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Onboarding leadership and staff to workflow changes resulting from an EHR initiative is key to a successful rollout.

Presentation to the Organization

Create a 10–12 slide audio presentation with narrative notes and at least five references to inform leadership and staff of specific changes to workflow resulting from an EHR initiative.

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Introduction

Onboarding leadership and staff to workflow changes resulting from an EHR initiative is key to a successful rollout. It is important to identify all impacted stakeholders, understand how each group is affected by the changes and then communicate these changes to them in a clear and understandable manner.

Instructions

For the assignment, you will create a presentation showcasing your ability to make decisions as a leader in practice. This presentation will be for multiple levels of leadership and staff to inform them of specific changes to workflow that improve overall efficiency, safety and quality in the organization.

Present the topic in a Kaltura presentation that is 10 minutes or less in length. The presentation should consist of no more than 10–12 PowerPoint slides, which should include the following with speaker notes:

· Title slide.

· Describe the overall workflow/system change within the context of evidence-based practice and analyze the reasons behind this necessary change.

· Assess how this new workflow supports the strategic plan of the organization related to quality outcomes and decision making with the use of informatics.

· Describe your rationale as a decision maker for the workflow changes for each group of stakeholders/practitioners/end users who will experience the change.

· Analyze how the new workflow related to evidence-based practice contributes to efficiency gains for specific stakeholders.

· Assess the overall efficiency, safety, and satisfaction driven use of the workflow change to provide quality outcomes for the organization or practice setting.

· Reference slide.

· Include the following in your assignment submission:

· A narrated Kaltura presentation of your PowerPoint slides.

· The full PowerPoint presentation as a separate .ppt or .pptx file, including speaker’s notes in the slides. Note: The speaker’s notes will act as a transcript for your presentation.

· When finished, paste the Kaltura link to your presentation in the assignment comment box, and include the full PowerPoint presentation (with speaker’s notes for the slides) as an attachment. You may submit the assignment only once, so make sure all the components are present before submitting.

Presentation Requirements

· Format: Slide presentation with audio narrative.

· Kaltura is the preferred presentation platform for Capella University. All Capella learners have access to Kaltura. You will want to have an external or built-in webcam and microphone available and tested. Refer to  Using Kaltura  and  Kaltura Basics Tutorial [Video]  for instructions as needed.

· Audio should be 10 minutes or less.

· Title slide: Include your name, course, date, and instructor.

· Reference slide: Five scholarly sources that support the policy and guidelines. Additional references may be used. Including APA formatted scholarly sources.

· Presentation length: 10–12 slides with a maximum of five bullets per line. All information for each bullet stays on one line.

· Graphics: You may use professional-quality graphics.

· Speaker’s Notes: Speaker’s notes are required in lieu of a narrative paper.

· Written communication: Written communication is free of errors that detract from the overall message.

· APA formatting: Resources and citations are formatted according to current APA style and formatting. Refer to the  APA Module  for instructions as needed.

Review the  Presentation to the Organization scoring guide prior to submission to ensure you address all required grading criteria.

Competencies Measured

By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

· Competency 1: Evaluate how various electronic health record systems are used by nurses across different health care settings.

· Presentation assesses the workflow/system change within the context of evidence-based practice.

· Competency 2: Propose health information designs appropriate to health care settings.

· Presentation explains the decision-making rationale for the workflow changes.

· Competency 3: Integrate health information system components into strategic planning for health informatics nurses.

· Presentation analyzes how this workflow supports the strategic plan of the organization related to quality outcomes and the use of informatics.

· Competency 4: Recommend appropriate workflows to maximize efficiencies for the practice setting.

· Presentation outlines the workflow change for each group of stakeholders affected by the change and assess the efficiency gains of the change.

· Competency 5: Recommend strategies to maximize efficiency, safety, and patient satisfaction using electronic health records while providing nursing care to patients

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Performance Management Plan Portfolio to enhance staff/trainee improvement in a given environment

For this assignment, you will use your knowledge of performance management, supervision, teamwork, and communication to develop a comprehensive 3-6  page Performance Management Plan Portfolio to enhance staff/trainee improvement in a given environment. You are on ABA team of professionals working within a system that requires assessment and training to maximize the performance of the staff or stakeholders within that system. Your team has an opportunity to choose a case study to work from to complete this assignment:

Case Study 2: School Program (includes teacher, class aides, and one-on-one)

Edgardo is a fifth-grade student in an inclusion classroom with a regular education teacher, a special education teacher (who is only in the classroom for half of the day during math and language arts), and two paraprofessionals (a classroom aide and Edgardo’s one-on-one aide). Edgardo has a diagnosis of oppositional defiance disorder and exhibits frequent noncompliance and occasional physical disruption of the classroom (swipes materials from tables/desks, pushes furniture around, and dumps materials). As a result, Edgardo does not complete much of his schoolwork during the day because his behaviors impede his task completion, and the district is considering a more restrictive classroom environment if Edgardo’s behaviors are not improved. Edgardo’s special education teacher has some basic knowledge of applied behavior analysis; however, the general education teacher and paraprofessionals have never been trained in ABA.

