Utopia-Religon

Thomas More wrote Utopia a few years before the Protestant Reformation, during a period rife with religious instability. Not everyone trusted the corrupt Roman Catholic Church, and many Europeans looked elsewhere for their religious inspiration. Though the Utopian religion has some similarities with Catholicism and Protestantism, it is an entirely unique belief system uninfluenced by the numerous European faiths of the period. The main thing the sets the utopian religion apart Is its complete religious tolerance.
While all the utopian religions are monotheistic and all their god by a general Utopian term of Matthias, they disagree on who exactly Matthias is. The only belief that is not allowed is atheism. Utopians feel that if an individual does not think that he Is responsible for his actions, and that there Is one Supreme Being who controls the world, then there is nothing to stop him from breaking laws and causing disorder. The Utopians don’t believe in predestination like many sects of Protestantism does.
All the religions meet at one church and serve under the same priest. In church one is not allowed to say anything that’s offensive to another religion because of on early Utopian law saying that no one should suffer or be made uncomfortable due to his religion. A Utopian can try to convert others to their religion if they are able to present their argument calmly and reasonably. All this is very deferent from any of the European religions, who were constantly going to war with each other In the name of god.

Catholic kings would go on crusades against the Muslims; Jews during the Spanish Inquisition were kicked at of their homes and persecuted for believing differently, and after the protestant reformation Catholics ND Protestants had years of bloody warfare. Even the religious leaders themselves would start war, such as when Luther declared war on the Jews and the peasants. Religious tolerance was something that didn’t come to Europe until much later. Another thing that shows the uniqueness of the utopian religion is the way they elect and serve their priests. Priests are chosen by the people in a secret election.
Unlike Catholics and Protestants who have numerous corrupt priests, utopians have very few, because of difficulty finding someone moral enough for the Job. The Priest Is also he highest power in the land. This is very opposite of Protestants, who believe in a “priesthood of all Believers” that the priest is equal to the parishioner. Priests, similar to Lutheran are allowed to marry, and their wives are treated like high members of society. Priest also cannot be punished for crime, utopians believe that someone who dedicated himself to god can only be punished by god himself and not through human hands.
A widowed elderly woman is also allowed to become priest which is something that’s not allowed by any other religion. The priest also went to war with he utopians for the purpose of Inspiring the troops, preventing excess killing, and pacifying the enemy’s vengeance. The utopians worship their god in a very unique way. In church they do not sacrifice any animals because they do not think that a merciful god would enjoy senseless bloodshed. This shows how the Utopians would not have approved of the flagellant movement In the fourteenth century.
The flagellants were groups of clerics that would go from town to town and whip their bare skin to inspire public repentance. If the Utopians wouldn’t even draw an 1 OFF animal’s b tort no reason they would never nave approved to hurting oneself tort a oddly purpose. The Utopians do burn incense, because they feel that the scent somehow raises people’s thoughts. They do not burn them for god because they know he has no use for such things. Similar to the Protestants the Utopians don’t focus on acts of devotion. The Utopians, unlike the Catholics, have no visual representations of god anywhere. They also don’t believe in omens and fortune telling.
Their calendar, like the Catholic one, is based on a solar year divided into lunar months. The Utopian religion has a confusing stance on female equality. On the one hand they allow woman to become priests which is something that’s unheard of in any of the European religions, but they also make woman confess all there wrong doings to their husbands before any holiday. They give woman a chance at equality, but then also show them how they are inferior to their husbands. While this does seem paradoxical, it does offer more gender equality than any other religion. The Utopians are also hypocritical with their religious punishments.
They have a law eying a priest cannot punish a sinner because that is the Job of the government. The most drastic punishment they allow the priest to give is excommunication. Yet if the excommunicated one does not convince the priest that he is reformed, he is arrested and punished by the counsel for sinfulness. So the priest technically has the power to punish in a very roundabout but powerful way. He can decide who is reformed or not and through that he is given the power to imprison. If a counsel can arrest and try an individual for impiety, doesn’t that mean a person is suffering because of their elision.
This proves that although the Utopians say they offer complete religious freedom, a person can still suffer because of his beliefs. The truly devout Utopians do one of two things. The holier ones take vows of chastity similar to the Catholics, and eat a very strict diet consisting of no meat. The less holy yet more admired ones take upon themselves heavy labor that will benefit the community. It is more admired in Utopia to do heavy work for the community then to live a life of chastity. This is very different from the Catholic mentality.
Catholics admire priests as holy and serve them only because the priest was able to devote his life purely to god and give up human desires. The peasants who spend the whole day doing backbreaking labor are viewed as the lowest of society even though what they do greatly benefits everyone else. Thomas More would not have though the Utopian religion was ideal. More himself was a devote Catholic who even died for his faith. He played an integral role as Lord Chancellor in persecuting the Protestants after the reformation. He would not have proved of the complete religious toleration of the Utopians.
Also the Utopian laws allowing euthanasia, divorce, and married and female priests are completely against the teachings of the Catholic Church. He wrote Utopia as a way of criticizing the Catholic Church for all of its corruptions not as a blueprint for a new religion. At the end of the book More says that while Hathaway was speaking he kept thinking how some of the Utopian laws were Just bizarre. He says “quite apart from such things as their military tactics, religions, and forms of worship, there was a grand absurdity on which their whole society is based, communism without money. (Utopia 113) This quote proves how Mores intention in writing Utopia was not to create a new way of life, but to criticize the fraudulent doings of contemporary European society. Although Utopia is championed as the ideal place to live there has yet to be a country that NAS tried to mimic its way to elite. Even More himself would nave rejected its unique religion. But regardless of its desirability, the Utopian religion has proven to be a completely unique belief system uninfluenced by contemporary religious beliefs.

Pestel Analysis of Burger King

Desalts, MD, MPH, MASC. Desalts), New Orleans, Louisiana, USA Abstract Full Text PDF Images References Background Environmental factors may contribute to the increasing prevalence of obesity, especially in black and low-income populations. In this paper, the geographic distribution of fast food restaurants is examined relative to neighborhood sadomasochistic. Methods Using geographic information system software, all fast-food restaurants within the city limits of New Orleans, Louisiana, in 2001 were mapped.
Buffers around census tracts were generated to simulate I-mile and 0. 5-mile “shopping areas” around and including each tract, and fast food restaurant density (number of restaurants per square mile) was calculated for each area. Using multiple regression, the geographic association between fast food restaurant density and black and low-income neighborhoods was assessed, while controlling for environmental confounder that might also influence the placement of restaurants (commercial activity, presence of major highways, and median home values).
Results In 156 census tracts, a total of 155 fast food restaurants were identified. In the regression analysis that included the environmental confounder, fast-food assistant density in shopping areas with I-mile buffers was independently correlated with median household income and percent of black residents in the census tract. Similar results were found for shopping areas with 0. 5-mile buffers.

Predominantly black neighborhoods have 2. 4 fast-food restaurants per square mile Pestle Analysis of Burger King By acquaintanceship compared to 1 5 restaurants in predominantly white neighbor s. Conclusions The link between fast food restaurants and black and low-income neighborhoods may contribute to the understanding of environmental causes of the obesity epidemic in these populations.
Read also Burger King on Net Neutrality

Nursing Informatics

 
Write an essay addressing the following prompts:

Electronic health records (EHRs) are easier to read than the paper charts of the past, but many complain that healthcare providers are focusing too much on the computer screen instead of the patient.

Is this due to lack of skill or training, poor computer system design, or just the nature of computer charting?
Is patient care suffering from the implementation of EHRs?
Charting in an EHR consist of clicking boxes, do you feel this provides enough detail about the patient, condition, and events if there was a law suit?

Hebda, Hunter and Czar (2019) identify three types of data that is currently being tracked by organizations (p. 46).

Identify and explain another type of data, specific to your practice, that is being tracked by an organization.
Why do you feel this data is important to track? 
Identify and discuss the organization that is tracking the data.
Are there any ethical concerns with an outside organization tracking this data, explain and give examples?

In this week’s discussion post, you identified and explain the topic selected for the project.

Provide a description of your selected topic based on input from the discussion forum. What is your project, why is it relevant to this class, and why is it important to you?
Identify an informatics/healthcare theory from pages 29-30 of the textbook that aligns with the project and explain why.

