Week 10 Ethical-legal issues as an Advanced Practice Nurse Assignment

Week 10 Ethical-legal issues as an Advanced Practice Nurse - Assignment Example nurses to recognize that they should expose themselves to opportunities that allow them to take part in policymaking, as well as to influence changes that will improve the country’s healthcare system (Kjervik & Brous, 2010). In the second passage, the writer is equally up to the task of briefly discussing the influence that a nurse has in outcomes in healthcare using ethical models and frameworks in solving ethical and moral dilemmas. With regards to the role of ethics, many nurses are faced with practice dilemmas when it comes to situations that involve individual care for the patient (Jansen & Zwygart-Stauffacher, 2010). The writer, however, should have gone further to mention the manner in which ethical justice principles should guide equal and fair treatment for all patients and how nurses have to deal with the consequences that arise due to a limitation in societal and organizational financial resources (Grace, 2009). As aptly covered by the writer, the skills and knowledge of a nurse are essential factors that contribute to a practicing nurse’s ability to influence patient care in a way that is

M4 Differentiated, Learner-Centered Professional Development Essay

M4 Differentiated, Learner-Centered Professional Development - Essay Example There will be a survey that will be carried out at the end of the workshop to evaluate the workshop and to give suggestions for future workshops. There will also be an opportunity within the survey questionnaire for grading certain aspects of the institution in terms of teaching using the Leaning Forward and the Morzanos’ Nine steps. Participants are encouraged to be as honest as possible in their feedback to allow for accurate analysis and note that all the questionnaires shall remain anonymous for the sake of confidentiality. The professional development session will deal with both teachers and students. School administrators by the very nature of their work will also have to collaborate with the teachers and the students in terms of facilitating the means by which feedback is received and analyzed. This is the best practice for making changes and it is the best guide to decision making at all levels whether it is in the classroom or in the boardroom. Data based needs of new teachers can be slightly different from those who have been in the profession in the past because change is dynamic in all fields with the ever-changing work environment, which is influenced by change and technological advances. This has brought differentiation. It is pertinent to note that the teaching profession has many stakeholders with the major two stakeholders being the teacher and the student. The session will be borrowing heavily form Professional developments for professional learning, which is a leader in the area of individual teacher effectiveness. This is an effective and great approach to professional learning, which will translate to better student learning, as it seeks to improve the individual performance of teachers. The entire concept is core to the majority of national edu ­cation systems and their effectiveness, as this type of strategic approach puts singular emphasis on aligning professional development with teacher

Obamas Plan to Achieving Peace and Prosperity Essay Example for Free

Obamas Plan to Achieving Peace and Prosperity Essay In Cairo, Egypt, President Barrack Obama conducted a speech, addressing the problems that both Americans and the Muslims are facing. During his speech, Obama mentions the current issues that the whole world is facing as well as the solutions to these problems. Such solutions, according to Obama, can only be implemented by working together. Islamic Stereotypes President Obama mentions two stereotypes of the world against the Islamic civilization that are rooted in a history of hatred, division, and terrorism: (1) They are inevitably hostile to both the world and the human rights it upholds, and (2) their civilization is crude. These stereotypes are false since only Islamic extremists possess such hostility towards the world, and the Islamic civilizations progress and its contributions have been quite evident throughout history — their role in the European Renaissance and enlightenment, for instance, was invaluable. Islam is a Part of America Islamic culture has been evident within Americas borders, wherein Muslim communities enjoy the freedom to practice their religion while relishing the lifestyle brought about by American culture, which provides opportunities for people who seek a better life. Migration brought their culture into the country, and this cannot be denied because the constitution, which America upholds, protects their freedom to practice their cultural beliefs within the country. Through their citizenship and their involvement within American society, the United States integrated them as a part of America. Being Shaped by Different Cultures Throughout history, various cultures have influenced each other. For example. it has been mentioned in the speech as well as in history books that the Renaissance was brought to life by the Muslim culture when traders traveled across continents through trade routes. Thus, being influenced by other cultures is inevitable. It is primarily rooted from the need for different peoples to understand each other, and in the process, they prosper and achieve progress. There is a shared interest that drives peoples into adopting the best aspects of other cultures in order to promote a better future for everyone. Issues that Need to be Addressed In his speech, Obama enumerates certain issues that needs to be resolved in order to promote peace and prosperity. He adds that it should be an imperative for people from all cultures to work as a unified entity in order to solve the following issues: Violent extremism in all of its forms; Situation between Israelis, Palestinians, and the Arab world; Shared interest in the rights and responsibilities of nations on nuclear weapons; Democracy; Religious freedom; Womens rights; and Economic development and opportunity. By working together in solving these issues, he believes that the world would become better than what it is today. Obama also believes that it is a necessity to address these issues for the sake of future generations — for our children. Reference Obamas Middle East Speech: VIDEO, Full Text. (2009, June 4).