After reviewing the case study, you  should discuss and develop the following aspects for your Performance Management Plan Portfolio:

  1. Assessment: Conduct a hypothetical diagnostic assessment of the system to determine the needs of the staff in terms of skills. Describe how the assessment analyzes the specific environment you are supporting. Then, hypothesize the assessment results that will be used to pinpoint behaviors for desired staff performance.
  2. Pinpoint (and define) the desired performance outcomes and the target behaviors for staff. Discuss whether these are individual target behaviors or behaviors targeted for the group, and provide a rationale to explain why the targeted behaviors are necessary to meet the performance outcomes.
  3. Training: Develop a set of training procedures for staff. Be sure to provide a discussion of why your outlined procedures were selected and how they will be implemented. This rationale should be grounded in evidence-based literature.
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Open the file Excel_7G_Loan_Staff_Revenue.xlsx   downloaded with this project.

Excel_7G_Loan_Staff_Revenue

Project Description:

In this project, you will create a named range and use it to set data validation. You will use a PMT function to calculate a value and then use it in a two-variable data table. You will also enter VLOOKUP functions to return values from a table, and format cells in the workbook. You will also audit a worksheet and correct errors.

Open the file Excel_7G_Loan_Staff_Revenue.xlsx   downloaded with this project.

Display the second   worksheet—Warehouse Payment Table. In cell B8, enter a PMT function using   cell B4 divided by 12 as the rate, cell B3 as the number of payment periods, and cell   B2 as the present value of the loan. Display the result as a positive number.

Create a two-variable data table   in the range B8:H16. Set cell B3 as the row input cell, and cell B4 as the   column input cell. From the Cell Styles gallery, apply the Currency cell style   to the range C9:H16. Select the payment option closest to but less than   $10,000 per month for a 120-month loan—cell D16—and format the option with   the Note cell style. Click cell A1 and Save your workbook.

Display the fourth worksheet—Job   Information. Select the range A4:C11, and then sort the range by Job Code in   ascending order. By using the Create from Selection command, create a range   named Job_Code using the data in the range   A4:A11. Click cell A1.

Display the Staffing Plan   worksheet, and then select the range A9:A18. Create a Data Validation list   with Source equal to the named range Job_Code

Click cell A9, click the list   arrow, and then click M-MG. Click cell B9 to make it the active cell, and   then insert a VLOOKUP function that will look up the Description of the Job   Code in cell A9 using the information in the Job Information worksheet as the   table array. After selecting the table array, be sure to press F4 to make it   an absolute cell reference. The Description to be looked up is in column 2 of the table array.

With cell B9 as the active cell,   copy the VLOOKUP formula down through cell B18. In cell C9, type 1 as the # of Positions and in   cell D9, type Management as the Type.

In cell E9, insert the VLOOKUP   function to look up the Salary of the Job Code in cell A9 by using the   information in the Job Information sheet as the table array; the Salary is in   column 3   of the table   array. Copy the VLOOKUP formula in cell E9 down through cell E18.

Beginning in cell A10, add these   staff positions:
  Item # of Positions Type
 

C-CASH 3 Cashier
C-CSA 1 Customer Service
M-AMG 3 Management

Delete any unused rows between   the last item and the Total row. Sum the Budget Amount column and apply the   Total cell style. Click cell A1 and Save your workbook.

Display the Bracelet Revenue   worksheet. Click cell I5, and then on the Formulas tab, click Trace   Precedents. On the ribbon, in the Formula Auditing group, click Error   Checking, and then click Edit in Formula Bar. Edit the formula so that the   formula is using the Growth Assumption for Beaded Bracelets, not for Crystal   Bracelets.

In the Error Checking dialog   box, click Resume. In cell M6, notice the formula is trying to divide by cell   L10, which is empty. Click Edit in Formula Bar, change 10 to 9 Ensure that the reference to L9   is an absolute reference, and then in the Error Checking dialog box, click   Resume.

In cell F7, examine the error   information, and then click Copy Formula from Above. Examine the error in   cell J8, and then click Copy Formula from Left. Click OK. Use Format Painter   to copy the format in cell M5 to cell M6. Click cell A1 and Save your   workbook.

Display the Designers worksheet.   In cell B2, insert a MATCH function to find the position of Sports bracelets in the range c6:c27.   In cell B3, insert a combined INDEX and MATCH function to display the name of   the designer for Sports bracelets.   Click cell A1, and then Save your workbook.

In the sheet tab row,   right-click any sheet tab, and then click Select All Sheets. Display the Page   Setup dialog box. From the Margins tab, center the worksheets on the page   horizontally. From the Header/Footer tab, create a Custom Footer with the   file name in the Left section and the sheet name in the Right section.   Right-click the sheet tab, and then click Ungroup Sheets. Display the   Warehouse Payment Table worksheet, and then set this sheet’s Orientation to   Landscape. Display the Bracelet Revenue sheet. For this sheet, set the   Orientation to Landscape, and in the Scale to Fit group, set the Scale to 95%   Set the Orientation of the Designers worksheet to Landscape.

Display Backstage view, click   Show All Properties. On the list of Properties, in the Tags box, type staffing   plan, bracelet revenue   In the Subject box, type your course name and section number. Under Related   People, be sure that your name displays as the author. On the left, click   Print. Under Settings, click the Print Active Sheets arrow, and then click   Print Entire Workbook. At the bottom of the window, click Next Page to scroll   through the six worksheets and check for any errors. On the left, click Save.

Ensure that the worksheets are   correctly named and placed in the following order in the workbook: Warehouse Purchase, Warehouse Payment   Table, Staffing Plan, Job Information, Bracelet Revenue, and Designers. Save   the workbook. Close the workbook and then exit Excel. Submit the workbook as   directed

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Should the staff encourage the daughter to inform her mother that she is sexually active?