Assignment Expectations-
Length: 500 words per essay prompt/each section (1500 total for this assignment)
Structure: Include a title page and reference page in APA style. These do not count towards the minimal word amount for this assignment. All APA Papers should include an introduction and conclusion. 
References: Use the appropriate APA style in-text citations and references for all resources utilized to answer the questions. Include at least three (3) scholarly sources to support your claims.
Rubric: This assignment uses a rubric for scoring. Please review it as part of your assignment preparation and again prior to submission to ensure you have addressed its criteria at the highest level.
Format: Save your assignment as a Microsoft Word document (.doc or .docx) or a PDF document (.pdf)
File name:  Name your saved file according to your first initial, last name, and the module number (for example, “RHall Module 1.docx”)

Discussion Board III

Post 1: Choose a topic from the unit’s reading assignment. Discuss it thoroughly. It must be between 150 to 250 words. Do not exceed the word count, but do not fall short of the 150 word requirement.This post must be in your own words. Any instances of copied material from ANY source will result in an automatic zero for the offense and an F in the course for the second one, plus a permanent notation in your academic record, which will seriously affect any future employment prospects where background checks are conducted (which in today’s job market, includes every single employer). These posts are due by Sundays of Weeks I, 3, 5, and 7.
Post 2: Choose a fellow student’s post and provide an example (i.e. create a “story” that applies the concept). For example, if a students discussed the rules of searching a vehicle trunk, you are to provide an example (i.e. a little story) of a police office conducting either an illegal or a legal search of a vehicle trunk. This learning process is called “application” and will enhance your critical thinking skills. This forces you to “think”, not just to memorize and regurgitate material, which any circus-trained monkey can do. The goal is to prepare you for the real world, which will expect you to think independently. If you are ready to submit your second post, but there are insufficient initial posts for you to choose one, then you can pick a topic from the reading assignments and simply provide an example (i.e. an example/story) for that topic.
Post 3: choose another concepts from the unit’s reading assignment and explain it thoroughly, the same as “Post 1”
Post 4: draft a story for another concept, the same as “Post 2”

Hr Report on Telenor

INTRODUCTION OF TELENOR:- [pic] In Pakistan Telenor launched its operation in March 2005 as the single largest direct European investment in Pakistan, setting precedence for further foreign investment in the telecom sector. In a little over two years, Telenor have grown to become a leading telecom operator in the country. In fiscal year 2006, Telenor achieved nearly 200% growth in their subscriber base- The Highest in the industry by a wide margin. Telenor is the fastest growing mobile network in the country, with coverage reaching deep into many of the remotest areas of Pakistan. In most difficult terrains, from the hilly
Northern areas to the sprawling desserts in the south, at the time they are the only operator connecting the previously unconnected. Telenor are spread across Pakistan, creating 2,200 direct and 20,000-plus indirect employment opportunities. We have a network of 15 company-owned sales and service centers, more than 200 franchisees and some 100,000 retail outlets. [pic] VISION STATEMENT:- Telenor vision is simple; they exist to help their customers to get the full benefit of communication service in their daily lives. The key to achieving this vision is mindset where everyone works together.
Making it easy to buy and use their services. Their vision is inspiring vision to find new ways. Telenor vision statement is:- MISSION STATEMENT:- At Telenor, it is believed that responsibility and trust are inseparable. Telenor must have trusting relationships its customers, owners, employees and society in general. Therefore a determined effort is made to attend to the group responsibilities in society in comprehensive and innovative way. Telenor striving to be a driving force in creating, simplifying and introducing communication and content solutions to the market place.

