For the purpose of this Discussion Board I am examining the Republican Party in the state of North Carolina. The party platform and basic party committee organization is made up of a committee chair with representatives from 13 state congressional districts, as well as chairpersons and a secretary (NCGOP). The party platform then goes on to include a preamble, ten articles that the party will focus on, and a conclusion (NCGOP).
From the very beginning of the party platform, I do agree with the NC Republican Party. In the preamble it states, “We are the party that encourages equality for all citizens and embraces the inherent value of every single human being God creates—born and unborn. We are the party that defends the religious beliefs and rights of conscience of all Americans and safeguards religious institutions against government control” (NCGOP). This statement sets the tone from the very beginning that the party is all about God, religious freedom, and making sure government doesn’t get too big and too controlling. The platform goes on to discuss the importance of parent’s having the control over their children’s future rather than the government, inherent God given liberties, and sanctity of life just to name a few key points (NCGOP).
The NCGOP touches on principles that are absolutely supported biblically. The sanctity of life is supported by Genesis 1:27, “God created mankind in his own image, in the image of God he created them; male and female he created them”. Also, Exodus 20:13, “You shall not murder” (New Living Translation, 1973/2011). God literally created us all in His image, and commands us not to murder one another; this includes all life, born and unborn. Scripture supports the party’s ideas on God given liberties in 2 Corinthians 3:17, “Now the Lord is the Spirit, and where the Spirit is there is freedom”, as well as the idea of parents being responsible for their children in Proverbs 22:6, “Start children off on the way they should go, and even when they are old they will not turn from it” (New Living Translation, 1973/2011).
The elected Representative in my congressional district is Richard Hudson. He stands firm on the Republican Party’s platform as far as keeping government small and participates in many committees and caucuses that include pro 2nd Amendment legislation, as well as Pro-Life, small business and farming, energy committees, and off-shore drilling committees (Richard Hudson).
I would like to tell Representative Hudson to keep pushing hard to keep Critical Race Theory out of North Carolina schools. I would also tell him to vote to try and overturn some of our more radical abortion laws here in the state as Roe v. Wade has now been overturned by the SCOTUS.
In order to change some of the more liberal policies in my state I need to get involved on the local level to help elect officials who can begin change on a small scale. This could include things like voting in local elections, not just the large-scale presidential elections. Local representatives’ matter; their voices are what is heard by the Governor, as well as by the federal government. Also, these local representatives are what help check the President when he is too liberal (like now). Richard Hudson has done a great job in this district as a Representative. To keep him I can help support him by donating financially to his campaigns or causes, as well as donating time to volunteer for the causes that he supports that are important to me
Please read chapters 1 and 3 along with the articles located in the reading material section and then address the discussion board questions for the week both chapters are uploded and articles copy and pasted
You are Chris North, VP of Human Resources for Sunshine State Hospital in Orlando Florida and have been asked by the President of the Hospital to consider mandatory flu shots for all employees of the Hospital. What would you do?
How would you advise the President on how to move forward? Is it a good idea or not?
Things to consider: Should it be for all employees? Should it be for health care workers only?
Would you terminate the employment of those who do not comply?
Sunshine State Hospital is unionized, and represented by Local 2001 – Nurse Professional Association.
How, if at all, does this change your response to question 1.
What are your personal thoughts in response to the article?
An Indiana hospital (Links to an external site.) has fired eight employees, including at least three veteran nurses, after they refused mandatory flu (Links to an external site.) shots, stirring up controversy over which should come first: employee rights or patient safety. The hospital imposed mandatory vaccines, responding to rising concerns about the spread of influenza.
Ethel Hoover wore all black on her last day of work as a nurse in the critical care unit at Indiana University Health Goshen Hospital. She said she was in “mourning” because she would have been at the hospital 22 years in February, and she’s only called out of work four or five times in her whole career , she said.
“This is my body. I have a right to refuse the flu vaccine,” Hoover, 61, told ABCNews.com. “For 21 years, I have religiously not taken the flu vaccine, and now you’re telling me that I believe in it.”
More than 15,100 flu cases have been reported (Links to an external site.) to the Centers for Disease Control and Prevention since Sept. 30, including 16 pediatric deaths. Indiana’s flu activity level is considered high, according to the CDC (Links to an external site.), which last month announced that the flu season came a month.