Staff Guide on Assessment and Moderation

Staff Guide on Assessment and Moderation Purpose The purpose of the assessment and moderation staff guide is to ensure: All staff are aware of the moderation activities requirements All staff are aware of the assessment requirements; adheres to the quality standards (i.e.: fair, valid and consistent assessment) expected from external parties (e.g.: NZQA) Policy This policy will be achieved through planning and implementation of an annual Moderation Calendar, and regular analysis of assessment results.ÂÂ   Findings and action plans from moderation activities will be implemented and monitored by identified parties Procedure The Programme Leader will be responsible for managing the expectations and delivery of internal and external moderation activities; which includes and are not limited to a. completing an annual Moderation Calendar for the department b. monitoring action plans developed to address findings from moderation activities c. implementation of action plans, where required d. the day-to-day running and requirements of the Moderation Calendar e. monitoring and/or reporting any risks identified from moderation activities to the Academic Board Key responsibilities Programme Leader Prepare Annual Moderation Calendar to include pre-,post-, and external moderation requirements Identify any assessments requiring amendment after post-moderation Summarise results of annual moderation activities and record key learnings Identify moderators required and assign moderators for stages of moderation Nominated Moderator Carry out moderation activities as requested (pre-, and post-) Complete moderation and reports to be submitted to Programme Leader Teaching Staff Discuss planned moderation activities and nominate moderators Complete review of assessment materials Complete amendment of assessment materials with consultation with Programme Leader Policy Quality Indicators Moderation activities are planned and carried out according to the annual Moderation Calendar Assessments submitted meet the quality standards (i.e.: fair, valid and consistent) expected from external partied[AG1] (e.g.: NZQA) Part 2: Personal Reflection Moderation is comprised of a set of procedures designed to ensure quality assurance through monitoring and evaluation of assessments (The Skills Organisation Incorporated[AG2], 2014). The characteristics of moderation activity include fairness, validity, reliability, consistency, sufficiency and authenticity (The Skills Organisation Incorporated, 2014). The five different types of moderation will be discussed below. In addition, a reflection form personal practise of some factors that can have an impact on the type of moderation will also be discussed. Internal pre-moderation Why: This is carried out by nominated internal moderators to ensure the validity and sufficiency of assessment materials prior to being used by learners (The Skills Organisation Incorporated, 2014). Any actions identified following this activity must be implemented, reviewed and moderated prior to being used by learners. Review of factors and issues: In my[AG3] experience, this is a crucial process which requires time and attention, to ensure for the validity and sufficiency of assessment materials. The responsibility is with the moderator to ensure he or she is knowledgeable of the learning outcomes, the assessment requirements and assessment materials. Internal post-assessment moderation Why: This is carried out by nominated internal moderators to ensure there is fairness, validity, consistency and authenticity displayed by the assessor of the assessment materials (The Skills Organisation Incorporated, 2014). Review of factors and issues: This process can be used to ascertain if the learning has occurred for students. In my experience, internal post-assessment moderation requires a sample of highest, middle and lowest graded assessments. This is to ensure there has been consistency in the assessors judgement in allocating marks for the assessments. This is also an opportunity to gain an insight into the students learning progression. However, there has also been times that an assessor has received the feedback and/or suggestions from the action plans in a negative manner, creating an environment that is less conducive. There has also been times whereby there has been leniency from the moderator due to sympathy or the fear of causing offence to the assessor. Such behaviours can have serious consequences[AG4], relating to both the quality of the assessments as well as the integrity of the process. Peer moderation Why: This is carried out to ensure there is consistency between assessors within the same department and/or organisation (The Skills Organisation Incorporated, 2014). Review of factors and issues: In my personal experience, peer moderation can create a perception whereby an assessor may feel targeted[AG5] due to the feedback provided. Often, an assessor may feel like he or she needs to be able to justify his or her decisions, which can lead to an environment that is less conducive. On the other hand, peer moderation can also be a very useful process whereby assessors are given an opportunity for wider collegial discussion, which can assist with learning and further understanding of the assessment materials. External pre-assessment moderation[AG6] Why: This is carried out by nominated external moderators to ensure there is fairness, validity, consistency and authenticity displayed by the assessor of the assessment materials (The Skills Organisation Incorporated, 2014). Any actions identified following this activity must be implemented, reviewed and moderated prior to being used by learners. Review of factors and issues: As previously identified, this is a crucial process to confirm assessment materials are fair, valid and consistent with the required standards. The moderator is required to have sufficient understanding and knowledge of the learning outcomes, assessment requirements and assessment materials. External post-assessment moderation Why: This is carried out by nominated external moderators to ensure consistency, validity and reliability of assessment between Tertiary Education Organisations, Government Training Organisations, Industry Training Organisations and schools are being maintained (The Skills Organisation Incorporated, 2014). Review of factors and issues: The findings from post-moderation can be useful in ascertaining if the learning[AG7] has taken place, as this provides evidence of learning outcomes being achieved by learners. This further solidifies the characteristics required by moderation, for example, authenticity. References The Skills Organisation Incorporated. (2014). Moderation. Retrieved from http://skills.org.nz/assessment__moderation/moderation