Their mission statement is:- CORE VALUES:- Telenor has mainly four core values: ? Make it easy ? Keep promising ? Be inspiring ? Be respect full MARKET SHARE OF CELLULAR INDUSTRY IN PAKISTAN:- [pic] From the above chart we see that Telenor has catched up the warid. Both are tied up at this time. HUMAN RESOURCE MANAGEMENT PLANNING HUMAN RESOURCE DEPARTMENT OF TELENOR:- Human Resources (HR) is about creating a winning organization, generating outstanding business performance through the development of people and teams.
Working in Telenor organization is high profile, rewarding and demands the ability to take tough, insightful decisions and translate them into action. HR’s overall function is to devise and implement strategies and policies to ensure that they have the right people with the right skills. Within that, there are numerous options For example; it could be covering culture change, leadership development, strategic talent management, coaching and skills development or alignment of reward with performance. OBJECTIVE OF HUMAN RESOURCE DEPARTMENT:- The objective of the Human Resource department is “To Facilitate Growth. Telenor people are the most important asset. In Human Resources (HR) they support and develop people, enabling them to deliver outstanding business performance. Telenor culture is about empowering people, both to contribute to their business objectives and to achieve their own personal and career goals. HR’s overall function is to devise and implement strategies and policies to ensure that we have the right people with the right skills. HR manager has most important function to they guide the employees how they move on corporate ladder. Manager must know what is the employee’s strength and weakness.
So they train the employees in weak areas. RECRUITMENT & PLACEMENT PRACTICES SELECTION PROCESS:- Telenor selection process is designed to identify the potential to become the future business leaders, while helping people decide if Telenor is the right organization for them. JOB POSTINGS:- The type of mediums that they use in order of preference for posting their jobs. 1. Internal C. V Pools: They keep track of all their employees CV’s & when they have jobs available they look for potential candidates among their own staff for internal recruitment. Filling a vacancy by their current employees is their first choice. . Head hunters:- Telenor has assigned human resource corporations or agencies to look for talented & well knowledgeable people for them & provide them with people with the specific descriptions that Telenor has posted. 3. Newspapers:- In case they don’t get people from above sources they go for public offerings by giving ads in news papers mostly well known and mass published newspaper having goodwill in the market such a s” Dawn”, “The News”’ or “Jang” 4. Campus Drives:- Telenor also sends its HR teams to different universities campuses for finding out the potential talent that can be of use to them in the future.
Their HR people have the descriptions or know description according to which they look for prospective employees. They also provide internship opportunities and then select suitable candidates and then conduct 1-2 normal interview and then offered to job to selected candidate. COMPENSATION PRACTICES COMPENSATION PLANS:- Before deciding on the compensation plans the H. R department try to understand the goals of the company. Groups of pay ranges are developed so that it would be easier to make compensation plans for the employees.
Usually promotions to higher group depend upon the efforts of the employees and very seldom on their experience. Compensation plans include both direct and non-direct compensations. JOB EVALUATION:- The HRM department of Telenor does Job evaluation. The method used by the company is Point method. In point method points and degrees are specified. HRM department conduct the salary surveys, evaluate jobs, and develop pay grades, use wage curves and fine tune pay rates. The information is kept as confidential to make sure that no information is being leaked out.
In Telenor employee also do job evaluation by himself. The employee is often being given individual goals, so he has to work on how to achieve those goals. The goals assigned to him will make sure that employee constantly learns and improves in order to achieve the goals. The goals are always very challenging and require the employee to critically analyse his strengths and weaknesses and look for the competencies that he wants to develop. PERFORMNCE DEVELOPMENT PLANNING SYSTEM:- Telenor have “Annual confidential reporting” for their employee’s evaluations, under which they measure employee performance.
This process of measuring performance is run in collaboration with HR & the concerned department whereby each employee is evaluated on occasional basis & in case the performance is above expectations they are instantly rewarded, however in other circumstances of less than par performance there are no punishments such as demotions, salary cuts etc but they are warned in writing, if this does not improves their performance they are again given a second letter in writing which is the last warning they get for improvements. APPRAISAL METHODS:- Telenor uses various appraisal methods most common ones are: ?
Ongoing Feedback ? 360Degree Feedback PAY STRUCTURE:- The pay structure of Telenor is kept confidential. They don’t provide much information regarding their pay structure. The limited information that was provided to us was that including the basic pay. They are also given bonuses, fuel, and advance in case of emergency. Telnor provides it employees with increments on annual basis. The factors that are kept in consideration during increments are the inflation rate of the country, the kind of task the employees have performed and the kind of experience or position the employees hold.
All these factors ensure that they don’t encounter any salary compression problem in their work setting. They also analyze the pay structure of their competitors & if they see any changes they also work out their basic pay structures accordingly. Measures are also taken to keep an internal equity among various jobs in the organization. However what we have analyzed during the whole reporting process is that they are paying comparatively higher than the industry. JOB SAFETY PROGRAMS:- Telenor provides certain job safety programs such as Smoke free environments: there are certain areas called “Smoking room” where people can smoke. Smoking inside the office is strictly prohibited. ? Fire Equipment: Fire alarms are installed in various places and people are given training to operate them. ? Emergency Bell: the employees are made familiar with the emergency bell, which will ring in case of earthquake or any other matter. HEALTHY WORK ENVIRONMENT:- Telenor is responsible for supporting a working environment characterized by high job-satisfaction, opportunities for personal and professional development, and low rate of sick leave and injuries.
Telenor’s managers are responsible for establishing effective arrangements to identify and eliminate or control work-related hazards and risks, and promote health at work. These arrangements are organized, planned, implemented and evaluated with employee participation. Telenor has established a Health, Safety and Working Environment (HSE) Management System to ensure that the effort to develop and maintain a good working environment is an ongoing process throughout the Telenor Group. TELENOR EMPLOYEES STRATEGIES TO MOVE UP ON CORPORATE LADDER :-
Most employees want to move the corporate ladder and is the responsibility of manager how they guide them. They help to choose the right career. They guide the employees about their career and they also trained the employees according to their job. CAREER PLANNING PROCESS AT TELENOR:- An on going process preparing, implementing and monitoring career plans undertaken by the individual alone or in concern with the organizations career systems. The practice of organizational career planning involves matching an individual’s career aspirations with the opportunities available in an organization.
If a career management is successful, the individual and the organization must assume an equal share of responsibilities for it . The individual must identify his or her aspiration and abilities and through counseling, recognize what training and development are required for a particular career path. Long term career planning focuses on Core Workplace Skills such as communications (verbal and written), critical and creative thinking, teamwork and team building, listening, social, problem-solving, decision-making, interpersonal, project management, planning and organizing, computer/technology, and commitment to continuous/lifelong learning.
Telenor focus on short term and long term career planning:- SHORT-TERM CAREER PLANNING: Short-term career plan focuses on a time frame ranging from the coming year to the next year. For a short term career planning Human resource department with the help of HR manager focuses on following exercises:- 1. Analyze likes and dislikes:- They enjoy training programs, company’s quarterly/annual meetings and dinning, national and international traveling etc. Every single corporate decision is taken after a consultation with all relevant departments. 2. Analyze Passion:-
Analyze passion reflects on times and situations in which they feel most passionate, most energetic, most engaged. 3. Analyze strengths and Weakness:- In this analyze work experience, education, training, skill development, talent and abilities, technical knowledge, and personal characteristics. 4. Analyze Definition of success:- “Success comes to those who make it happen not to those who let it happen” It means spend some time on knowing how they define success. What is success in their point of view such as wealth, power, control and contentment? 5. Analyze Personality:-
They prefer young, bachelors, soft spoken, cool minded, found of traveling ,excellent team player/leader, down to earth and definitely educated etc In each department they seek an individual who is a good intellectual. LONG-TERM CAREER PLANNING:- Long term career planning usually involves a planning of five years or longer and involves a broader set of guidelines and preparation. Long range career planning should be more about identifying and developing core skill that employees will always value while developing personal and career goals in broad strokes.
Like HR department has its own plan that how to develop managers and leaders for tomorrow. They have strongly plans to develop individuals who can look after several different regions while sitting in Islamabad office (Head office). Similar opportunities and case studies are offered to such members to gauge their skills and interests. Beside this an emphasis is also on providing knowledge of all related and relevant things that may help in their future jobs. USEFUL TOOLS /RESOURCES OF CAREER PLANNING AT TELENOR:- These are the tools that use for career planning at Telenor:- . Career assessment tools:- They have a collection of best self assessment tools, designed to give a better idea to their employees to analyze attitudes and interests as they relate to possible career choices. Employees are welcomed to share their classified information with HR department and seek professional solutions for their work-related problems. For example; the major tool they used for self assessment are workbooks and workshops and for organizational assessment major tools are performance appraisal, succession planning. . Career change resources Some tools and resources specially established for jobseekers contemplating a career change. For example I f an employee want to change his career from IT professional to HR person they are provided opportunity for job shadowing. Employee’s actual moves between few departments he likes work therefore a few days and then finalizes with relevant head of departments and HR manger to switch to specific department. 3. Career exploration resources:-
They give their employees opportunity to find some great resources designed to help them in order to learn more about different jobs, careers and career exploration. 4. Transferable skills: The concept of a transferable skill is a vital job –search technique that all the job- seekers should master, through the concept is especially important for career changers and college students. For example each member involved in any type of training is held responsible to transfer all these skills to a next person. 5. Workplace value assessment:-
The assessment tool is used to better understand the core values of the employees working in organization and also analyze what the employees want in their jobs, and career. For example make their employees to fill the required details of all kind of national and international training in the event feed back forms then the management able to know the learning objectives of employees which they want further in their careers. Telenor offers exciting and challenging careers with competitive pay, excellent benefits and exceptional advancement opportunities.
Telenor care their employees and provide them with a relaxed and enriching working environment. Telenor training and further education programs ensure a high professional standard amongst our employees. Telenor believe that a talented and loyal workforce plays a crucial role in the organization’s ongoing business success. Telenor’s management and organization is imbued with joint values. The Group Management has devised five leadership requirements that apply to all managers in the Group, and all management groups shall discuss what these requirements mean to them.
The demands are: • Passion for business • Change and constant renewal • Operational excellence • Empower people • Integrity TRAINING & DEVELOPMENT PRACTICES TRAINING:- The process for providing employees with specific skills or helping those correct deficiencies in their performance. ? Training is the systematic process of altering the behavior of employees in a direction that will achieve the organization goals. Training is related to present job skills and abilities. It has a current orientation and helps employee’s master specific skills and abilities needed to be successful. A formal training program is an effort by the employees to provide opportunities for the employee to acquire job related skills, attitude and knowledge. ? Learning is the act by which the individual acquire skills, knowledge and abilities that result ion a relatively permanent change in his /her behavior. TRAINING METHODS:- I There are to types of training methods. 1. On the job training 2. Off the job training 1. On the job training:- It includes job rotations apprenticeship, understudy assignment and formal mentoring program. 2.
Off the job training:- Off the job training includes:- ? Seminar ? Lectures ? Conferences ? Workshops TELENOR TRAINING METHODS:- In Telenor training methods include:- 1. Class room lectures:- It conveys technical, personal and problem solving skills and also demonstrates their technical skill by film and videos. 2. Simulation exercise:- It includes actual performance, case analysis, and experimental exercises, role playing and group interaction. 3. Vestibule Training:- It includes learning tasks on the same equipment but in a simulated work environment
GOALS OF TRAINING:- These are the goals of training 1. Training Validity: Did the trainees learn skills or acquire knowledge or abilities during the learning. 2. Transfer Validity:- Did the knowledge, skill, abilities learned in training lead to improved performance on the job? 3. Inter organizational validity Can a training program that has been validated in one organization be used successfully in another firm? TYPE OF TRAINING:- Following are the types of training that are commonly used in general in any organization. 1. SKILLS TRAINING:-
It includes basic literacy skills, technical skills, and interpersonal skills and problem solving skills. 2. Cross functional Training:- It involves training employees to perform operation in areas other than their assigned job. 3. Creativity Thinking: It is based on assumption that creativity can be learned 4. Literacy Training:- It involves the mastery of basic skills reading, writing, arithmetic and their uses in problem solving. 5. Diversity Training:- Diversity training program are designed to teach cultural differences and how to respond to these in work place. . Crisis Training:- It involves preparing employees with tragedies, crashes and workplace violence etc. 7. Customer Service Training:- It include provide customer service to give the employee the skills they need to meet and exceed customer expectation. TELENOR TYPES OF TRAINING:- Training divided into two parts:- 1. Technical Training:- Technical training is conducting whenever they introduces new scheme so that they train their employees about the usage of this new scheme. 2. Non Technical Training:- This training is further divided into two parts
IT Based Training:- This training relates to equipment and technology Non –IT based Training:- Non IT based training is also divided in two section in first section Management training, Communication training, Teams training, Group training is given to employees. And in second section is consisting of launch scheme training, Price training, Customer training. DEVELOPMENT:- An effort to provide with the abilities the organization will need in the future. Diagnostic steps in development program CRITERIA FOR TRAINING VERSUS DEVELOPMENT:- |Training |Development | |Focus |Current job |Current and future job | |Scope |Individual employees |Work group or organization | |Time frame |Immediate employees |Long term | |Goal |Fix current skill eficit |Prepare for future work demands | Their scope of training is on individual employees such as the training of HR manager; where as scope of development is on the entire workgroup like sales group working in their separate departments or other groups in their organization. Their training is job precise and addresses particular performance defects or problems, where as development is concerned with the work force‘s skills and versatility. Their training tends to focus on immediate organizational needs while development tends to focus on long term requirements.
The goal of training is a fairly quick improvement in workers performance their main aim is to satisfy their customer as well as for this purpose they train their employees and spend huge amount on their training for this they focus on the immediate organization needs. Whereas the goal of development is the overall enrichment of the organizations human resources Training strongly influences present performance levels, while development pays off in terms of more capable and flexible human resources in the long run.
Their highly tailored approach to training ensures that their employees enjoy increased performance, achieve higher levels of customer delight and more motivated and committed towards their work. RELATIONSHIPBETWEEN PERFORMANCE APPRAISAL AND CAREER:- There is specific description of HR manager responsibilities that are associated after conducting evaluation with respect to career development. Assessment:- Effective preparation of performance development plans, for their employees, requires the ability to assess the needs of the employee and the organization.
Employee may develop own skills in this area by attending the course, “Enhancing Career and Organizational Options,” offered by Staff Education and Development on job. Help their employees to set career goals that are consistent with their skills, knowledge, experience and interests by providing feedback based on observations and assessment of their abilities, readiness and potential. The assessment should be based on manager’s actual experience and observation of employee performance and behavior rather than on assumptions and personal biases.
Providing Information:- HR manager will support career development when he informs an employee about options for and possible barriers to career movement. For example, he may tell his employees about upcoming positions or openings for which they may be qualified, or about budgetary constraints which may inhibit career options or development opportunities in the unit or department Referral:- Refer employees to others who can assist them in achieving development goals.
It is the responsibility of HR manager, to be aware of the appropriate referral sources both within and outside of the department. He may refer employees to books, journals, professional associations or other sources of information. He may also put them in touch with people who might be willing to serve as mentors or with those who might provide an information interview in which employees can learn more about a field or position from someone who is currently working in that area or capacity. Guidance:- Encourage employees to focus on clear, specific and attainable career goals.
Share knowledge and experience with employees. Typical questions employees have are: 1) What is required to move to the next logical position? 2) What are the chances for advancement in this department? 3) How to be mobile within the company? 4) What is the difference between a promotion and an upward reclassification? 5) Who to contact for further information or career counseling. Provide guidance to employees about steps they might take to improve existing skills and knowledge or develop in new functional areas. Develop:-
HR manager support employee development when he assigns employees roles or tasks which challenge them and provide the opportunity to grow. Base decisions about development options and opportunities on a careful assessment of the employee’s readiness to accept additional or new responsibilities or challenges. Provide on-the-job training and refer employees to classes, workshops, and other learning and development opportunities, and recommend employees to serve on committees, task forces or cross-functional teams. CONCLUSION:-
As Telenor one of the best cellular organization, thus it is very difficult to for me give recommendations to them. They continuous review their strategies and make adjustments according to their requirements. They follow almost all norms of efficient working environment and at the heart of it lies the HRM department that manages people very effectively. The HRM departments make programs like performance development planning, which ensures that the employees learn the skills are necessary to achieve the organizational goals.
Other then that, they also want employees to put up suggestions for training needs. These way employees evaluate themselves and ask for training if they feel any deficiency. They have also discussed the career path from both perspective organizational point of view and individual point of view. After informal chat with the employees we come across that they are satisfied with their work, working environment, salary, incentives and the behavior of top management. In my point of view Telenor is the best company providing services to their customers.
But few things like long working hours and working even on public holidays and fear of monotonous job is one of the greatest challenge which HR department need to meet in coming years. After analyzing I came to know that the training they provided to their employees is satisfactory after informal chat with some employees I realize that employees are happy and satisfied with their current job status and also they are able to handle all the tasks given to them because they trained in such a manner that they become the master of all traits that’s why they easily handle every new challenge and complicated projects.
Their performance appraisal is directly link with the career of their employees and that’s why after evaluating it will be helpful for employees that HR manager properly guide them in order to set career goals that are consistent with their skills, knowledge, experience and interests by providing feedback based on observations and assessment of their abilities, readiness and potential. By this employees get to know where they stand right now and what are their strengths and weaknesses through which they get the opportunity to know the possible movements in their careers.
They are also triumphant in order to keep the motivational level of their employees and that’s why turnover rate is tremendously low as compare to other companies because they give appropriate incentives to their employees, provide them such type of friendly environment so that employees themselves motivated towards their work and provide their employees full opportunity to develop their career. In this way Telenor organization guide their employees how they move up on corporate ladder. RECOMMENDATION ON TELENOR:- ? The company should increase the number of intakes for the management trainee programs and also for internships.
This would help students from all over the country who want to be a part of this multinational to learn from their practices. On the other hand, the organization will get more people to assist them. ? There should no biasness at all because due to this the conflicts are not to solve but it will increase so it should better,do not iterfere any personel matters of others but try to understand each and every one should live equality. other so that they would exactly know what are the deficiencies in the current employees and what are the areas that they will have to focus on for training. Job rotation is not effectively used by the organization as a tool which would help employee learning and growth. Other then the management trainee program, the tool is not used anywhere else. Thus, restricting the employees in their own departments and with their own works and limiting their understanding about the workings of other departments and jobs. ? Frequent postings to different locations within the country creates dissatisfaction among the employees. The organization must recruit employees from the same location where the vacancy is from.
Recruiting the employee from different city and then placing him in other city would decrease employees job satisfaction. ? Communication trainings and tests should conduct by the company for the betterment of the Company and the employees. ? The Company should be flexible in recruiting the person because no one is perfect in this world so he should be up to the mark and have ability to fulfil the requiments of the Company. STRATEGIES OF MINE THAT HOW I MOVE UP ON CORPORATE LADDER IN ORGANIZATION:- If I want to move on a corporate ladder that means firstly I will decide my career planning.
CAREER PLANNING PROCESS:- The decision that how I will spend my working life is critically important. To manage my work/life effectively, i need to understand What I am, what options I have, how I can get to where I want to go. I may not be able to control all the circumstances that impact upon my life, but I can influence the direction my life is going, and I can make decisions that are right for me. Managing your career is not a one-time event; it is continuous cycle of personal development. As goals are reached, new goals are established and development continuous in new direction.
There are several steps in process, as illustrated below:- Steps Of Career Planning Process:-[pic] Step 1:- Determine where I want to go:- In first step managing my career I will know myself, an important part of this self insight knows where i want to go in career. Why do I pursue the work and the life I do? In short in this step I will identify the interests, values, and skills that already have and which allow me to contribute productively to my workplace. This will help me to see more clearly which competencies and life interests I want to continue to use in a work setting and those i may want to develop further.
This self- reflection will guide me in determining career goals that are a good fit. Step 2:-Identify my strength and development areas In this step I will identify my strength and areas of development. It will enable me to receive input from my manager, peers, people, and other colleagues on the leadership competencies deemed critical to the provincial service. Step3:- Make a career development plan:- In this step I will create my career development plan. Completing the plan will help me make the link between my career goals and the development that will help me move toward the achievement of my goals.
Based on my past performance, strengths and career goals, I will prioritize my areas for development. I will identify what type of opportunities will target my development areas and explore how to access these opportunities. Step 4:- Getting closer to your goals:- For many individuals, their career goal involves moving into a new position. Success in getting a job – externally or within government – is largely determined by gaining entry to the interview and then interviewing well. Good resumes are ital to getting an interview and strong interview skills are a must in selling the match between your qualifications and the job requirements. This workshop will provide you with the necessary skills to compete effectively for job opportunities. CONCLUSION:- According to me, Be a leader, generate different ideas, be willing to hard work, face challenging jobs , loyal to organization, colleagues, boss and also loyal to yours self that is the method of moving up on corporate ladder. QUESTIONAIRES FROM HR MANAGER OF TELENOR:- Q1) Do have career Planning strategy in your organization?
Q2) what are the objectives of career planning and management in your organization? Q3) Do you have careered planning strategy in your organization? Q4) Do you assessment/ development centers in organization? Q5) How do you manage individual versus organization related to career development? Q6) Do you think career development is valuable for organization and employees? Q7) How do you make the training plan? Q8) What are the key difficulties and challenges faced by your organization in achieving the career development strategies /objective?
Q9)In your estimation are you achieving the desired objectives of career development. BIBLIOGRAPHY:- www. telenor. com. pk www. altavista. com. pk www. google. com. pk ———————– Telenor – ideas that simplify Telenor – to create value for the customer by providing quality services @ affordable price. Training Technical Non-Technical Product Specific IT Based Training Non-IT Based Training Work analysis: Observation Questionnaires Performance review Critical incident Management training Communication training Teams training Group training
Sales training Brand training Price training Customer training Determines behavior needed to perform work and performance standard. Examine work requirements, specifications and changes in work Organizational analysis: Discussion Rewards Analysis of meetings Review goals, mission and strategic plan Determine short and long term goal of the organization. Human resource analysis: Observation Records Critical incidents Develop behavior objectives to be accomplished through development programs. Objectives to be used in evaluation of success of program.