See all articles attached.You are a consulting psychologist for a local clinic and have been asked to follow up on a consultation you completed four years ago. There are current developments in this case that require further consideration. Please review the case file study attached or detailed information on the current case under review. Explain how the APA Ethical Principles and Code of Conduct can be used to guide decisions in this ethically complex situation. Provide a suggested course of action for the clinic staff. Given the daughter’s age and the situation presented, integrate concepts developed from different psychological content domains to support your suggested course of action. Be certain to use evidence-based psychological concepts and theories to support your arguments. You may wish to consider the following questions as you construct your evaluation(1)Should the staff encourage the daughter to inform her mother that she is sexually active?(2)Would knowledge regarding her daughter’s sexual activity influence the mother’s stance regarding disclosure?(3)Should the staff break confidentiality and inform the mother that her daughter is sexually active?(4)Should the staff encourage the mother to inform the daughter of both her and her daughter’s HIV status?(5)Does the daughter’s boyfriend have any rights in this situation? If so, what are they?(6)Based on the daughter’s age, does the mother have a right to not disclose the diagnosis to her daughter?(7)Does the mother have a right to the privacy regarding her own diagnosis, which could be threatened if her daughter learns of her own status?(8)Are there other approaches the staff can take? If so, what are they?(9)Is further information required in order for you to create an ethically sound suggested course of action?

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Staff writer at ‘The Atlantic

Write an opening post of about 350-400 words. You must also include any references you used (website, magazine, URL).

Staff writer at ‘The Atlantic’

My newly adopted home state is on fire again: Scorching heat and lightning strikes have sparked dozens of fires across California, burning an area the size of Rhode Island. Iowa is reeling from a deadly derecho. The Mountain West is suffering through a severe drought (Links to an external site.). Towns and cities all over are experiencing one of the hottest summers on record, if not the hottest (Links to an external site.). And a hurricane just tore through the Gulf Coast.

With climate change making extreme weather events more intense and more common, and Congress continuing to ignore this existential threat, I have tried to do my part. After moving to California, I went on a no-buy streak. I began refusing short plane trips, using public transit or walking whenever possible, and turning the air-conditioning down. I even started carrying around a water bottle or a mason jar.

Could it be that my decision to go green is pointless, or even harmful? “Performative environmentalism” is more about personal virtue than saving the planet, says the writer s.e. smith in a searing essay (Links to an external site.), and puts the focus on the micro and futile rather than the macro and important. Polluters have convinced us that it is consumers’ fault, argues (Links to an external site.) the activist George Monbiot, who also argues that we cannot buy our way (Links to an external site.) out of a crisis caused by untrammeled consumption. Neoliberalism (Links to an external site.) has wrested the responsibility for environmental action from the C-suite and the statehouse to the individual home, says the journalist Martin Lukacs.

No less an authority than Michael Mann, the renowned climatologist, has made a version of this same argument (Links to an external site.), as have many (Links to an external site.), many (Links to an external site.) other (Links to an external site.) thinkers (Links to an external site.).An illustration of a yacht with sinking boats underneath Companies are where the fault lies, the argument goes: Just 20 of them are responsible for 35 percent of global emissions since 1965, according to a report (Links to an external site.) by Richard Heede of the Climate Accountability Institute. “The corporations blame the consumers,” Heede told me in an interview. “They say, ‘We’re just the producers. We’re satisfying public demand.’” But those companies confuse the public, sow distrust of climate science, and impede policy changes in order to keep profiting while the world burns.

Governments are where true salvation lies, the argument continues: There is no real hope for keeping global warming below those all-important targets (Links to an external site.) without raising the price of carbon, lowering the price of green energy, and pushing subsidies and other policies to get the world to adapt and decarbonize as fast as possible. Political action in the United States is what matters, for the country and the world.

The critics are right that focusing on individuals is a grave error if it obscures corporate culpability and systemic solutions. But I’m not about to get rid of my canvas bags and mason jars, buy a second car, or start taking short flights again. Talking with economists, climate scientists, and psychologists convinced me that depersonalizing climate change, such that the only answers are systemic, is a mistake of its own. It misses how social change is built on a foundation of individual practice.

On one point, the experts agree: In terms of the pencil-to-paper carbon math, no matter how much of an emitter you are—flying around the world on a private jet, keeping several houses cooled to 62 degrees in the summer and warmed to 75 in the winter, eating Argentinian filet and French champagne at every meal—your contribution to climate change is minuscule and any consumption changes you might make even more so. Recycling, cutting back on driving, and changing out old light bulbs for energy-efficient ones might save half a ton of carbon a year. A household going car-free, flight-free, and vegan—changes impractical, if not outright impossible, for many families to make—might reduce emissions by four tons a year (Links to an external site.). The world needs to slash emissions by tens of billions of tons annually, which categorically requires government investment and government regulations.

But the case for doing something, anything, everything for the future of the planet at a household level is not about long division. “It is a false debate within the climate-activist community,” Peter Kalmus, a climate scientist at NASA, told me, speaking on his own behalf. “The canard is this either/or, collective or individual, and [that] individual [change] is a distraction. If the only effect is in keeping an individual’s carbon-dioxide molecules out of the atmosphere, that’s correct. But that’s less than 1 percent of the reason to take action.”

