...SPIRITUAL ASSESSMENT EVALUATION Spiritual Assessment Evaluation Steven Atilano Grand Canyon University August 18, 2012 Spiritual Assessment Evaluation Spirituality has been part of nursing from its’ infancy. Initially, nursing care of the sick, was provided by monks as part of a religious order. Florence Nightingale who is credited with revolutionizing modern nursing was said to have chose the profession, because God called her to serve (Nursing-Theory.org, n.d.). Nightingale was the first to revolutionize this thought process, as she realized that healing was holistic, and even involved the patient’s environment. As a result, our profession now recognizes the need to treat the patient holistically, to include the patient’s spirituality. Two examples of assessment tools that assess spirituality are the HOPE assessment tool and the FICA spiritual assessment tool. The HOPE assessment tool uses the acronym to remember all elements of the assessment. H stands for hope, O stands for the patient’s organized religion. P stands for personal spirituality, and E stands for end of life decisions (LaRocca-Pitts, 2009). The FICA spiritual tool acronym stands for Faith or belief, Importance of the patient’s spirituality, their individual spiritual community, and Addressing spirituality (Borneman, Ferrell, & Puchalski, 2010). The author believes that patient spirituality should be assessed immediately in order to ensure holistic care, so a new spiritual assessment tool called...
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...solved with others, often under tremendous political and organizational pressures. Sometimes there is a problem; sometimes there is not a problem. All problem solving and solution development methods follow a process that may be adapted by the user and to the particular scenario or situation. As human beings, we tend to look to preserve the status quo and see the world as it has been. We look for patterns or approaches that have been successful in the past. These approaches have helped to make us successful. At the same time, they have limited our success by limiting our creativity, our ways of thinking, and, therefore, our solutions and actions. The shifts in the nature and structure of organizations and of work are leading to the need for new approaches for leaders to use to identify opportunities and address issues through fast-cycle, creative,...
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...solved with others, often under tremendous political and organizational pressures. Sometimes there is a problem; sometimes there is not a problem. All problem solving and solution development methods follow a process that may be adapted by the user and to the particular scenario or situation. As human beings, we tend to look to preserve the status quo and see the world as it has been. We look for patterns or approaches that have been successful in the past. These approaches have helped to make us successful. At the same time, they have limited our success by limiting our creativity, our ways of thinking, and, therefore, our solutions and actions. The shifts in the nature and structure of organizations and of work are leading to the need for new approaches for leaders to use to identify opportunities and address issues through fast-cycle, creative,...
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...Performance Management Plan HRM/531 October 29, 2013 Performance Management Plan A performance management plan is a non-stop process of defining, measuring and assessing goals in order to effectively manage employee performance that is critical to organization’s business strategy. This performance management plan developed for Landslide Limousine will be organized into three steps. 1. Define Performance, 2. Facilitate Performance and 3. Encourage Performance. According to Cascio (2013) the broad process of performance management requires that three things are done well. Define Performance This process involves three key elements: goals, measures, and assessments. Defining performance or expectations for employees needs to be clearly defined in order to provide direction to maintain or improve productivity. When goals are not specific, it triggers a cascade of problems all leading to poor completion of organizational goals. According to Wayne State University (2013) goals need to be S.M.A.R.T (specific, measurable, attainable, relevant, time based). As mentioned, goals need to be measureable. An example of a measurable goal for a limousine driver is as follows, drivers should be given clear objectives such as, customer site punctuality at 95% of time or greater over an interval of 6 months. Not only is this goal specific by its punctuality percentage, but it can also be measured over a 6 month interval. This goal can be measured by way of a log sheet recorded...
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...In nursing, the professionals often have to understand the concept of overcoming as they encounter numerous health and social problems among patients that require overcoming. The assessment studies the conceptual makeup of overcoming and how if applied well can help alleviate conditions affecting patients. Method of analysis The Walker and Avant method of conceptual analysis was used in this assessment. Under each step. The method is considered to be the most effective and influential method of concept analysis in nursing science (Fitzpatrick & Kazer, 2011). The Walker and Avant concept analysis method involves eight concise steps in assessing a concept; selecting a concept, determining the aims/ purpose of the analysis, identifying all uses of the concept, determining the defining attributes, constructing a model case, constructing additional cases, identifying antecedents and consequences, and defining empirical referents (McEwen & Wills, 2014). Applying the method, the authors of the article are able to break down the concept of overcoming into its bare essentials and thus helping understand its application. Furthermore, through the method it is possible to provide a concise definition of the term “overcoming” (Brush, Kirk, Gultekin, & Baiardi, 2011). Through assessment of the defining attributes, the authors are able to present an operational definition of the concept, as pertains their...