The Five Pillars of Islam – Shahadah

The Shahadah (profession of faith) What is it? Specific, religious description Shahadah (testimony, oath) (witness, to know and believe without suspicion) Summary and declaration of Muslim faith One enters Islamic faith when reciting the Kalima (statement of faith) “I bear witness that there is no other deity but, Allah, and I bear witness that Muhammad is the messenger of Allah” (in Arabic) Muslims recite the Kalima with understanding and full internal acceptance It is not sufficient for anyone to just recite these words but one should believe in it by heart with a firm conviction
Reciting the Kalima, they proclaim that : 1. Allah is the only God and Muhammad is his prophet; 2. accepts that this is true -> Should be constantly and consciously present in the heart of every muslim 3. and that they will obey all the commitments of Islam in their life These words are the first words newborns hear, and the last words heard by the dying. A Muslim lives with these sentences, hears them and utters them at least once every day Part of the ritual prayer in the 2nd pillar of Islam
For sunni Muslims, it is the first of the five pillars of faith; while the Shi’a connects it to their lists of pillars of faith The Shahadah has certain conditions that makes a person benefit from the Kalima (testimony of faith) 9 Conditions of the Shahadah: Knowledge (‘ilm) having the basic and general knowledge of the shahadah what this testimony concerns? As a normal person would have to know what they are testifying about when making an oath. because not knowing what you are testifying about is absolutely unacceptable.