Kate Chopins The Story of an Hour :: Kate Chopin The Story of an Hour

Kate Chopin's The Story of an Hour   Ã‚  Ã‚  Ã‚  Ã‚  Kate Chopin was a Victorian writer; whose writing manifests her life experiences. She was not happy with the principles of the time, because women had fewer rights, and they were not considered equal to men. Afraid of segregation from society, people lived in a hypocritical world full of lies; moreover, Kate Chopin was not afraid of segregation, and used her writing as a weapon against oppression of the soul. Marriage was an oppressor to Chopin, she had been a victim of this institution. Being a victim of marriage, Chopin's "Story of an Hour," is an expression of her believe that, marriage is an institution that oppresses, represses, and is a source of discontent among human beings.   Ã‚  Ã‚  Ã‚  Ã‚  Mrs. Mallard loved her husband.   Ã‚  Ã‚  Ã‚  Ã‚  She wept at once This was her first response to the news of his death. She would not had grieved over someone she did not love. Even in the heat of her passion she thinks about her lost love. She knew that she would weep again when she saw the kind, tender hands folded in death; the face that had never looked safe with love upon her, fixed and gray and dead. Her love may not have been the greatest love of all time, but it was still love.   Ã‚  Ã‚  Ã‚  Ã‚  Marriage was not kind to Mrs. Mallard, her life was dull and not worth living, her face showed the years of repression. If she did love this man, why was marriage so harmful to her? Marriage was a prison for her There would be no powerful will bending her in that blind persistence with which men and women believe they have a right to impose a private will upon a fellow creature. Marriage oppressed her, she needed freedom, freedom to grow and do what she wanted to do, and marriage took that away from here. Chopin didn't believe that one person should take away another's freedom.

New England Vs Chesapeake :: essays papers

New England Vs Chesapeake Early English colonies in America hardly resembled the union of men and women that would later fight against England and build a new country. In fact, until the mid-eighteenth century, most English colonists had very little, if anything to do with the settlers in neighboring colonies. They heard news of Indian wars and other noteworthy events, not from the colony itself, but from England. The colonies in the New World appeared completely different and the prospect of any unity between them seemed impossible. The colonies in New England and the Chesapeake exemplify the many differences in the culture and lifestyles of the settlers, created mainly because of the fact that their founding fathers had held separate intentions when they came to the New World. The New England and Chesapeake colonies were both settled by immigrants from England, the New England colonies being founded by the English from East Anglia, an area in eastern England. Though this was an area thriving with small towns that they had generally liked, they decided to flee England due to religious persecution. Hundreds of families, men, women and their children, came in search of a New World where they could practice their beliefs freely. They founded colonies such as Connecticut, Massachusetts, New Hampshire, and Rhode Island as model Christian societies. Their cities upon the hills were guides, the lanterns, for those lost in the darkness of humanity, as John Winthrop meant by his famous statement. They formed a society of strict religious participation, actually very much resembling their homeland. In the beginning, many called themselves Puritans, and kept things very simple and plain, concentrating on what was important to them. They used the community to achieve t heir goals, building new towns and enjoying the social aspect of their religion. At the same time, they were committed to remain working hard to keep their community productive. They believed the â€Å"idle hands† were the devil’s workshops. An issue that really defined a split between the societies was the slavery conflict. The northerners in New England held true to their belief that every man shall be equal and no one should be enslaved, while the southerners in the Chesapeake area strongly believed in the use of slavery. At the same time the New Englanders worked to help end slavery by preaching to others about the injustices, they worked diligently to make education in their society strong.