Each individual may not matter. But individuals collectively matter, and consumer culture matters. Shifting mores and norms would help curb emissions, and would make drastic political action more likely.

The behavioral-science literature makes clear that human beings are more like middle schoolers at a semiformal than Aristotelian judges in chambers. We do not act according to pure reason. We are highly sensitive to what the people around us are doing or thinking or talking about, and behave accordingly, whether it comes to having a kid (Links to an external site.), having more kids (Links to an external site.), getting a tattoo (Links to an external site.), taking paternity leave (Links to an external site.), binge drinking in college (Links to an external site.), paying a fair share of taxes (Links to an external site.), finding a person hot (Links to an external site.), committing a violent assault (Links to an external site.), donating to charity (Links to an external site.), being happy (Links to an external site.), being depressed (Links to an external site.), developing an eating disorder, laughing (Links to an external site.), or smoking cigarettes (Links to an external site.). Among humans, just about everything goes viral.

Social scientists do not just think that the same is true when it comes to helping the environment and stemming climate change. They know that it is true. Take the example of the sport utility vehicle. Annual sales of these boxy gas guzzlers have soared in recent decades (Links to an external site.); just 8 percent of American consumers chose SUVs as of 1992, and more than 40 percent choose them today. As the Cornell University economist Robert H. Frank notes in his book Under the Influence (Links to an external site.), that shift was not due to some intrinsic need on the part of American consumers. The population grew in dense (Links to an external site.) urban areas and shrank in sparse rural ones over that time, and labor growth happened in the white-collar and service sectors. Families got smaller at the same time too.

SUVs got popular because they were perceived as cool and rich people started buying them, and nobody cared a whit about the carbon impact. Frank traces the trend to the 1992 Tim Robbins film The Player, of all things: “Seeing a wealthy studio executive behind the wheel of a Range Rover instantly certified it as a player’s vehicle of choice. As more and more high-income buyers purchased them, their allure grew,” he writes. “When other automakers began offering similar vehicles at lower prices, SUV sales took off. And with each driver who bought an SUV instead of a car, gasoline consumption and greenhouse-gas emissions increased further.”

If viral buying can hurt the environment, it can help it, too. Putting solar panels on your house is infectious (Links to an external site.): A study from California showed that a single house (Links to an external site.) installing rooftop solar panels increased the probability of another house in the same zip code doing so by .78 percentage points. The propensity to conserve water (Links to an external site.) and recycle is social (Links to an external site.) too. “People see that their neighbors are putting their [recycling bins] out, and they become more likely to do that,” Robert Gifford, a psychologist who studies environmental behaviors at the University of Victoria, told me. “Seeing what your friends and neighbors are doing can make a big difference in people’s behavior.”

Trying to reduce your household recycling and waste burden, using public transit, offering plant-based meal options at work and social events, refusing to fly to the family reunion: It stands to reason that all of those behaviors are catching as well. Last year, the “flight shame” movement swelled in Europe, bolstered by the teenage climate activist Greta Thunberg. A UBS study of 6,000 people in the United States, Germany, France, and the United Kingdom found that one in five said they had reduced the number of air trips they took (Links to an external site.) based on climate concerns. Germany attributes a measurable drop in air traffic to the phenomenon (Links to an external site.).

Researchers believe that these kinds of household-led trends can help avert climate catastrophe, even if government and corporate actions are far more important. Community practices really do count. “If 5 percent of Americans bought carbon offsets or changed other [carbon-intensive] behaviors, that would add up to a reduction of 600 million tons of carbon dioxide a year,” Brett Jenks, the president of Rare, a global conservation nonprofit, told me. “That would put it on a short list of the top changes in terms of greenhouse-gas emissions in human history,” along with the adoption of the Montreal Protocol (Links to an external site.), which banned certain chemicals and helped save the ozone layer.

Getting people to act better on the climate might get them to think better on the climate too, bolstering their political interest in fixing the problem. To borrow a phrase commonly used in social-psychology textbooks (and in addiction support groups), people often act their way to better thoughts, rather than thinking their way to better actions. Getting people to ride a bike for errands might make them care about the environment, just as caring for the environment might get them to ride a bike.

Little actions have a way of becoming big actions through something psychologists call the “foot-in-the-door (Links to an external site.)” phenomenon. In one experiment, conducted in the 1960s, researchers asked one set of Californians to put up huge drive carefully signs in their yards. Only one in five said yes. They asked a second set to put up a small sign about safe driving in their front windows or in their car. They were then asked to put up the large drive carefully yard sign as well. Three in four went along. They were already “drive carefully” people, after all.

Research from development also suggests that doing works better than showing works better than telling. Jerry Sternin is a former Harvard Business School professor and staff member at the nonprofit Save the Children. Back in the 1990s, he was tasked with trying to end childhood malnutrition in extremely poor communities in Vietnam. Sternin and his colleagues identified mothers who were already keeping their kids nourished. They had volunteers learn those practices and share them with a few neighbors, by having them come over to cook with them (Links to an external site.). Sternin found the “ (Links to an external site.)positive deviants” (Links to an external site.) in a community and figured out how not just to amplify their practices, but to get those practices to stick in whole villages. In some cases, malnutrition declined 65 to 85 percent.

What communities do, laws reflect—this is another reason to act on climate change, and urgently. “We’re part of a society, where people interact with companies, companies interact with the government, and people interact with the government. And in all of these cases, the interactions go both ways,” Jonathan Gilligan, a physicist and a climate-change researcher at Vanderbilt University, told me. “Each part influences another.” Many climate activists believe that changing social norms around carbon-intensive behaviors makes the likelihood of dramatic climate-change legislation in the future more likely, not less.