When Hoover first heard about the mandate, she said she didn’t realize officials would take it so seriously. She said she filed two medical exemptions, a religious exemption and two appeals, but they were all denied. The Dec. 15 flu shot deadline came and went. Hoover’s last day of employment was Dec. 21.
Fellow nurse Kacy Davis said she and her colleagues were “horrified” over Hoover’s firing, calling her their “go-to” nurse and a “preceptor.”
“It was a good place to work,” Hoover said. “We’ve worked together all these years. We’re like a family.”
The hospital said in a statement that it implemented the mandate to promote patient safety based on recommendations from the American Medical Association, the American Nurses Association, and the Centers for Disease Control and Prevention. It announced the mandate in September. Of the hospital’s 26,000 employees statewide, 95 percent complied. That means 1,300 employees did not comply, but only eight were fired.
“IU Health’s top priority is the health and wellbeing of our patients,” said hospital spokeswoman Whitney Ertel. “Participation in the annual Influenza Patient Safety Program is a condition of employment with IU Health for the health and safety of the patients that we serve, and is therefore required.”
The CDC recommends (Links to an external site.) flu shots for everyone older than six months of age. Dr. William Schaffner, chair of preventive medicine at Vanderbilt University Medical Center in Nashville, Tenn., said hospital patients are especially vulnerable to flu complications because their bodies are already weakened.
“I cannot think of a reason for any health care professional to decline influenza immunization that’s valid,” said Schaffner, a former president of the National Foundation for Infectious Diseases, adding that people with egg allergies may have to avoid the flu shot to prevent anaphylactic shock, but even that hurdle has been remedied. The Food and Drug Administration approved an egg-free vaccine (Links to an external site.) in November.
Schaffner said invalid excuses to avoid the shot include being afraid of needles and simply promising to stay home when they’re sick. Patients now have the option of a vaccine nasal spray if they want to avoid needles. And since flu victims become contagious before they start to feel sick, they can get patients sick even if they stay home when they have symptoms.
Over the last several years, hospitals have been moving toward mandatory vaccinations because many only have 60 percent vaccination rates, Schaffner said. He is leading an effort for a similar mandate at Vanderbilt University Medical Center.
Nurses in particular tend to be the most reluctant to get vaccinated among health care workers, Schaffner said, citing his opinion.
“There seems to be a persistent myth that you can get flu from a flu vaccine among nurses,” he said. “They subject themselves to more influenza by not being immunized, and they certainly do not participate in putting patient safety first.”
In October 2011, Vanderbilt broke the world record for number of vaccines administered in an eight-hour period in an event called Flulapalooza. (Links to an external site.) From 6:50 a.m. to 2:50 p.m., they vaccinated 12,647 people. By that evening, more than 14,000 people had been vaccinated, and there were no severe adverse reactions, he said.
But still, Hoover’s lawyer, Alan Phillips, says his client had the right to refuse her flu shot under Title VII of the Civil Rights Act of 1964 (Links to an external site.), which prohibits religious discrimination of employees. Religion is legally broad under the First Amendment, so it could include any strongly held belief, he said, adding that the belief flu shots are bad should suffice.
“If your personal beliefs are religious in nature, then they are a protected belief,” Phillips said.
Phillips, who is based out of North Carolina, has made a name for himself fighting for employees’ rights to get out of mandated flu shots, but he has never needed to go to court. Although he usually handles a couple dozen health care workers per year, he had 150 this fall in 25 states.
Dr. Damon Raskin, an internist with his own practice in the Pacific Palisades in Los Angeles, said hospitals should mandate flu vaccines as a matter of public safety. The flu can lead to complications like pneumonia and death, said Raskin, who is also affiliated with the Cliffside Malibu Addiction Rehabilitation Center.
“I think if the health care worker has some problem with religious faith then perhaps during flu season, they shouldn’t do that job,” Raskin said, suggesting that the worker do something administrative instead during flu season. “It’s not fair to the patient. The people who are most at risk are in the hospital.”
2nd article
Talks with Jim CollinsJim Collins speaks at the SHRM 2012 Annual Conference. Photo by Steven E. Purcell
ATLANTA—“The single most important strategic pillar of any great enterprise is people,” best-selling author Jim Collins said in his Tuesday keynote session at the SHRM 2012 Annual Conference.
After spending nine years studying why some companies thrive in uncertainty or even chaos, while others do not, for his latest book Great by Choice: Uncertainty, Chaos, and Luck—Why Some Thrive Despite Them All (HarperBusiness, 2011), Collins concluded that “it all begins with people.”
