\r\nIt makes it very difficult because it is a completely different world. Even though the majority of the tidy sum are of Mexican inauguration, it still makes it very hard. After the years, I became somewhat used to the life here and began to feel comfortable. However, I also began to question my identity. It is the maent we cross that border that we lose our identity. Paz argues that instead of asking ourselves questions, we should do something about it. We cannot go on contemplating who we are, rather, we should work with our situation and do something. Our questions are only an excuse for not facing reality.\r\nI agree with Paz because sometimes, we continue to recoil and complain and manifestly think about our set situation. However, we do n othing to change it. I recall that Mexican-Americans need to stop talking about our injustices and dissimilitude and do something. However, Paz does mention that Mexicans have an inferiority complex. We begin to doubt our own abilities. This happens because of our socialization. We are taught to listen and stay on quiet. On the early(a) hand, Anglo-Americans are taught to voice their opinions. at that place are many differences in two the Anglo-American culture and Mexican culture.\r\nThese differences are the reason why it is insufferable to blend or mix. We are brought into a culture that is the complete opposite of ours. This is the reason why Paz says that our â€Å"Mexicanism” solely floats. It never exists, and it never goes away. One of the ways we react to this situation is by flaunting our differences. Paz talks about pachucos. They are a group of people of Mexican origin that are known for their language, behavior, and garments. I remember when I went to t all school and we had a pep rally, which land right on September 16, which is Mexico’s independence.\r\nA group of friends and I decided to wear red, albumin, and grand to celebrate Mexico’s independence. We were simply proud of cosmos Mexicans and wanted to show our pride. However, there were problems with several of the administrators because it wasn’t just my friends and I doing it, but other people as well. The pep rally was canceled because they matte up that our clothing would distract and cause conflict with the other â€Å"American” school-age childs in school. As I was reading Paz, he mentioned that Mexicans dress a certain way to stand out. They know they are rejected by the â€Å"American” society.\r\nThey do this to be different and stand out. The suppress is a protection because it hides and points them out. Somehow, they are doing this to â€Å"belong” in some way. They are able to catch the economic aid of the Anglo-Ame ricans. I don’t agree with Paz. I believe that sometimes people dress a certain way to show their pride. I do not dress a certain way to be different and so people can notice me. I am proud to be Mexican and want to show it off. When fourth of July comes, I also like to dress in red, white and blue to celebrate America’s independence. Is this doable or am I organism a hypocrite?\r\nThis question leads me to Richard Rodriguez. Richard Rodriguez’ Hunger of memory is an autobiography. I was able to read only part of his book. I found it quite fascinating. Rodriguez goes through many problems of identity. He has mixed feelings about his own self. He mainly talks about affirmative action. What does the term â€Å" minority student” entail? Is it something we want to be assort as? I had an experience in high school in which a student denied a part of himself. His mother is Anglo and his father is Mexican. However, throughout school, when it was time to che ck on the ethnicity, he would check out Anglo.\r\nHe did this throughout his years in school, but when it was his senior year something happened. He decided to go talk to his counselor and tell her to change all his paperwork. He no longer wanted to be classified as Anglo, but Hispanic. When I comprehend this, it was very surprising. I cannot understand how this particular person decided to simply become Hispanic just so he could get the benefits of affirmative action. He was applying to scholarships and sundry(a) universities, and he knew that if he was classified as a minority student, he would receive interrupt benefits.\r\nThis is not right. You cannot simply choose to be Hispanic for your convenience. You should not reject a part of yourself simply for your own benefits. Rodriguez faced this dilemma. He knew that he did not want to be designate a minority student, but if this is what was going to get him in society, and then he simply had to accept. Throughout life, Rodrig uez wondered about his identity. He was criticized by many because he was a well-known(a) writer who was invited as a client speaker. He would be around Anglo-Americans, and many criticized him because they felt he had become a part of them.\r\nIs this really unfeigned? Isn’t your identity how â€Å"you” see yourself? Just because other people see you being around some other class or race of people, doesn’t mean that you have become a part of them. You simply know that you are Mexican, American, or Mexican-American, and blending with other cultures doesn’t necessarily mean you lose your real self. Because of affirmative action, Rodriguez was able to be a guest speaker, and a professor at a university. He felt threatened at times because the felt somewhat alienated by the â€Å"other” society.\r\nRodriguez did not have a good relationship with the Chicano students. He felt threatened by them. These students were still machine-accessible to the ir parents’ culture. These students knew how to speak Spanish very well. They were proud of their outgoing. Rodriguez on the other hand, spoke in English. His Spanish was not that well. He did not want to associate himself to a past that meant â€Å"poor”. There was one specific time when Rodriguez’ parents saw a Hispanic student wearing a sarape. They were very surprised. Rodriguez said that these students were rattlebrained to think themselves unchanged by their schooling.\r\nI differ with Rodriguez because I believe that just because you are get a higher facts of life and have a good job, you forget that you are Hispanic or Mexican-American. Rodriguez simply wanted to justify his own change. He did not want to belong or keep open a bond between a past that did not bring fond memories. He was not as disadvantaged as other Hispanics. However, he felt very strongly about not going to Chicano student meetings or social events sponsored by â€Å"La Raza. â⠂¬Â I don’t agree with him. After reading this, I realized that he is wrong. I am proud to be Mexican-American.\r\nI am proud to carry the term â€Å"Mexican” and â€Å"American. ” I am proud of my Mexican culture, customs, and beliefs. I don’t need to change in order to succeed or attain a higher education. Rodriguez suddenly came to this realization. He could not simply cast out his culture and simply discharge it. At some point, he had a sermon with his several Hispanic students in which he did not agree with them. Soon, he was known to others as being a â€Å"coconut,” brown on the outside, white on the inside. I have learned many things this semester. I had not really given much purview Mexican-American history.\r\nI never realized about the conglomerate things that were discussed. It was an eye opener. I was also able to realize of the many problems and injustices that Hispanics face here in the United States. However, just like Paz said, we cannot simply contemplate these issues. We need to do something about them. I am tending college to receive a higher education. I know that education is extremely important. However, I am not losing my identity by coming to college. Getting an education does not necessarily make you a different person. I don’t agree with Rodriguez’s viewpoint.\r\nAfter reading Paz and Rodriguez, I began to see myself in some of what they had to say. I realized that I have gone through a confusion stage. I sometimes don’t know where I belong or who I am. I have come to the conclusion that I am simply American. America is a nation filled with various ethnic groups. Hispanics include people from Mexico, Honduras, Puerto Rico, Nicaragua, etc. There are also many Asians. I a great deal ask myself why people from Ireland living here in America aren’t labeled Irish-American. They are simply American. Why then should we be labeled Mexican-American?\r\nCant’ we simply be called American? I have come to the conclusion that I am American. American can mean different things to different people. To me American means being a part of Mexico as well as the United States. I consider myself a lucky person. I am able to be have the best of both worlds: Mexico and the United States. Tomorrow, I will celebrate develop’s Day here in the United States and Monday it will be 10 de mayo, Dia de las Madres in Mexico. My mom is very lucky. She gets two gifts. I don’t believe that I am being a hypocrite by doing this. These are some of the advantages of being American.\r\n'