Indeed, changing social mores often wend their ways into laws. Animal-rights activists moved against fur wearing in the 1980s, and raised awareness about how cruel the practice is for the broad public. Now that the trade is much diminished and far more niche, cities are finally enacting bans on new fur sales. Or consider drunk-driving legislation. Mothers Against Drunk Driving was crucial in reframing (Links to an external site.) alcohol-related car “accidents” as criminal incidents, and pushing hundreds of policy changes that slashed the share of traffic fatalities involving alcohol (Links to an external site.).

Generally, research indicates that laws and regulations often work better when they reflect what a populace is already doing or how it is already changing, rather than trying to force a populace to change. The economists Daron Acemoglu of MIT and Matthew Jackson of Stanford tackled the phenomenon in a paper (Links to an external site.), starting with a great anecdote. France outlawed duelling in the early 17th century, but the practice, “a key pillar of the social norms of French military officers and aristocrats,” remained common, killing 4,000 officers during a three-decade period in which it was putatively prohibited. The ban backfired, the economists argued, as many strict and sudden laws do.

To make a climate legal regime work, it might help to tighten laws gradually. It also might help for individuals to start acting in anticipation of those laws. Rules requiring solar power, regulations encouraging electric cars, taxes on meat—they would be easier to pass and less painful to adhere to if more people were using solar power, driving electric cars, and buying less meat to begin with.

Action makes activists, and the world needs consumers not just to behave more responsibly when it comes to the climate, but to understand the survival-of-the-species urgency of the unfolding catastrophe. “I am absolutely terrified. What’s happening to the Earth system, it is happening so much faster than I thought it would,” said Kalmus of NASA. “The observations, the interpretations, the projections from the climate model—when I translate that into the emotional part of my brain, what I feel is panic and terror. I struggle to breathe sometimes. Sometimes I wake up in the middle of the night, and I just feel like there’s no place to hide. I can’t do enough to wake people up.”

When you feel that way, you want to act in accordance with that belief, he said, and acting in accordance with that belief underscores how serious the problem is. “My desire to fly?” he said. “It’s negative.”

People who make the case for not worrying about changing your personal habits, and instead insisting that the government do its job, push back against the above arguments in a few ways.

One is by citing what is often called “self-licensing” or “moral licensing”: the thing that makes people order a fancy, sugary coffee drink after hitting the gym, or spend money on new clothes after getting through their paperwork. After doing something “good,” people tend to then do something “bad”: Ethical behavior induces later unethical behavior; moral behavior induces immoral behavior; green behavior induces not-green behavior. Studies have shown (Links to an external site.) that people who save water, for instance, then increase their electricity consumption. Getting people to do better at home, it follows, might have a null overall effect on their carbon emissions.

A more serious concern is that taking little, statistically meaningless actions to help the environment might reduce people’s interest in fixing the problem at a societal and governmental level. People might think: I’m cutting my emissions, and the people around me are cutting their emissions. We’re getting it done! One study found that using “nudges” (Links to an external site.) to encourage people to use green energy diminished their support for a carbon tax. Research also suggests that personal beliefs about the climate are not always indicative of environmental behaviors. A University of Michigan study found that (Links to an external site.) people who were not convinced on climate change “were most likely to report engaging in individual-level, pro-environmental behaviors,” and that people who were most concerned were least likely to do so.

But psychologists and climate experts push back on all of that pushback, and hard. For one, moral licensing does not mean that people cannot and do not meaningfully reduce their carbon impact. “Our team of behavioral economists and social-science researchers—they found that moral licensing is a thing, full stop,” said Jenks, the president of Rare. “But the impacts are very small. And when you look at the size and scope of impacts needed to get published as a result, they have a very low bar for significance statistically.”

Gifford, the psychologist who focuses on personal actions and climate change, added that moral licensing creates a “negative spillover” from a given behavioral change. But “positive spillovers” happen too. On net, the positive often outweighs the negative. “There’s a bunch of research about this, and it’s contradictory mainly because there are different kinds of behaviors and different kinds of people,” he told me. “It is three steps forward and two steps backward. You get more steps forward than backwards.”

As for whether focusing on personal actions undercuts the case for political actions—again, countervailing research points in the other direction. Even that “nudge” study found that simply telling people in advance that a carbon tax is more effective than a renewable-energy program leads people to support both initiatives (Links to an external site.). That finding gets at a way to improve messaging on the climate crisis: Activists could stress that personal climate responsibility needs to come alongside policies such as carbon taxes, electric-vehicle mandates, and so on.

Finally, personal action might help climate action out of the political trap it already finds itself in. Right now, many Republicans oppose climate legislation in part because Democrats want it; negative partisanship (Links to an external site.) is making compromise impossible. “Private initiatives might build support and inroads with people who have traditionally been really opposed to the government taking action on the climate,” Gilligan, the climate researcher, told me. If government action is one of many policy avenues, and if everyone is already taking action to save the planet, the issue might become more bipartisan.

What should individuals do to fight the atmospheric warming that’s spinning off hurricanes and lighting fires and causing droughts across the country? How can individuals help create a culture that will eliminate the nightmare of climate change?