The most important executive skills for building a great organization are “the ability to pick the right people, to make disciplined people decisions and to make sure all key seats are filled with the right people,” Collins told attendees.
Collins, whose previous works include Good to Great, How the Mighty Fall and Built to Last, has spent nearly a quarter of a century studying great companies that endure—how they grow, how they attain superior performance, and how good companies can become great companies.
“It’s very dangerous to study success … so we don’t,” he said. “We study the contrast between success and failure … between great and good.
“Greatness is not primarily a function of circumstance … it is a matter of conscious choice and discipline,” he noted.
Level 5 Leaders
Collins described five levels of leadership competence. The first level includes highly capable individuals, followed by contributing team members at level two, competent managers at level three, effective leaders at level four and executives at level five.
According to Collins’ research, the greatest leaders share a common trait: they are level five leaders. “Level five leaders have an ‘X factor’ that is different than level four leaders,” Collins explained: humility.
Though Collins mentioned a few great leaders with “very healthy confidence,” such as Bill Gates and Steve Jobs, he said that the critical difference is that for level four leaders, “it really is about them.” By contrast, level five leaders’ “ego and ambition and confidence and drive are channeled outward into a cause, into a purpose, into an organization or into a quest that is not about them,” he said.
“Success coupled with arrogance inevitably leads to failure,” he added. “It is outrageous arrogance to neglect people and simultaneously expect them to deliver their best.
“No single leader by himself or herself can make a great company,” Collins added. “Level five leaders understand this; they have to build an entire team to make a company great.”
Triad of Behaviors
Level five leaders possess other key behaviors, Collins has found. These include:
Fanatic discipline. Such leaders are “disciplined people who engage in disciplined thought and who then take disciplined action.” But he warned attendees not to confuse discipline with bureaucracy. “The purpose of bureaucracy is to make up for undisciplined people,” he said.
As an example, Collins compared Roald Amundsen’s successful 1910-12 South Pole expedition and Robert F. Scott’s ultimately fatal Antarctic expedition during that same time to describe the kind of discipline level five leaders use to pursue results. “Discipline also means not going too far,” he said.
Empirical creativity. “Creativity is the natural human state … discipline is not,” Collins noted. “The really rare combination is finding out how to marry the two so we amplify creativity rather than destroy it.
Productive paranoia. “The only mistakes you can learn from are the ones you survive,” Collins noted. This means preparing before bad stuff happens, he said. The ultimate hedge against uncertainty, he said, is who you have on the other end of the rope.
Right People for Key Seats
When looking for people to hold key seats, Collins said level five leaders seek those who:
• Share core values.
• Don’t need to be tightly managed.
• Understand they do not have a job; they have responsibilities.
• Do what they say they will do 100 percent of the time.
In addition, such individuals tend to look outward when good things happen, and give credit to others. However, when bad things happen they look in the mirror and take responsibility.
“It all starts and ends with people,” he noted.
Collins ended the session with a “to do list” for attendees that reiterated some of the points he made throughout the session. Among his suggestions:
• Banish the word “job” and replace it with “responsibilities.”
• Start a “stop doing” list. “Work is infinite; time is finite,” he said. “If you have more than three priorities, you have none.”
• Commit to challenging all young leaders to become level five leaders. “We need legions,” he said. “We need a level five generation.”
Rebecca R. Hastings, SPHR, is an online editor/manager for SHRM
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Enjoy our bonus services. You can make a free inquiry before placing and your order and paying this way, you know just how much you will pay. A verdict was rendered against three parent chaperones. How was the third parent included in the case?
Premium papers. We provide the highest quality papers in the writing industry. Our company only employs specialized professional writers who take pride in satisfying the needs of our huge client base by offering them premium writing services You are Chris North, VP of Human Resources for Sunshine State Hospital in Orlando Florida and have been asked by the President of the Hospital to consider mandatory flu shots for all employees of the Hospital.
Write 2 pages with APA style on North American Indian Culture That Flourished before the Arrival of the Spanish Conquistadors.
One of the key characteristics of Native Americans is their unique genealogy, which derives from African and Asian populations. . Although this connection is not the most intuitive, anthropological studies using genetic markers have substantiated this understanding. . In the late medieval period, they were believed to have adopted a hunter-gatherer mode of life. . It is an important revelation, for everywhere else in the world agriculture and urbanization has already become entrenched. . Bison was a great stock prey during the time as the ecology of the Great Plains suited it well. In many of the cave paintings from this period, we can see how bison was an emblematic animal for the entire community.