Organisational Behaviour: A Case Study Essay

Question one. Learning is a process of adapting to a change of behaviour or the ability to alter one’s way of acting as a result of influence from constant practice or experiences (Michas and Berry, 2000). Learning can either be viewed as a process or as a product of an already completed process. As a process, learning is viewed as a transformation of behaviour or a change in the mental state of an individual while as a product, learning is studied under the basis of various learning theories. The learning theory seeks to explain how and to what extent such a change is bound to occur. This theory is very essential in organisations because it helps to create high level professionals at the workplace. Depending on the situation and the willingness of the workers, different organisations can apply different learning theories at different times. Three main perspectives of this theory are known. This include behaviourism, cognitivism and constructivism. Behaviourism focuses mainly on the physical aspects of learning. According to Miller and Pace (2006), a change in behaviour is not influenced by the individual’s emotions or personal motives but rather, it is a lasting change in behaviour which occurs when triggered by a change in the surrounding environment. This approach has been found to yield changes such as discrimination, associations among other skills which do not require in depth internal processes. For instance, from the case study given, Diane’s behaviour changed when she started working at La Maison where the environmental factors taught her to be hard working and efficient in her work. Cognitivism perspective deals with matters linked to the brain-system. In this case, a learning process involves the internal processes which includes how the mind receives, organises, stores and retrieves data or any information received. It concentrates on the mental aspect of the the leaner’s thoughts, beliefs, ideas and attitudes towards the organisation. This approach of the learning theory has been in very helpful in explaining the intricate forms of behaviour which involve reasoning, solving problems and processing data to alter ones behaviour (Niederhausler et al, 2002). In the case study, this kind of learning theory is seen when a worker’s behaviour in an organisation are influenced by factors such as manager’s attitude, organisational culture among other factors which are not visible physically. The constructivism approach on the other hand views learning as a process of constructing new ideas and concepts. It is more or less the opposite of behaviorism in that it focuses on how an individual molds a certain form of behaviour emanating from past knowledge or experiences. From the case study, the constructivism kind of learning approach is evident where we see that Diane had learnt from previous experience how to give fast and quality services to the customers by balancing several plates on her arms. This was a positive kind of behaviour which ensured faster delivery much to the satisfaction of her customers. In an organisational concept, there are specific qualities associated with learning or change of behaviour in organisations. This depends on what is learned, how and when it is learned. Different organisations differ in their methods of learning mainly due to the fact that every organisation represents a collective combination of individuals from different backgrounds and more so, it consists of a units which have different roles and values which they use to achieve their future goals (Billett, 2007). According to Prange (1999), it is the individuals who learns and not the organisations which they work for. In this case, he argues that learning is a process which primarily takes place in the human brain. Another argument put forward by Perkins (1997) says that even though learning may take place in organisations, it is not always positive. That is, not all organisations learn well and in a way which is bound to propel their future goals into the right direction. For instance, different workers in an organisation may hold different views concerning the organisation’s future success depending on the kind of leadership style deployed in the organisation by its leaders. The three perspectives of the learning theory, behaviorism, cognitivism and constructivism have several strengths as well as weakness on the workers of an organisation as observed from the case study given. The behaviourism concept of the learning theory has an advantage in that, every worker has a clear and concise goal which he or she is set to achieve and thus any change in the environment can stimulate its achievement automatically. However, this approach has been criticized in that the workers may at times encounter a situation in which the right stimulus do not occur thus hindering the achievement of the desired goals. For instance, if the workers in a hotel are used to responding to a certain stimulus such as tips in order to work effectively, the efficacy would sharply drop ones the tips cease to exist. For the cognitivism approach, the learners are trained to work in a certain way consistently with or without a stimuli. This is advantageous in that it avoids inconsistencies in the work place and ensures customer satisfaction t all times. On the other hand, this may be disadvantageous in that the workers mind may become accustomed to doing the same thing such that it may be very difficult for them to adapt to any slight change in the organisation. The constructivism approach is useful in that the leaner is able to adapt to many changes which may occur in the organisation based on previous situations. However, this approach has a major drawback in that it in some situations, divergent thinking may cause problems in the organisation. From the case study given, Diane the learner has a change of behaviour which is affected by the change in the environment or the climate created by her boss which makes her strive to do every thing in a perfect way. However, when she is quarreled, her attitude changes and she starts to do things in a slow inefficient manner. In this case study, a positive aspect of cognitive learning theory is also seen whereby, Diane’s behaviour is influenced by the high tips she gets from