It would mean nothing, basically. Certainty (yaqeen) In Islam, any kind of doubt is similar to disbelief (Kufr) Muslims have to be certain of the truth of the Shahadah Allah describes the believers in the Qur’an “the (true) believers are those only who believe in Allah and His messenger and afterward doubt not, but strive with their wealth and their lives for the cause of Allah. Such are the sincere. “? (al-Hujjarat : 15). Muslims have to be certain of the truth of the Shahadah and that there is no sense of doubt or wavering of hearts. oubts and suspicions are more dangerous than lusts and desires for a person’s faith cure: is the sound knowledge of the Qur’an and Sunnah Acceptance (qabool) after knowing and being certain of the shahadah, one must accept it believer accepts the implications of the shahadah = also means believing in what the Qur’an states or by the Prophet without any questions asked whatever comes from Allah or Muhammad, a true Muslim believes in it as the truth Submission (Inqiyad) he actual physical enactment with the deeds of the shahadah duties to be performed with sincerity to Allah and seeking forgiveness and guidance from him the meaning of Islam itself, “the submission to the will and commands of Allah” eg. performing the five daily prayers as it is compulsory for them to do so; and reciting the Kalima everyday of their lives Truthfulness (as-sidq) saying the shahadah honestly. One to mean it. Hypocrites -> not believing in it but saying it to protect themselves and gaining something from doing so Sincerity (ikhlass) eaning of sincerity is opposite of shirk (nifaaq)->(avoiding or neglecting a duty or responsibility) when making the shahadah, must do it for the sake of Allah they are Muslims only for the sake of Allah, all of their actions are done only for the sake of Allah are they Muslims for their parents and would do whatever their parents would like them to do? or are they muslims for allah’s sake and would do whatever Allah wants them to do? Love (mahabbah) love of the shahadah, its meaning and being happy with it Denial of False worship orship only Allah and deny any false deities(Taghoot) Adherence (astaqeem) adherence or support of it until death reflects in the Hereafter the shahadah is a Muslim’s banner until death to be in complete state of surrender, submission, obedience to Allah Muftah ul Jennah (Key to Paradise) Proclaims it with sincerity and devotion and acts and lives in accordance to its requirements How and why is this pillar important for the everyday life of a muslim? Most important article of faith Reinforces(strengthens, promotes) the muslim faith and represents acceptance f Allah and Muhammad and the religion, Islam The significance of this declaration is the belief that the only purpose of life is to serve and obey Allah through the teachings and practices of Muhammad Reciting the Kalima is the most essential act of Islam The Second Pillar – Prayer The faithful perform ritual prayer – which is known as Salat – at least five times each day This the expression of gratitude and love towards Allah By practicing Salat is also the recognition of the greatness of Allah and the inferiority of man Prayer offers guidance and peace of mind for the faithful
To prepare for Sadat, Muslims perform wudu or ritual washing of the face, arms and feet. Formal prayer incorporates various postures such as standing, kneeling, bowing and touching one’s forehead to the ground. This demonstrates the act of submission and surrender before Allah The five prayer times are determined by the position of the sun in the sky, and not the clock, both men and women Muslims prayer at dawn, midday, mid afternoon, sunset and before going to bed. dawn; is known as fajr and is called when there is merely the slightest glimmer of light on the eastern horizon and homes are still in total darkness.
The prayer must be performed before the sun appears over the horizon. It includes the words ‘prayer is better than sleep’ midday; is known as zuhr is just after the sun has reached its highest point or zenith mid afternoon; known as ‘asr, is just after the sun has reached the midpoint between the zenith and the western horizon sunset; known as the Maghrib is performed when the sun has touched the western horizon Before bed; known as ‘isha when the last glimmer of red has faded from the western sky Muslims usually say their prayers on small prayer mat, known as sajjada, lways facing towards the holy city of Mecca. The recitation that is essential for every unit of every prayer is the al-Fatiha – the first chapter of the Qur’an. How to pray to Allah: Make sure your body and place of prayer are clean. Perform ablutions if necessary. Make the intention to perform your obligatory prayer. Standing, raise hands up and say “Allahu Akbar” (God is Most Great). Standing with hands folded over chest, recite the first chapter of the Qur’an in Arabic. Then recite any other verses of the Qur’an that you would like. Raise hands up, saying “Allahu Akbar. Bow, reciting three times, “Subhana rabbiyal adheem” (Glory be to my Lord Almighty). Rise to standing while reciting “Sam’i Allahu liman hamidah, Rabbana wa lakal hamd” (God hears those who call upon Him; Our Lord, praise be to You). Raise hands up, saying “Allahu Akbar. ” Prostrate on the ground, reciting three times “Subhana Rabbiyal A’ala” (Glory be to my Lord, the Most High). Rise to a sitting position, saying “Allahu Akbar. ” Prostrate again in the same manner. Rise to a standing position, saying “Allahu Akbar. ” This concludes one rak’a (cycle or unit of prayer).
Begin again from Step 3 for the second rak’a. After two rak’as, one remains sitting after the prostrations and recites the first part of the Tashahhud in Arabic. If the prayer is to be longer than these two rak’as, one now stands up and begins again to complete the prayer, sitting again after all rak’as have been completed. Recite the second part of the Tashahhud in Arabic. Turn to the right and say “Assalamu alaikum wa rahmatullah” (Peace be upon you and God’s blessings). Turn to the left and repeat the greeting. This concludes the formal prayer. The third pillar of faith: The Poor Tax. Description:
The Poor Tax is also known as Compulsory Charity or Zakat. It requires every financially stable Muslim to give to this charity. Zakat is viewed as “compulsory charity”, for those who have received their wealth from God are obligated to give to the community in need. Islam requires man to consider his personal wealth as belonging to Allah and, therefore, to set apart a portion for Him. No maximum limit has been prescribed, but a minimum limit has definitely been fixed. According to statutory Zakat, each individual must abide by this and spend a fixed minimum percentage of his wealth every year in the way prescribed by Allah.
Zakat must be paid on different categories of property including gold, silver, money, livestock and agricultural produce. It also requires an annual contribution of 2. 5% of an individual’s wealth and assets. This money that is given as Zakat can only be used for certain specific things, like to support the poor and needy, free slaves and is a form of social security in a Muslim society. Importance: Islamics encourages the sharing of their wealth with others and helps people to stand on their own and become active members of society. In Arabic, Zakat literally means “purification” this is considered to purify one’s heart of greed.
The Zakat is also a means of helping those poor Muslims. If all Muslims paid their taxes there would be no poverty in the world. It is a system made by Islamics to help poor people and to maintain balance between luxury and poverty. It’s main purpose is to discourage the accumulation of wealth within groups in society and to fix the uneven distribution of wealth in society. Zakat, first and foremost, makes it plain to people that their entire ‘possessions’ are gifts of Allah The Zakat has great importance in the life of Muslims: It is a test of their faithfulness.
It tests how one will help a those in need with what they have been given by God’s wealth. It is obligatory for all muslims. Those who refuse to pay the Poor Tax have false claims about being Islamic It separates the believers from the non believers. Those who believe in God would not ignore their requirement to pay the Poor Tax A payment of the Zakat brings Muslims together. The money collected is spent for the welfare of needy persons It removes social evils. The poor tend to commit theft because of their lack of money and by giving them financial support the crime level is lowered.
It spreads wealth throughout the community. It gets a proportion of the money that many richer Muslim’s keep hoarded and it is then circulated throughout the market Importance: Zakat is the third ‘pillar’ of Islam. Zakat means setting apart for Allah every year a certain portion of one’s savings and wealth (generally 2. 5 percent) and spending it upon religious duties and on needy members of the community. The fulfillment of this duty is, in fact, a kind of reminder that all one has is in trust for Allah. Man should, therefore, hold nothing back from Allah.
Islam requires man to consider his personal wealth as belonging to Allah and, therefore, to set apart a portion for Him. No maximum limit has been prescribed, but a minimum limit has definitely been fixed. According to statutory Zakat, each individual must abide by this and spend a fixed minimum percentage of his wealth every year in the way prescribed by Allah. Zakat is a symbol of one’s obligation to recognize the rights of others and to be in sympathy with them in pain or in sorrow. Zakat, first and foremost, makes it plain to people that their entire ‘possessions’ are gifts of Allah.
Zakat is an annual tax, or duty, in essence and spirit: it is recognition on the part of man of the share which Allah, and other men, have in his wealth. – Zakaah purifies and cleanses wealth, and purifies the soul from stinginess and miserliness. It strengthens the love between the rich and poor, takes away hatred, makes security prevail and brings happiness to the ummah happy. The Fourth Pillar: FASTING IN ISLAM: Who must fast? Fasting ramadan is compulsory upon every Muslim, male or female, who has these qualifications: 1. To be mentally and physically fir, which means to be sane and able 2.
To be of full age, the age of puberty and discretion, which is normally about fourteen. Children under this age should be encouraged to start this good practice on easy levels, so when they reach the age of puberty they will be mentally and physically prepared to observe fasting. 3. To be present at one’s permanent settlement, your hometown, one’s farm, and one’s business premises, etc. This means not to be on a journey of about fifty miles or more. 4. To be fairly certain that fasting is unlikely to cause you any harm, physical or mental, other than the normal reactions to hunger, thirst etc.
Exemption from Fasting These said qualifications exclude the following categories: 1. Children under the age of puberty and discretion. 2. Insane people who are unaccountable for their deeds. People of these two categories are exempted from the duty of fist, and no compensation or any other substitute is enjoined on them. 3. Men and women who are too old and feeble to undertake the obligation of fast and bear its hardships. Such people are exempted from this duty, but they must offer, at least, one needy poor Muslim an average full meal or its value per person per day. . Sick people whose health is likely to be severely affected by the observance of fast. They may postpone the fast. as long as they are sick , to a later date and make up for it, a day for a day. 5. Travelers may break the fast temporarily during their travel only and make up for it in later days, a day for a day. 6. Pregnant women and women breast-feeding their children may also break the fast, if its observance is likely to endanger their own health or that of their infants. But they must make up for the fast at a delayed time, a day for a day. . Women in the -period of menstruation (of a maximum of ten days or of confinement (of a maximum of forty days). They must postpone the fast till recovery and then make up for it, a day for a day. General Recommendations ?It is strongly recommended by Prophet Muhammad to observe these practices especially during Ramadan: 1. To have a light meal before the break of the dawn, known as Suhoor. 2. To eat a few dates or start breaking the fast bu plain water right after sunset, saying this prayer Allah humma laka sumna, wa’ ala rizqika aftarna. (O God! or your sake have we fasted and now we break the fast with the food you have given us). 3. To make your meals as light as possibe because, as the Prophet put it, the worst thing man can fill his stomach. 4. To observe the supererogatory prayer known as Taraweeh. 5. To exhange social visits and intensify humanitarian services. 6. To increase the study and recitation of the Qur’an. 7. To exert the utmost in patience and humbleness. 8. To be extraordinarily cautious in using ones senses, one’s mind and, especially, the tongue; to abstain from careless gossip and avoid all suspicious motions.
No food, drink, smoke or sexual pleasures are aloud during this month of Ramadan. 5th Pillar of Islam: The Hajj Where did the belief originate from In Muslim belief, Mecca has a unique status that goes back to the dawn of time. The Qur’an tells the story of the disobedience of Adam and Eve, and their expulsion from the Garden of Eden for eating the forbidden fruit, in much the same way as does the book of Genesis. There are a number of popular stories about where they fell. One is that Adam fell on Sri Lanka, on the top of what is now known as Adam’s Peak, and that Eve fell in Arabia.
They spent many years looking for and at last met each other on the site of one of the great rituals of the Hajj, not far from Mecca: the plain of Arafat. Millions of pilgrims congregate here each year. The word Arafat in popular etymology means ‘recognition’, and the plain has this name as the place where Adam and Eve at last met, recognised each other and were reunited. Adam built the original Ka’ba, to be known as the House of God—the first place of worship on earth. It thus preceded any other sacred site on earth. Description of pillar
Hajj (pilgrimage) is a great annual event for Muslims. Hajj is an important ritual worship that should be performed by any adult Muslim (man or woman) at least once in life if one can afford it physically, financialy and safely. There are many reasons for why Hajj is important and for why Muslims perform hajj. First of these reasons is that Hajj is the fifth pillar of the Islam 5 pillars. You as adult Muslim (man or woman) is required to perform hajj at least once in your life if you can afford it financially, physically, and safely.
Hajj (pilgrimage) is a great annual event for Muslims. Hajj is an important ritual worship that should be performed by any adult Muslim (man or woman) at least once in life if one can afford it physically, financialy and safely. Performance of the rites of the pilgrimage to Mecca, the Hajj to the seventh to the 10th day of dhu’l-hajja (12th month of the muslim calendar) Obligation for every Muslim to visit Mecca once in there life, who is of age, and of stable health, who has the financial means Significance of pillar
The pilgrimage to Mecca is an important aspect of the Islamic religion. Every Muslim person with the financial means to go to Mecca are expected to visit the sacred site. Mecca is the birthplace of Muhammad but this is not the central reason for its importance to Muslim people. The central reason for the significance of the 5th pillar of Islam is that Mecca is considered by the Muslims as the city of God. At the centre of Mecca is the Sacred Mosque, built around the Ka’ba. Mecca has its own unique status as it goes back to the dawn of time.
The Qur’an tells the story of the disobedience of Adam and Eve, and their expulsion from the Garden of Eden for eating the forbidden fruit, in much the same way as does the book of Genesis. Passage that relate to it The first House [of worship] established on earth is indeed that at Bakka [Mecca], [set there] as a blessing and guidance for all peoples. In it are signs that give testimony. [In it is] the place where Abraham stood. Whoever enters it is secure from harm. The Pilgrimage to the House is a duty humankind owes to God. (Sura 3:96–97) Proclaim to humankind the Pilgrimage! They will come to you on foot, hey will come on every scrawny camel, they will come from every distant valley to behold the blessings prepared for them and recite the name of God on the appointed days, [as they sacrifice] the beasts and cattle He has provided for them. Then eat of these cattle, and feed the poor and destitute. (Sura 22:27–28) The ‘Five Pillars’ of Islam are the foundation of Muslim life: Faith or belief in the Oneness of God and the finality of the prophethood of Muhammad; Establishment of the daily prayers; Concern for and almsgiving to the needy; Self-purification through fasting; and The pilgrimage to Makkah for those who are able.