The breadth and width of the continent’s landscape, with its varied climates, geographies and ecologies, made adapting to local conditions an imperative. As a result, we see a different set of customs and norms being practiced in the Great Basin, Pacific Coast or Eastern Woodlands. . Likewise, in contrast to the widespread adoption of the hunter-gatherer lifestyle, native Indian cultures of South-western and Woodland Burial Mound regions practised agriculture. The social organization of these regions was also different, in that they were chiefdoms, with a definite hierarchy among its members. .
Just as Spanish Conquistadors started trickling into the continent in the late 15th century, the Meso-American culture became predominant. . This unique culture retained many key traits of the community’s traditions while also including new elements that they were introduced to. . It is an unfortunate fact of history that despite the amicable and warm welcome of the conquistadors by native Americans, the former did not reciprocate the hospitality. . After having acquainted themselves with the exotic culture of the natives, the conquistadors systematically proceeded to dominate the defenceless natives. . Those who had the courage to resist domination and exploitation were ruthlessly rounded up and executed. As a consequence, within a few decades of the arrival of the Spanish expeditions, the Native American population diminished drastically. . This pattern has continued for a century or more and reached a point of near-extermination of these people. . It continues to remain one of the greatest acts of genocide in the history of humanity. . It is all the more tragic because the culture and social values of the victims were very rich and vibrant. . The proof for this assertion lies in the great colour and wisdom of their customs, practices and norms witnessed at the time of the arrival of the Spanish expeditions. . Their lives during this period were far from barbaric as the perpetrators of their oppression would have us believe. 
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All papers need to include references and be written in APA format o Refer to https://owl.english.purdue.edu/owl/resource/560/01/ for APA formatting standards.
• All papers must include a well-designed cover page with document title, due date, date turned in, student name, year of schooling, name of institution, class name, instructor name;
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FINAL PROJECT (DESIGN & JUSTIFICATIONS) 100 points / 25% of total grade This design project is meant for the students to take their knowledge from the sum of our class about the Mexico/US Border and then use their critical thinking skills to apply their research to a sustainable design with futuristic characteristics. Each student will design a public facility in various areas of the specific Border Region between Camp Pendleton in North County San Diego and Ensenada in Baja California to the south, with the future of the region in mind.
• APA format w/citations
• 4-page minimum
• Introduction
• Describe your design elements with detail.
• Provide specific justification why you chose the design elements and materials.
• Talk about why your design is sustainable concerning the environment and the border culture.
• Conclusion and discussion– The impact of your design on the future societies and natural environment of the Mexico/US Border Area.
• Include 5 renderings minimum (4 side views, 1 overhead 1ayout) DONE IT
• Use spell-check and re-read your final draft out loud before submitting.
• Quality counts!
Your grade will be based on (100 total points):
• All instructions followed (4 full written pages (not including title, outline, reference pages or appendixes): 10 points
• Cover page aesthetics and includes all required elements: 10 points
• Outline quality: 10 points
• APA style applied correctly to body of paper and reference page: 10 points
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Understanding what resources are available for vulnerable populations is an important aspect of holistic patient care. Many patients lack access to affordable healthcare, have a low income, poor health literacy and experience difficulty navigating the system. As a trusted member of their healthcare team, it often falls to you, the nurse, to make recommendations and referrals to services within the patient’s local area that could improve your patient’s long-term health modifications. What public resources exist within your community that are beneficial for your patient population? Please identify and briefly discuss three (things to include: what type of services does it provide, how is it funded, who is eligible).
For example, in East Texas we have:
The Salvation Army – Homeless shelter, grocery assistance/soup kitchen, rehab programs, after school programs, employment assistance. Government funded.
NET (North East Texas) Public Health Center for Healthy Living – Goal is to prevent illness, promote health, and protect the community. Low cost STD testing, Surveillance of emergency & disaster preparedness, affordable immunizations, monitors vital statistics, provides environmental health services. Sets patrons up with free preventative screens, diabetes education classes, substance abuse assistance, and smoking cessation assistance. Government funded.
P. A.T.H. – People Attempting To Help – not for profit organization that assists individuals with dental, medical, prescription, visual, food, rent, utilities, housing assistance