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Introduction. What key points or themes were raised in the assigned readings? One paragraph in length.
Details and analysis of assigned article one with page citations, two paragraphs.
Details and analysis of article two with page citations, two paragraphs.
Conclusion. Summarize key points and provide details from the assigned video clip, how does it connect to readings. Here is what I learned from reading these articles.
Why is this information important?
Was any of the information new to you, has it made you think differently, etc.? One paragraph in length.
Here are the links to the articles:
Brief History Indigenous Peoples West Africa
A Brief History of the Indigenous Peoples of West Africa | Cultural Survival
Introduction. What key points or themes were raised in the assigned readings? One paragraph in length.
Details and analysis of assigned article one with page citations, two paragraphs.
Details and analysis of article two with page citations, two paragraphs.
Conclusion. Summarize key points and provide details from the assigned video clip, how does it connect to readings. Here is what I learned from reading these articles.
Why is this information important?
Was any of the information new to you, has it made you think differently, etc.? One paragraph in length.
Here are the links to the articles:
Brief History Indigenous Peoples West Africa
A Brief History of the Indigenous Peoples of West Africa | Cultural Survival
experience the role of a graduate degree prepared nurse who is a Patient Care Transition Coordinator. For the purpose of this CPE, a Patient Care Transition Coordinator is defined as a nurse who focuses on assisting patients moving from the hospital to a rehabilitation facility, and then to their homes. During this experience, you will help specific patients move through different levels and types of care. You will identify the education, experience, and skills required for you to perform this role successfully. Additionally, as a Patient Care Transition Coordinator, you should aim to prevent hospitalization and rehospitalization of patients who returned to their homes after hospitalization and rehabilitation.
In this CPE, you will experience the role of advanced professional nurse in the transitions of care from hospital to home or sub-acute or chronic facility.
The task is comprised of three phases of the transitions of healthcare continuum for a patient. You will examine and discuss evidence-based practices for a selected patient with one of the conditions or procedures identified by the CMS Hospital Readmissions Reduction Program (HRRP). Patient scenarios for each of the conditions or procedures follow the instructions.
The three phases on which you will focus are:
• Transition from hospital to home or sub-acute care facility
o Discuss the HRRP readmission reduction plan.
o Provide introduction to your patient and discuss pre-discharge initiative/interventions to promote optimal recovery and prevent readmission within 30 days or less.
experience the role of a graduate degree prepared nurse who is a Patient Care Transition Coordinator. For the purpose of this CPE, a Patient Care Transition Coordinator is defined as a nurse who focuses on assisting patients moving from the hospital to a rehabilitation facility, and then to their homes. During this experience, you will help specific patients move through different levels and types of care. You will identify the education, experience, and skills required for you to perform this role successfully. Additionally, as a Patient Care Transition Coordinator, you should aim to prevent hospitalization and rehospitalization of patients who returned to their homes after hospitalization and rehabilitation.
In this CPE, you will experience the role of advanced professional nurse in the transitions of care from hospital to home or sub-acute or chronic facility.
The task is comprised of three phases of the transitions of healthcare continuum for a patient. You will examine and discuss evidence-based practices for a selected patient with one of the conditions or procedures identified by the CMS Hospital Readmissions Reduction Program (HRRP). Patient scenarios for each of the conditions or procedures follow the instructions.
The three phases on which you will focus are:
• Transition from hospital to home or sub-acute care facility
o Discuss the HRRP readmission reduction plan.
o Provide introduction to your patient and discuss pre-discharge initiative/interventions to promote optimal recovery and prevent readmission within 30 days or less.
Background: The Department of Homeland Security’s mission of protecting American interests and assets has become much more difficult in recent years. The interconnectivity of critical systems, large vulnerabilities in network security, and the sheer volume of information to be processed all highlight the evolving nature of threats DHS must address on a daily basis. DHS is adapting to the rise in cyber threats and utilizing the tools of big data to make the nation, and its infrastructure, more secure. However, cyber is the sole arena where private companies are the front line of defense in a nation-state attack on U.S. infrastructure.
Question: Federal cyber experts have a limited understanding of unique private sector systems, which limits their ability to provide technical assistance, particularly in response to a cyber-attack. Discuss how a focused effort is needed to develop both cyber expertise and operational system expertise across industry and government.
Scenario
You are the new project manager for the operations unit of Charleston General Hospital. The hospital is facing challenges of long wait times at the ED, resulting in a high number of patients leaving without being seen (LWBS) and long admission holds in the ED. Upon initial assessment, you determine that the two challenges are related and are caused by inefficiencies in the process flow.
Instructions
Develop a process map to evaluate and suggest a redesign of the current challenges. Process maps are graphical depictions of a process. The process map (flow chart) shows the sequence of tasks, decisions, and all other related activities that results from inputs and outputs.
Your map should include a visual illustration of different processes that can be employed by Charleston General to improve the flow of operations in the ED. Attach a summary of the proposed changes reflected in the process map to explain how the changes can improve performance outcomes for the ED.
Rubric below:
A – 4 – Mastery
Process map thoroughly evaluated the selected health organization challenges with strong detail and supporting information and made connections between the identified challenges.
A – 4 – Mastery
Suggested a detailed redesign of the selected challenge with strong detail and supporting information
analyze a customer service interaction case study based on scenario examples of ineffective (Video One) and effective (Video Two) interpersonal communication. To complete this assignment, watch the following two videos and analyze the scenarios with reference to the ideas and concepts learned from Chapter 8: Communication & Relationships. Answer questions A-E.