Healthcare Administration help

This is due Sunday Nov 5, 2017 by 12 pm. Please follow all directions and no plagiarism. Provide all references used and cite where used. 
Instructions
You have been appointed as lead project manager for the implementation of a new EHR system in a large multi- campus hospital system. The CEO and Board of Directors have asked you to provide information regarding the methods by which you will ensure successful adoption of the new information system. Please follow the instructions below in completion of this assignment.
Part 1:
Competency Assessed: Apply quality management tools.
Instructions:
Discuss the relationship between health care regulation compliance and quality management.
Demonstrate the quality management tools that could be used as process control techniques to support compliance efforts. Select two (2) quality management tools (e.g., control charts, Pareto charts, fishbone diagrams). Provide a visual example for each tool selected, and, in an executive summary for the CEO and Board of Directors, describe how each tool can be used to inform internal policies, processes, and organizational structure decision making.
Part 2:
Competency Assessed: Construct performance management measures.
Instructions:
Develop a plan to measure and manage performance during the transition to the new EHR. Compare at least two (2) benchmarking techniques (e.g., productivity standards, report cards, dashboards, etc.) and provide a visual example for each technique used. Differentiate between internal and external benchmarking. Discuss how benchmarking techniques are used to comply with health care regulations and improve organizational performance.
Part 3:
Competency Assessed: Demonstrate workflow concepts.
Instructions:
Demonstrate workflow concepts that would assist in managing the transition to the new EHR system. Examine at least two (2) workflow concepts (e.g., use cases, top down diagrams, swimlane diagrams, etc.). Provide a visual example of each and discuss its use in supporting internal policies, processes, and organizational structure decision making.
Part 4:
Competency Assessed: Apply project management techniques to ensure efficient workflow and
appropriate outcomes.
Instructions:
Demonstrate project management techniques that you would use for the EHR transition to ensure
efficient workflow and appropriate outcomes. Select at least two (2) techniques (e.g., Gantt charts, benchmarking, risk analysis) for interpretation. Provide an example of each and discuss how the two project management techniques can be used to achieve outcomes that ensure regulatory compliance.
Assignment Requirements
● Please complete all parts in a Microsoft Word document.
● The body of your document should be at least 1500 words in length.
● Quoting should be less than 10% of the entire paper. Paraphrasing is necessary.
● Students must cite and reference at least 4 credible sources