the customers and this motivates her to work harder even when the motivation she is getting from her boss is very minimal. In addition, it can also be deduced from the case study that all the workers at the La Maison where Diane works are taught how to work under pressure and work with excellence. This behaviour has been shaped by the workplace culture of practice from the instructions given by Godot their manager. This reflects a constructive learning approach. Question two. From the case study, the environment and the authoritarian leadership style exercised by Godot the manager of La Maison has a great impact on the behaviour of the workers and Diana in particular. From the organisational culture which emphasises on excellence and team-work, Diane behaviour was immediately inclined towards working to her best potential since the beginning which ensured that she did a good job. However, her behaviour changed when she was quarreled by the boss and she decided to work slowly and her efficiency was greatly reduced. Other factors which helped to shape Diane’s behaviour include the tips she got from the customers which motivated her to work more in order to get more tips. This forced her to go back to her efficient working pace even when her morale had really been put down by her boss. Many positive and negative reinforcements, punishments and extinction forces which may be used by Godot and his customers may be identified from the case study. Among the positive reinforcements used by Godot include his dedicated and industrious attitude towards his work which motivated the workers to put more effort in their work. His vision and the culture of team-work which he emphasised on also made the employees to work together to satisfy all the customers. However, Godot had very bad emotional outbursts and tempers which negatively affected the workers’ efficiency. For instance, after putting so much effort, Diane felt discouraged due to the fact that her boss did not even notice her hard work but instead, he was very quick to quarrel her when she committed a simple mistake. The insults he hauled towards the workers when the restaurant was crowded and they were unable to keep pace with the high number of customers also lowered the workers’ morale. In terms of punishments, Godot believed in punishing the workers when they went wrong by imposing fines to pay the price of their mistakes. This made the workers to feel angry and disappointed thus become less efficient in their work. As a good manager, Godot can improve the worker’s efficiency through complimenting them for their hard work and correcting them in the right way where they go wrong instead of insulting them. In addition, he should strive to improve his relationship with his workers in order to motivate them. The positive reinforcements acquired from the restaurant customers include good compliments to the workers and tips in terms of money for their efficient services. Negative responses such as less tips when the services were less efficient also helped to motivate Diane to work harder in order to please them and get more tips. Thus, by being appreciative, the customers helped to shape the behaviour of the workers in a positive way. Question three. The various reinforcements and punishments discussed above had a positive as well as a negative impact on Diane’s behaviour. For instance, when Diane dropped a bowl of bouillabaisse, she was fined the price of the bouillabaisse and the cost of cleaning the carpet she stained, as a punishment for her mistake. This made Diane feel very angry, disappointed and confused and as a result, there was a visible decline in her performance. This was a very negative impact on Diane’s behaviour. On the other hand, Godot’s industrious and dedicated type of attitude helped to shape Diane’s behaviour in a positive way in that she became very dedicated and efficient in her work much to the satisfaction of the customers and this conferred an overall benefit to the restaurant. The customer’s appreciative nature and the compliments they gave to Diane helped to motivate her more to work with greater efficacy. When the customer’s tips dropped, she was forced to go back to her original working pace in order to please the customers. This positively shaped her behaviour as it taught her to be hardworking and committed in her work at all times regardless of her boss’s attitude. Question four. Hourly pay rates and tips from customers especially in restaurants have proved to be very effective in reinforcing positive behaviour in workers. The hourly pay rates motivate the workers to work for long in order to maximise their pays and thus ensuring that high productivity at the workplace is achieved. The tips on the other hand inspire the workers to work extra hard in order to satisfy the customers who will in return give them larger tips. If the services are of poor quality, the customers are unsatisfied and they thus do not feel obliged to give tips to the workers. In the case of La Maison restaurant studied above, the hourly pay rates of $15. 0 offered plus the tips from the customers proved to be very effective in shaping Diane’s behaviour as well as that of other workers. The tips averaging around 20 percent per day motivated Diane to work harder because she knew that better the services meant more tips for her. When her efficiency in services declined, her tips also went down by almost half and this forced her to step up her pace in order to get back to where she originally was. In this case, it can be deduced that the use of hourly pay rates and tips can help an organisation to make more money because of the high quality services delivered by its workers. Conclusion. From the case study above, it is clear that every organisations has a great role to play in shaping the behaviour of its workers. An organisation can either have a positive or a negative impact on the attitude and behaviour of its workers depending on the kind of leadership style practiced by the leader and also the culture of that particular organisation. It is therefore upon the leaders to adopt the right kind of leadership which is geared towards cultivating a positive attitude in their workers as this will help them to work harder and maximise the profits incurred by the organisation.