Consumers are bombarded with inaccurate and contradictory messages about human impact on the natural world. Most Americans, when asked what they should be doing, talk about recycling, Jenks said—the result, in part, of a multi-decade campaign by waste-management companies. Recycling is good to do. But “reduce” and “reuse” are more important behaviors, and recycling is not a crucial household-level behavior one way or another.

The country could use far more potent and urgent norms when it comes to emissions-heavy behaviors, he told me. And the time is ripe for creating them. “From our own research, more than 50 percent of Americans would like to do something personally about climate change,” he told me. “But they don’t know that anybody else expects them to do anything. We call that in social sciences an ‘expectations gap.’ People expect they should be doing something, but they don’t yet know that others expect them to do something.”

The best “somethings” to do include adopting a plant-rich diet, buying carbon offsets (though there is some controversy (Links to an external site.) about that), using renewable energy at home, wasting less food, using mass transit, and flying far less often. Your furnace, your car, your commute, your vacations, your lunch: That’s where change needs to happen. Wealthy Americans, who are far worse emitters than their poorer counterparts, need to shift their behavior most dramatically and receive the most social sanction.

Pressuring the political system is another crucial behavior. At a local level, demanding dense, walkable neighborhoods and abundant, low-cost public transit is a good start. But the Senate and the Supreme Court—heavily politicized, antidemocratic, and counter-majoritarian bodies—are the most potent obstacles to drastic, immediate climate action. Calling your swing-state senator to press for the abolition of the filibuster, getting out the vote in purple states, donating to pro-climate candidates: These might be among the most important things that individuals can do.

Get terrified, and act like it. That’s what our species needs to do to survive, and to help save the trillions of other creatures mortally endangered on this planet. But go ahead and enjoy your coffee in a reusable container while doing it


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 On behalf of the faculty and staff.

Exp19_Word_Intro_CapAssessment_Research

Project Description:

As you near graduation from college, you plan to apply to various graduate schools. You have prepared a draft of a statement of purpose that you will include in an application packet to each university to which you apply. You modify the statement of purpose so that it is attractive and error free. In addition, you include such items as a table, picture, header, footer, and footnote, formatting text in columns where appropriate. Finally, you use mail merge to prepare personalized copies.

Start   Word. Download and open the file named Exp19_Word_AppCapstone_IntroAssessment_Research.docx. Grader has automatically added   your last name to the beginning of the filename.

Apply the Slice document theme.   Select all text in the document, and change the font to Bookman Old Style.   Change the font size to 12. Adjust the right and left margins to 1.5″.

Insert a header (select Edit   Header). Type Adams in the left section of the header. Insert a right-aligned page   number, selecting Plain Number. Close the header.

Insert a manual page break   before the second paragraph on the second page, beginning with On behalf of the faculty and staff.

Select all text that displays   before the newly inserted page break and double-space the selected text.   Remove any paragraph spacing from the selected text.

Move to the beginning of the   document and press ENTER. Remove the First line indent from the newly   inserted blank paragraph. At the new paragraph, type Statement of   Purpose and   apply bold formatting to the title. Center the title.

A footnote enables you to   clarify or expound on a statement in the body of the document without   cluttering the document with more text. Unlike a footer, a footnote only   displays on the page in which it is cited.
 

  In the second paragraph on the first page, place the insertion point after   the period at the end of the sentence that ends with by the University of Arizona. Insert a footnote that reads The Three   Minute Thesis Competition is open to all academic disciplines at the   university.   (include the period).

Modify the Footnote style,   changing the font to Bookman Old Style and the font size to 12.

Change the word sophomore in the first sentence on the   first page to student.

Insert a footer (select Edit   Footer) and type 2022 Fall in the footer space. Change the footer font to   Bookman Old Style and change the footer font size to 12. Close the footer.

Newsletters are often formatted   in columns, as is the one that is included in this document. By using section   breaks, you can format each section independently of others.
 

  Select all text on pages 4 and 5 and format it in two columns. Insert a   Continuous section break before the words On   behalf of the faculty and staff at the top of the fourth page.

Click before the newly inserted   section break at the top of the fourth page and change the column setting to   One. Type Welcome to the College of Business and press ENTER twice. Select Welcome to the College of Business and   apply the Title style. Reduce the font size to 22. Center the newsletter   title.

Add a bottom border with a   weight of 1 1/2 to the text Welcome to   the College of Business.

Pictures and graphics are often   included in newsletters, adding interest and style. Even so, those objects   should be incorporated relatively seamlessly with surrounding text, requiring   that you wrap text appropriately and size graphics so they are attractive but   not overbearing.
 

  Place the insertion point before the words The College of Business at the beginning of the second body   paragraph on the fourth page. Insert the University.JPG picture, downloaded with this   project. Change the picture style to Reflected Rounded Rectangle. Resize the   picture height to 1″ and select Square text wrapping.

Place the insertion point after   the period ending the first paragraph on the second page (ending in upon graduation). Press ENTER. Remove   the First line indent. Insert a 2-column by 6-row table. Change the width of   the second column to 1″.

Type Course in the top left cell and press TAB. Type Grade in the next cell on the first   row. Press TAB. Complete the table as shown below:
 

  Course Grade
Int.   Microeconomics A
Int.   Macroeconomics B
Public   Finance B
Business   Calculus A
Contemporary   Economics A

Insert a row above the first row   in the table. Merge all cells in row 1 and type Major Courses Completed in row 1. Apply Align Center   alignment to row 1. Apply a table style of Grid Table 4 – Accent 6 (row 4,   column 7 under Grid Tables). Center the table horizontally.