Safeguarding Adults And Personalisation

This essay will focus on adult safeguarding and how law and policy applies to working with vulnerable adults, which in turn will recognise how this can protect or hinder their rights. In addition to this, it will also demonstrate my understanding of what the role and responsibilities of a social worker is in regards to safeguarding and personalisation. The adult safeguarding national policy agenda was set out in 2000 by the department of health called ‘No Secrets’; named such to outline that there can be no secrets or somewhere to hide when it comes to exposing the abuse of vulnerable adults.
This guidance defined a vulnerable adult as ‘a person who is or may be in need of community care services by reason of mental or other disability, age or illness; and who is or may be unable to protect him or herself against significant harm or exploitation’. (Department of Health, 2013) However, safeguarding services have considerably developed since then and in the draft Care and Support Bill 2012, a new term, ‘adult at risk’ has now replaced ‘vulnerable adult’ as a more acceptable alternative and because the term ‘vulnerable adult’ may wrongly imply that some of the fault for the abuse lies with the adult abused.
It was proposed by the Law Commission and it is now defined as: ‘anyone with social care needs who is or may be at risk of significant harm’. Although this is a much shorter definition it is still clear that no matter what your circumstances, anyone can be classed at risk and is entitled to be safeguarded and protected from abuse. (Department of Health, 2013) Many social workers feel frustrated by the fact that when dealing with adult abuse cases there is no statute that is equivalent to the Children Act 1989.

However, there are several pieces of policy and legislation that social workers can draw upon to support their practice that will both empower and protect individuals who find themselves in vulnerable situations. (Pritchard, 2009) Legislation dating back from 1948 to the present day provides a range of duties and powers based on various definitions and criteria. In England and Wales there is not a statutory duty to investigate abuse, however, No Secrets clearly places a responsibility on social services as the key agency responsible for adult protection and this position is strengthened by the Human Rights Act 1998.
(Wilson et al, 2008) The Human Rights Act didn’t come into force in the UK until October 2000 and it meant people could take cases regarding breaches of their human rights into a UK court. This would have provided a breakthrough to victims who thought that their perpetrators would always get away with abusing them. Although, without the help of a social worker encouraging them to seek help and support this would not be able to happen. (Galpin&Bates, 2009)
There are particular articles within the Act that are relevant to safeguarding adults such as; Article 2, everyone has a right to life; Article 3, the prohibition of torture, inhuman and degrading treatment and Article 5, everyone has the right to liberty and security. In addition to this, the right to respect a person’s home, private and family life under Article 8; investigating and responding to the risk of abuse will almost invariably involve this article; interventions must be lawful, justified and proportionate given the risk. (Pritchard, 2009)
The Mental Capacity Act 2005 provides a framework to support individual decision-making, allowing choice of appointing their own decision maker and to also promote decision-making in a person’s best interests should they lack capacity. The Act encourages forward planning, for example, people who have capacity but feel that they would lack capacity in the future they can nominate others to act for them under a Lasting Power of Attorney which would involve decisions about welfare, health and financial matters.
Where decisions have to be made regarding serious medical treatment, long-term accommodation moves or an adult protection investigation, an Independent Mental Capacity Advocate (IMCA) may be appointed to support and represent the individual. (Wilson et al) The IMCA service started in 2007 when it provided a service for 5,266 people and has been providing a statutory service for five years. Although the IMCA service is a statutory service, it is provided by the voluntary sector and is a national service provided by 60 local providers which sets out to both empower and to safeguard people.
It is accountable to local commissioners as well as local clients; it works with both the NHS and 152 local authorities and it is designed to support and represent people as well as challenge and change organisations and their practices. In 2009, IMCAs were given additional duties under the Deprivation of Liberty Safeguards (DOLS). Their focus was to safeguard some of the most vulnerable circumstances that people can find themselves in.
Therefore, where, for their own safety and in their best interests, people need to be accommodated under care and treatment regimes that have the effect of depriving them of their liberty, but where they lack capacity to consent to the regime. (Department of Health, 2013) Another act that is relevant to adult services is the NHS and Community Care Act 1990 which provides a framework for all assessments of vulnerable adults. It emphasises the importance of case monitoring and reviewing. (Pritchard, 2009) Prior to the act there had been criticism about the way in which community care services were organised.
Therefore, when the Act was implemented, qualified social workers were given the task as care managers and many going into adult services for the first time. A key aspect of care management was that the assessment process should be based on an individual’s needs rather than the service they require which would enable user empowerment and choice; and in turn provide a personalised approach. (Parker&Bradley, 2010) Personalisation means starting with the person rather than the service and it reinforces the idea that the person should know best what their needs are and how they can be met.
The social workers job working with adults at risk would be to ensure they had the right information and support to access the appropriate services. Personalisation is about giving people much more choice and control over their own lives and good social work practice is about putting the individual first. (SCIE, 2008) The personalisation agenda was outlined in three important documents. Firstly, Fair Access to Care Services (FACS) which called for local authorities to set eligibility criteria for providing services based on balancing resources against need.
Secondly, Transforming Social Care which was introduced to develop a personalised approach to the delivery of adult social care through the use of direct payments and personal budgets. Finally, the document, Putting People First placed personalisation at the centre of social care policy, practice and performance. These policies were introduced to promote independent living and the funding for these initiatives took on two forms in the way of Direct Payments and Personal Budgets. (Trevithick, 2012) The legislation for direct payments is incorporated in the Community Care Act 1996.
The Act gave local authorities the power to implement direct payments. However, it was not until 2000 that the service was extended to people over 65 which obviously led to them being more vulnerable and unable to access services. Direct payments is a way of enabling people to manage their own care and support services; it is seen as a right not a privilege. (Parker&Bradley, 2009) Although direct payments are seen as central to the government’s agenda for the modernisation and transformation of adult social care, it needs to be noted that there are concerns regarding risks and possible reduction in rights for people who use direct payments. (Galpin&Bates, 2009)
The main concern is that people will use their direct payments to employ unregulated care workers or relatives or will not manage well which may leave them open to a greater risk of poor quality care or even abuse through neglect, exploitation, physical, etc. (CommunityCare, 2013) On the other hand, whom the service user employs is generally their choice and responsibility which would give them a sense of independence. However, regulation and training of personal assistants is not compulsory, therefore, evidence of qualifications or certificates is at the employer’s discretion.
This in itself poses a risk to service users who take this route. (Galpin&Bates, 2009) Personal budgets or individual budgets refers to funding that is allocated by the local authority to enable service users to buy services in regards to their personal and social care needs which can include domestic, social leisure and educational activities. Administration is viewed as less intrusive than direct payments, for example, receipts are not required for individual expenditure. It is the responsibility of a social worker to play a key role in delivering this personalised service. (Parker&Bradley, 2010)
In 2010, the UK Coalition Government confirmed its commitment to the principles which are embodied in the personalisation agenda and the target was for local councils to offer personal budgets to one million social care service users by 2013 as part of its social care provision. (Trevithick, 2012) However, a joint discussion document on the future of services for older people called ‘The Case for Tomorrow Facing the Beyond’ was produced in 2012. The document addressed that the opportunities of personal budgets and direct payments have not been a constant acceptance by all those who are entitled to them.
Whilst people have usually been very positive about the impact of personal budgets on their lives, older adults report less satisfaction than other adult groups. More older people receive adult social care services than any other age groups but the amount that are actually receiving personal budgets or direct payments is small. In addition to this, the legal responsibilities of the personal budget holder are also presenting some challenges in the way of the holders acting as employers. When a service user directly employs someone to deliver a service, issues of employment law, quality and safeguarding still remain.
There is a challenge for policy makers, local authorities and their partners to balance concerns about the impact of less well monitored systems on quality, reliability and safeguarding on one hand and the bureaucracy and cost of additional monitoring on the other. (Adass, 2013) As mentioned previously, FACS is a national eligibility framework which allocates social care resources to individuals, carers and communities based on four eligibility bands – critical, substantial, moderate and low risk to independence.
However, in 2010 it was said to have proved difficult to adhere to, especially in the economic climate with rising cost pressures and an increasing need to ration services. The BASW’s joint manager noted there was a need for a national framework and more should be left to the professional discretion of social workers, working with the personalisation agenda and a person-centred approach. However, this can only happen if councils are given enough resources to manage peoples care. (CommunityCare, 2013)
Putting People First; a shared vision and commitment to the transformation of adult social care was a key document from the government to outline the future of adult service provision. It sets out the government’s commitment to independent living for all adults. In addition to this, it seeks to develop a collaborative approach between local and central government, providers and regulators to facilitate the development of a personalised system of adult social care. The first step in a personalised approach to social work practice is Person Centred Planning (PCP).
PCP addresses issues of exclusion that can be overlooked in the assessment process because it focuses on the person’s capacities and not their impairments. The listening involved in PCP is good social work practice and can be used to understand a person’s choices and abilities. It also helps to ensure that the person is placed at the centre of the assessment and planning process. However, there is an issue of funding when it comes to PCP for all individuals with a learning disability and can rely heavily on the trust of the individuals informal or unpaid support network to make their aspirations and plans a reality.
Although in my opinion I do think PCP is the way forward and should be used more frequently in social work practice. (Galpin&Bates, 2009) In conclusion to this essay and with the information gathered it can be noted that there are several policies and legislation that support the safeguarding of adults. Therefore, it seems unimaginable as to why vulnerable adults or adults at risk find themselves in a position of abuse or neglect. However, unfortunately due to the recent Winterbourne View scandal and others like it, abuse obviously still remains of individuals who are clearly too vulnerable to speak out.
It does appear that although guidance and policies are in place to safeguard adults who may be at risk, it obviously doesn’t seem to be enough or it is simply that abusers are getting away with their crimes. The future of adult safeguarding must be improved and to do this, all agencies should work together in partnership and ensure the implementation of policies; procedures, etc. are in place. Outstanding social work practice is of the utmost importance.