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...LAB 6 What is the difference between a risk analysis (RA) and a business impact analysis (BIA)? Risk analysis is a technique to identify and assess factors that may jeopardize the success of a project or achieving a goal. Business continuity planning "identifies an organization's exposure to internal and external threats and synthesizes hard and soft assets to provide effective prevention and recovery for the organization, while maintaining competitive advantage and value system integrity”. In addition to some disagreement among business continuity professionals regarding the BIA and risk assessment definitions and outcomes, disagreement also exists regarding the order of execution: whether it is best to perform the risk assessment before, during, or after the BIA. While many professionals argue that it is best to perform the risk assessment before the BIA to establish the risk landscape in which the organization operates, Evaluation argues the opposite. What is the difference between a Disaster Recovery Plan and a Business Continuity plan? A disaster recovery plan is a documented process or set of procedures to recover and protect a business IT infrastructure in the event of a disaster. Such plan, ordinarily documented in written form, specifies procedures an organization is to follow in the event of a disaster. Business continuity planning "identifies an organization's exposure to internal and external threats and synthesizes hard and soft assets to provide effective prevention...
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...well considered until very recently (SCHROECK, 2002). Since the negative outcomes of an action are undesired and to some extent, catastrophic, risk management is getting greater attention overtime and becoming an integral part of managing businesses and projects or even personal events. Risk management, in my opinion, is described as the process of defining, assessing, prioritizing, and then developing and implementing plans for either minimizing the impact of the future outcome in case of negative risk or maximizing the impact of the future outcome in case of positive risk. Another definition dealing with the project’s risks, as per the Project Management Institute is that “Project Risk Management includes the process of conduction risk management planning, identification, analysis, response planning, and monitoring and control of a project.” (PMI, 2008, p. 273) Moreover, leveraging the possibility and effect of positive risks and reducing the possibility and impact of negative risks are indeed the objectives of project risk management (PMI, 2008) As we can see from those definitions, in brief, to manage risk, there is a need to systematically approach what is considered a risk (identify), compile a list, visit and analyze each entry by applying some techniques that help doing the task (asses), plan an action for each risk where, to some extent, taking no action can be considered a response (plan), then monitor and control the risks...
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...Professor Taniya Henry August 10, 2013 Abstract The main purpose of managing quality improvements is to set up a structure by which to measure how the organization is doing out in the public sector. We need a process in place that will drive our improvement efforts when less than optimal results are identified through undesirable trends and benchmarking. They need to be measurable and be the same for all patients in the survey area. This data will assist us in developing the measures necessary to improve performance standards. A team will be organized that will include the Executive Director of our local hospice as well as the Medical Directors (3), that drive our management force. Defining an action plan to implement proper and effective data collection for our Quality Assessment and Performance Improvement (QAPI) program will entail establishing an overall goal first. This can be monitored regularly through weekly meetings of the team members to determine where they are in the process and what their findings have been so far. Managing Quality Improvement The organization that I work for has an excellent Quality Assessment and Performance Improvement (QAPI) program, not many hospices have a fully functioning program. However, one particular issue needs improved upon, the data collection process now being employed. The company they are using at this time, Deyta, does not seem to be very effective. The manner in which they collect the data using surveys regarding...
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...Consultative Salesperson: • - They ask more questions. • - They provide customized vs. vs. generic solutions. • - Their calls are more interactive. • - They provide insights to their prospects and customers http://www.richardson.com/Who-We-Are/Thought-Leadership/Defining-Consultative-Selling/ • Consultative Selling is all about the dialogue between the salesperson and the customer. The word dialogue comes from the Greek and means “to learn.” In Consultative Selling, the salesperson learns about customer needs before talking product. Product knowledge is transformed into a tailored solution when the solution is delivered and positioned based on the customer’s needs and language. http://www.richardson.com/Who-We-Are/Thought-Leadership/Defining-Consultative-Selling/ • With Consultative Selling, the customer’s needs come first. Needs are identified through a combination of preparation and effective probing and drilling-down into customer answers. Consultative Selling took the hard edge from product selling and replaced it with the strong but flexible edge that is custom fit to the customer’s needs. http://www.richardson.com/Who-We-Are/Thought-Leadership/Defining-Consultative-Selling/ • The Account Liaison is responsible for generating business from territory referral sources to meet territory and agency revenue and census goals. Responsible to develop and implement programs to raise and establish...
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...evolve into new knowledge and understanding tomorrow or next year, creating new nursing diagnoses. These diagnoses developed by nurses emanates from NANDA-I, also known as, North American Nursing Diagnoses Association International with the goal of establishing and developing the initial terminology and the related taxonomic structure. NANDA-I is comprised of many volunteer nursing professionals and other organizations functioning collectively with the goal of developing and investigating the terminology and standards required in defining the nursing diagnoses that produce verified outcomes enabling a higher level of care and optimal health. A nursing diagnosis utilizes critical...