Add a caption below the table.   The caption should read Table 1: Major Courses Completed at the University of Arizona. (Do not include the period.) Center the caption.

Create a custom watermark to   display at a diagonal, with the text Copy in Blue (column 8 in Standard colors). 

Check spelling and grammar in   the document. Correct the misspelling of analyzed   and the hyphenation of first-time.   If the check does not suggest a change for   first time, manually correct it in the second to last paragraph in the   left column on page 5, changing first   time to first-time. Ignore all   other grammatical and clarity concerns.

Replace the dash dividing the   words organization and Fortune 500 in the first paragraph on   the fourth page with an Em Dash symbol.

Select the paragraph beginning   with I hope you will accept the   challenge on the last page (including the paragraph mark). Apply shading   of Red, Accent 6, Lighter 60% to the selected paragraph.

Begin a mail merge, selecting   recipients from an existing list—Graduate_Schools.xlsx,   using Sheet1$. Sort the data source in ascending order by University and   filter to select only those universities with an Area equal to W.

Replace [University Name] in the first paragraph on the third page with   the merge field of University. Be sure to include the brackets with text to   be replaced. Ensure that a space precedes and follows the newly inserted   University placeholder. Preview the results and then finish the merge,   choosing to edit individual documents and merging all records.

Select the entire merged   document and copy it. Switch to Exp19_Word_AppCapstone_IntroAssessment_Research,   move the insertion point to the end of the document, and insert a manual page   break. At the top of the new page, paste the copied text. The original   document to which you pasted the merged data now contains 15 pages. Save Exp19_Word_AppCapstone_IntroAssessment_Research   and close all open documents without saving.

Save Exp19_Word_AppCapstone_IntroAssessment_Research. Close all other   open files without saving. Submit   Exp19_Word_AppCapstone_IntroAssessment_Research as directed


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The Staff World: Managing the Prison Population

To successfully complete this assignment, you will need to:

  • Refer to Chapter 9, “The Staff World: Managing the Prison Population,” in your Corrections in the 21st Century textbook.
  • conduct research on the role of corrections officers and the challenges they face.
  • Explore the Department of Corrections website for your state.
    • In your browser of choice, simply type the name of your state and department of corrections. For example: Minnesota Department of Corrections.

Corrections is one potential career option for people studying or working in the criminal justice field. According to the textbook authors, career opportunities exist as many states face a shortage of correctional officers. Likewise, staff turnover is high (Schmalleger, 2021).

Before making such an important decision to pursue this type of career, you’ll want to educate yourself on the major responsibilities required of this role and the challenges these officers face on a daily basis. This assignment will give you the opportunity to do just that by writing a 3–5 page research paper on the roles and challenges of correctional officers.

Instructions

After reviewing this week’s textbook reading and conducting research on the roles and challenges of corrections officers, you are to write a 3–5 page research paper in which you:

  1. Explain the correctional facility staff hierarchy and the four main goals of correctional staff members, including the importance of each goal.
  2. Outline the effectiveness of the five types of power available to correctional staff to manage inmate behavior.
  3. Describe the factors contributing to correctional officer corruption within correctional facilities.
  4. Report on the symptoms of stress for correctional officers and the associated underlying factors.
  5. Summarize the effectiveness of the methods correctional officers use to cope with stress.
  6. Use three sources to support your writing.
    • Choose sources that are credible, relevant, and appropriate.
    • Cite each source listed on your source page at least one time within your assignment

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Steps to Recruiting Staff for New Office

Assignment details: Steps to Recruiting Staff for New Office

You are the Chief Human Resource Officer (CHRO) at your organization. As the CHRO, one of your primary roles is to be the workforce strategist. Your organization is planning to expand business operations to your neighboring state by opening an office. As a result of this expansion, your organization needs to make sure that the best and brightest employees are recruited to fill key roles at the new office. Write a 5-7 page research paper using APA style outlining the steps involved in recruiting the staff at the new office. 

Grading Criteria:

  1. The student researched the legal statues affecting the selection and hiring of employees.
  2. The student identified the number and type of positions that need to be filled at the new office. Moreover, the student discussed qualifications, e.g., education level and number of years of experience, associated with each position.
  3. The student researched, evaluated and chose several selection devices such as interviews or ability tests to reject or accept applicants. Moreover, the student assessed the weaknesses and strengths of these selection devices.
  4. The student researched, evaluated and chose whether or not to utilize integrity testing and drug testing.
  5. The student applied correct APA, style, usage, grammar, and punctuation.
  6. The student supported the research paper with at least four different scholarly sources such as research journals, research studies, government or accredited educational institutions websites.

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Introduction

Human resource managers are tasked with the daunting task of finding and acquiring employees and workers for the organization. This process is usually a rigorous and tedious one. This is so because HRM managers must contend with a number of issues and factors related to the entire process. They must formulate strategic ways of acquiring the required labor. Such strategies are not only intended at getting someone who can do the job. Rather, the aim is to get the right person for the right job at the right time and at the best deal. This is important in ensuring that the company secures an optimal position in terms of both cost and productivity.