Video One: Ineffective Interpersonal Communication
Video Two: Effective Interpersonal Communication
Questions A-E:
A) Describe the scenarios in Video One and Video Two (e.g. where did it happen, what happened, who was involved, how it happened, etc…).
(5 marks; 250-500 words maximum)
B) Identify the communication styles of each character in Video One and Video Two and justify your rationale.
(5 marks; 250-500 words maximum)
C) In Video One, identify three barriers to effective communication and justify your rationale for choosing these barriers.
(5 marks; 250-500 words maximum)
D) In Video Two, identify three successful communication strategies and justify your rational for choosing these successful strategies.
(5 marks; 250-500 words maximum)
Prepare a 3-4-page plan that states your recommended course of action and analysis to leadership for selecting a performance appraisal system in the provided scenario.
Workplace appraisal systems are extremely challenging and the differences among appraisal systems are quite significant. Although intended to be beneficial for HR-related decision making and a vehicle for determining raises, promotions, training, retention, and much more, most people see workplace performance appraisal systems as an uncomfortable and disagreeable process. The reasons for these perspectives by employees, supervisors, and HR professionals typically have to do with incomplete or inaccurate choice of performance appraisal methods. In this assessment, the SHRM behavioral competencies of Leadership and Organizational Navigation and Consultation and Critical Evaluation as well as the HRM content knowledge areas of Workforce Planning and Employment and Human Resource Department will be important for supporting your recommendation for a new performance appraisal system.
Introduction
Scenario
You are a newly hired HR professional in a medium-size community hospital, which is in a growing mid-western city. The hospital is a general health care services setting with no competition in the local area. The hospital has board-certified fellowship medical professionals who offer superior care to all the hospital’s patients. The mission of the hospital is to support a comprehensive range of health care for the local community and surrounding area.
The hospital has grown from two HR staff members to six HR professionals supporting over 700 employees and the same performance appraisal system has been in place for several years. The hospital administration team is not all that comfortable with any system of appraisal but has accepted that one is required.
The hospital currently has a healthy employee engagement program. Part of the program is a yearly organizational satisfaction survey that over time has provided employee input about what they perceive as a lack of performance appraisal effectiveness. Some employees feel the current performance appraisal system is not capable of identifying struggling employees. The same small group of employees feel that the current performance appraisal system is inflated. At the same time, it is also described as not having the capacity to recognize the best performers in the organization. There is a stated desire from a small minority of employees for a performance appraisal system that can better differentiate performance outcomes. This is particularly important in an organization with a broad spectrum of health care professionals who range from surgeons to custodial staff, all essential to the hospital’s success.
The current performance appraisal system is similar to the traditional academic evaluation system and it has five levels of performance: superior, outstanding, contributing substantively, developing, and needing improvement. The leadership in the hospital insists that a new three-level (3-superior, 2-contributing substantively, and 1-needing improvement) will favorably respond to the employees’ viewpoint. This new appraisal system that tracks the assignment of each performance level by employee would limit how many threes would be given every year, thus most people in the organization would fall into the category of proficient. This has led to loud feedback from a majority of employees who feel they are not accurate recognized or valued. In fact, the new performance appraisal has negatively impacted overall employee morale.
Your Challenge
As an HR professional in the organization, you desire the best outcome for your organization and its employees, and are not sure if this three-level system would be best. Your challenge is to select the best course of action among the following options and recommend that action to the leadership team. You can recommend 1) they retain the current five-level performance appraisal system, 2) they adopt the three-level system with forced-distribution preferred by the leadership team (3-superior, 2-contributing substantively, and 1-needing improvement), or 3) they adopt an alternative appraisal system from any source.
Instructions
Prepare a 3–4-page plan that states your recommended course of action. Along with your recommendation, include the following:
Analyze how your proposed HR solution to an HR challenge contributes to organizational goals and strategies.
Identify 5–6 performance appraisal systems and their attributes and then select one type for the third alternative in this scenario before making a decision.
Weigh the impact on each group as you consider the three options. The majority did not complain about performance appraisal inflation and the minority did. What are the implications of rejecting the minority’s request for what they see as a rational and effective system? What are the consequences of having a majority or employee-rated system?
Include the barriers, consequences, or outcomes that you see for the course of action you have chosen.
Explain the role of the HR practitioner in advancing a proposed HR solution.
Briefly explain the role you will take to influence the eventual outcome. Consider aspects of leadership, negotiation, and consultation.
Discuss the application of any SHRM behavioral competencies to the process of solving an HR challenge.
Which SHRM behavioral competencies do you think are most directly applicable to a successful resolution of this challenge, and why?
1. Write out the chemical name of the compound you selected. For example, NaOH = sodium hydroxide. (Note: the example is not an antacid…it’s a very strong base.)
2. Is the compound (antacid) you selected an ionic compound or a covalent compound? For example, NaOH is an ionic compound.
3. The video mentioned some side-effects associated with each of those compounds. Do some further research and list the risks vs. benefit of the antacid you selected.
4. Write out the chemical reaction that will take place in your stomach if you take the antacid, assuming the acid in your stomach is hydrochloric acid, or HCl.
For example, the react of NaOH and HCl would be as follow.
NaOH + HCl –> H2O + NaCl
If we have a strong base reacting with a strong acid, we will end up with water and salt (in this case, the resulting “salt” is NaCl, just like the salt in your salt shaker).
Hope you all have fun learning about chemistry in our everyday life!