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...What is the purpose of this guide? The purpose of this guide is to help academic units develop and/or improve the process of assessing student learning. Why is assessment of student learning important? In effect there are two reasons assessment of student learning is important. Assessment is needed for improvement. Improvement, with its internal focus provides • opportunities for the academic community to engage in self-reflection of its learning goals, to determine the degree to which these goals correspond to student and societal needs, and to evaluate if students’ activities, products, or performances coincide with the academic community’s expectations; • offers information to students about the knowledge, skills, and other attributes they can expect to possess after successfully completing coursework and academic programs. • establishes ways for academic units to understand the dimensions of student learning when seeking to improve student achievement and the educational process. Assessment is needed for accountability. Accountability, with its external focus, provides Step One: Identify Goals A goal is a statement expressing what ideals are to be achieved. Goal statements tend to be broadly philosophical, global, timeless and not readily amenable to measurement. They capture the knowledge, skills, and values that students should acquire in a program by a course. This first step in identifying goals requires faculty and others to reflect on questions such...
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...Defining your requirements for a new HRIS system. It is increasingly becoming pivotal for Human Resource Management professionals within organisations to stay up to date with technology and new software or system innovations that will make its operations more cost effective and efficient for the employer and other end users. This means making sure the Human Resource Information System (HRIS) is able to configure relevant tasks and information as required by the organization’s overall goals. The following factors are key considerations that Human Resource managers need to make when defining their requirements for the implementation of a new Human Resources Information System (HRIS). Firstly, Understand the problems faced. Emphasis should be made in ascertain what exactly people need from a new system so as to have the necessary features included. Also, a detailed assessment of the current system can be undertaken, taking into consideration whether to resort to a single interface system or a package solution might be required (a multi-faceted system). Secondly, Identify the Pain factors of the status quo. These need to be identified and catered so as to understand the organization’s system deficiencies. Pain factors are those aspects of the current system that cause problems for those who manage it and those who use it. These pain factors can be determined by carrying out a Current state assessment and agreeing with the main stakeholders as to the problems the new HR system...
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...services CON 280 CON 280 Defining Performance Based Services The Federal Acquisition Regulation defines performance-based acquisition as “the means an acquisition structured around the results to be achieved as opposed to the manner by which the work is to be performed.” (FAR 2.1) Specifically performance-based services involve strategies, approaches and various techniques that assist with defining a service requirement based on performance objectives. There are specific characteristics that must exist in order for a requirement to be considered a performance-based acquisition and each characteristic influences and shapes the others. One of the most important characteristics necessary for a performance-based service acquisition is the performance work statement. The performance work statement, commonly known to acquisition professionals as the PWS is defined as the following: a statement of work for performance-based acquisitions that describes the required results in clear, specific and objective terms with measurable outcomes.” The performance work statement is the backbone of a performance-based service contract because it is responsible for specifying the definitive expectations of work that is necessary for the successful performance of a contract. As a contracting officer I am just as accountable as my customers to ensure that the performance work statement describes their needs in terms of measurable outcomes as opposed to stringent...
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...BSB51413 Project Management BSBPMG511A Manage Project Scope Written / Oral Questions Question 1 Describe the project manager’s role in collecting requirements in relation to project planning. Discussion Pages 11-15 The collection of requirements is the process of defining and documenting stakeholder’s needs to meet the project objectives Collecting requirements is defining and managing customer expectations Processes: Interviews Focus groups Requirements workshops Etc. Question 2 Describe scope management including why it is important in the life cycle of a project. Discussion Pages 7-8 Simply a summary of the unit The necessity for scope management can be broken down into: Time Cost Quality Question 3 Describe the tools and techniques that are involved in managing scope. Discussion Pages 12-1 Not worded the best, actually an extension of the requirements component Provide a basic summary of each of the following tool: Interviews Focus groups Requirements workshops Group creativity techniques Group decision-making techniques Observations Questionnaires and surveys Prototypes Question 4 What is scope creep and how might it be caused? Discussion Page 44 May require external research When thinking of reasons for scope creep think along the lines of: Time Cost Quality Question 5 What detail (components) should be included in a scope management plan? Discussion Primarily...
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...Incident-Response Policy Rami Asad DeVry University SEC – 280-19780: Security Submitted to: Professor: Jack Sibrizzi Date: [ 2/12/2015 ] Incident-Response Policy This security incident response policy will explain the list of procedures that need to be taken after a malware attack that made the network operation shuts down for Gem Infosys. The policy plan will have multiple phases that include defining what comprises the security incident and the response phases. The response phases would include defining roles and responsibilities, assessment of the incident, and procedures explaining in detail what actions taken during the incident. Although the incident was caused by a malicious program that used up the bandwidth, causing the computers and the network to slow down and eventually shutdown, this security policy will explain the set of actions that the company needs to take as a response for any cyber attack. Purpose This security incident response policy is designed to minimize the damages from malicious software attacks, and it is designed to protect Gem Infosys’ network and resources from intruders. The incident response policy goal is to verify that the incident occurred, restore business continuity, reduce the incident impact, prevent future attacks, and improve security and incident response. Network Layout The overall network for Gem Infosys is designed to have a firewall, three file servers, two Web servers, one Windows 2008 Active Directory server...
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