Recruitment and Selection for a New Office

Recruitment is a process by which an organization generates a pool of qualified personnel capable of satisfying its human resource needs. Gatewood, Feild, & Barrick (2010) define recruitment as the collection of organizational activities influencing the number and type of people who apply for a position and affecting the decision of applicants as to whether to accept or reject the offer. This is the first process in the human resource acquisition chain. It not only serves to attract the appropriate pool of talent for the job, it also serves as a filter to eliminate any individuals who are incapable of fulfilling the job requirements. According to Gatewood, Feild, & Barrick (2010), recruitment serves three major purposes. These are: the development of a sufficient pool of qualified individuals at a reasonable cost; allowing the organization to meet legal and social obligations pertaining to the demographic constitution of its workforce; and, increasing the success rate of selection by eliminating unqualified/poorly qualified candidates.

One of the most important considerations during recruitment is adherence to legal requirements and obligations. There are a number of laws and statutes governing recruitment and selection. These are similar to labor relation laws as well as employment laws, which are usually aimed at safeguarding the interests of employees. Similarly, the laws governing the recruitment and selection process are aimed at safeguarding the interests of qualified individuals. One of the most elaborate and the most binding legal regulations is the equal employment opportunity (EEO) regulation. The EEO laws are federal laws aimed at the elimination of discrimination in Human resource management decisions (Gatewood, Feild, & Barrick, 2010). There are also EEO executive orders, which serve the same purpose, but are aimed specifically at organizations conducting business directly with the government. Under the EEO laws and executive orders, there are those regulations that deal with explicit discrimination, while others deal with implied or resultant forms of discrimination. Some of the laws and regulations are discussed below.

One of the most pertinent laws is the Title VII Civil Rights act of 1964. This act prohibits discrimination based on sex, race, color, religion and national origin. Through amendments, discrimination based on pregnancy/childbirth is also prohibited. Another act that applies to private industry is the Age Discrimination in Employment Act of 1967, which prohibits discrimination against individuals on the premise of their age (Gatewood, Feild, & Barrick, 2010). It is intended to protect individuals of age 40 and above. Yet another act I the Americans with disabilities Act (1990), which aims to safeguard the interests of persons with disabilities. Such disabilities include physical or mental impairments.

The above examples only describe explicit discrimination based on the parameters indicated. However, discrimination can also be implicit, such as in the case where applicants are not directly rejected, but instead, they are indirectly turned away with particular screening methods deliberately designed to lock them out. In order to mitigate this, EEO laws prohibit the use of such screening methods. For example, according to Gatewood, Feild, & Barrick (2010), the ADA prohibits the utilization of employment tests, qualification standards or selection criteria where such measures screen out individuals with disabilities unless such standards are job-related. Such regulations against discrimination procedures are also present in the case of age discrimination where for example, disparate tests or neutral tests are prohibited where such tests have a discriminatory impact on older individuals (EEOC, 2010). Moreover, the civil rights act also prohibits the use of procedures that may amount to discrimination against members of a particular demographic category except in the case that such a procedure is related to the job.

Having understood the legal environment pertaining to the selection and hiring of employees, it is important to discuss the appropriate selection procedure. For the new office, about 8 new employees will be required. They include the office manager, the secretary, the receptionist, a sales executive and 4 sales representatives.  Below is a description…………………………………………………………………………………………………………………………………………………………………………………………………………………………………. Steps to Recruiting Staff for New Office

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Hourly rounding by Nursing staff decrease falls on inpatient medical surgical units as compared to inpatient medical surgical

PICOT Question: Will hourly rounding by nursing staff decrease falls on inpatient medical surgical units as compared to inpatient medical surgical units that do not utilize hourly rounding.

Week 6 attached

This discussion relates to the qualitative research study you proposed in Module 6.

Briefly describe the purpose of your study and study design. Describe the analytical methods and processes you would use, including methods to describe the participants. Provide rationale for each method.

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Qualitative Research Design for the Study of Impact of Hourly Rounding by Nursing Staff on Patient Falls

Name of Student

University Affiliation

The Study Purpose

            The purpose of the study is to determine whether use hourly rounding among the nursing staff in the inpatient medical surgical units can lead to reduction in patient falls. The study will employ a retrospective qualitative study design, where existing patient medical records will be examined to determine how hourly rounds influences the patient falls. In doing so, the study will provide research findings and draw conclusions on how hourly rounds influences patients falls and determine whether its use is associated with the reduction in inpatient falls in surgical units.

The Analytical Methods and Processes

            The study will use the hospital available medical data that involved patients who experienced falls and those who did not fall during their hospital stay. The data will be drawn from a 2-year period involving participants aged 18 years or older. In order to ensure the study achieves external and internal validity, a systematic random sampling technique will be used and the number of participants (n) that will be used in the study will also be determined. Since the study will involve the patients who experienced falls and non-fallers, the study will employ the statistical data analysis methods. One of the methods that will be used for analysis is the independent sample t-tests. According to (Main & Ogaz, 2016) t-tests statistical analysis is employed in determining whether there is significant difference in mean of two groups. The method will be appropriate since study will evaluate the mean number of falls and compare them with the mean of the non-fallers to determine whether there is a significant difference. The other data analysis method that will be used is the variance. The rationale for using the va………………………inpatient medical surgical units……………………………………………………………………………

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What are the pros and cons from a staffing perspective that an organization will face if it chooses not to engage in HR planning and staff planning?

Topic: What are the pros and cons from a staffing perspective that an organization will face if it chooses not to engage in HR planning and staff planning? Please provide a minimum of two outside academic sources (not including your textbook) to support your response.

…………………………………………………………………………………………………………………………………………………………………………………………………………………………………………….

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