wk 10 biology discussion

 
“Keystone Species, Shrinking Red Knots, and Biomes”
Our focus this week is on ecology.  Ecology is the study of interactions among organisms and between organisms and their physical environments. For your primary post, respond toone of the following three topics. Also, reply to at least one fellow student on any topic.
Topic 1 :  Keystone Species. Watch the video entitled “Some animals are more equal than others…” (1)* Then completely describe the concept of a keystone species, giving specific examples from the video. 
Topic 2 [articles]: Shrinking Red Knots. Read two of the following three articles about shrinking Red Knots (2)*, (3)*, (4)*, or research additional information on your own. Then, address the following issues:   

(a) Explain how the lifecycle of the Red Knot depends on hatchlings emerging at the same time as the insects hatch.  
(b) What are the long-term ramifications of having a mismatch between the bird hatch and the insect hatch? 
(c) Of the two articles you read, which of them do you feel was most informative?  Why?

Topic 3 [research]: Biomes. The term “biome” is described in the textbook. For this topic, describe the biome where you grew up (or where you currently live). Identify your location, the biome of the region, and describe the major characteristics of that biome. Add enough detail and commentary from your own experience. If you’re really ambitious, you could consider looking up the EPA “ecoregion,” which will give additional details about your region. 
*References (in Strayer Writing Standards format).

HHMI Biointeractive, May 3, 2016, Some animals are more equal than others: keystone species and trophic cascades., https://www.youtube.com/watch?time_continue=1142&v=hRGg5it5FMI
Briggs, H. (2016, May 12). Shrinking bird pays the bill for Arctic warming. Retrieved from: http://www.bbc.com/news/science-environment-36266692
Dussault, J. (2016, May 12). Climate change chould be shrinking these arctic birds. The Christian Science Monitor. Retrieved from: http://www.csmonitor.com/Science/2016/0512/Climate-change-could-be-shrinking-these-Arctic-birds
Zimmer, C. (2016, May 12). Climate change and the case of the shrinking red knots,. The New York Times. Retrieved from: http://www.nytimes.com/2016/05/17/science/climate-change-bird-red-knots.html?_r=0

Financial Analysis of Office Depot

Part 1 Background introduction for Office Depot Office Depot is a supplier of office products and services. The company’s selection of brand name office supplies includes business machines, computers, computer software and office furniture, while its business services encompass copying, printing, document reproduction, shipping, and computer setup and repair. An S;P 500 company, Office Depot generates revenues of over US $14 billion annually and has 42,000 employees worldwide. It is headquartered in Boca Raton, Florida. Office Depot is one of the biggest office supplies retailers, but its sales revenue decreased dramatically 26% from 14.5 billion dollars in 2008 to 10.7 billion dollars in 2012.
Part 2 Macro-level systematic analysis for Office Depot This financial analysis report of fiscal year 2012 will adopt the macro-level and micro-level systematic method toward the development of office depot. The stakeholders related to OD should pay close attention to these two parts, in order to adjust the strategic and tactic actions upon office depot.
First of all, from the perspective of macro-level, the SWOT analysis is suitable to be imported. Details as follow:

Strength 1. Strong Network of Retail Stores Office depot has 1131 stores in North America and 546 stores in other countries. The network of retail stores distribution of the American three biggest office supplies companies as below: 2. Large Range of Products and Services The range of products and services selling distribution of the American three biggest office supplies companies as below: 3. Strong Marketing Avenues OD has three main marketing avenues which are online B2B/C, retailing terminal and key account. Its distribution centers operation efficiency is higher than the industry average, for 36 DCs has been supported 10.7 billion.
Weakness
1. Weak Competitive Performance More and more consumers are utilizing more technology and purchasing less paper, file storage and similar products instead of the traditional office stationary, leading the usage amount of office supplies declined. The technical products sales revenues accounted for only 20.9% of all, the ratio were 44.6% and 40% compared with Staples and Office Max respectively. 2. Weak Financial Performance A significant number of its vendors demand accelerated payments or require cash on delivery, such demands could have an adverse impact on its operating cash flow and result in severe stress on its liquidity. A downgrade in its credit ratings or a general disruption in the credit markets could make it more difficult for it to access funds, refinance indebtedness, obtain new funding or issue securities. 3. Weak Operating Performance Sales per retailing stores was average 6.4 million, the level stayed behind Office Max and Staples. The gross profit margin averages 30% while the operating profit margin almost 0%.
Opportunity
1. Expand online services As more consumers transfer their purchasing place from physical stores to online, OD could enhance the online selling power. 2. Acquisitions Staples’s revenue was twice the OD’s revenue, OD could merge with Office Max in order to compete with Staples at the same level. In addition, after that the alliance could integrate the source effectively and efficiently and cut more operating cost. 3. Emerging markets and expansion abroad Although the economy of America was sinking into mud, the emerging markets like the Golden Brick countries have much bigger purchasing power compared with American domestic market. OD can establish more physical retailing stores and online business with the support of its supply chain ability.
Threat
1. Economic Crisis lead to declines in business and consumer spending One of OD’s largest U.S. customer groups consists of various state and local governments, government agencies and non-profit organizations. The shadow of economic crisis not yet slaked till now, the financial deficit made the U.S. government cut various budgets which including the office supplies budget. The effect of economic crisis is same to the corporations in America. 2. Intense Competition OD face competition from other office supply stores that compete directly with it in numerous markets. This competition is likely to result in increased competitive pressures on pricing, product selection and services provided. Many of these retail competitors, including discounters, warehouse clubs, and drug stores and grocery chains, carry basic office supply products. Some of them also feature technology products. Many of them may price certain of these offerings lower than OD does, 3. The development of IT lead to the concept of Non-paper office activity Less paper, less ink. This environmental concept will reduce the usage amount of traditional stationary. Indeed, more and more new generation of staff practice with the help of information technology.
Part 3 Micro-level systematic analysis for Office Depot From the perspective of micro-level, the stakeholders related to OD should pay close attention to its financial data, in order to adjust the strategic and tactic actions upon the performance, efficiency, risks and liquidity factors of OD. The table below demonstrates the various financial ratios which the principle stakeholders concerns:
1. Performance
From the ratio charts above, it is obviously that the performance of OD is badly enough comparing with its competitors and industry. The ROE and ROA of Office Depot were both lower than the industry average level, but also below 0, reflected office depot had worst profitibility. The investors should be cautious to put stock in Office Depot. The GPM level of OD was higher than Office Max, Staples and industry average, however, the OPM of OD was lower than OM, Staples and industry average, this situation reflected the operation cost of OD was definitely higher than his competitors and industry average. As a result , the management should make the operation activities more efficiently and effectively, for instance, consider closing idle stores and to lay off employees, etc. Moreover, the operation management should focus on the cost cutting. Impersonal speaking, the tax authority should pay attension to OD’s financial data to identify if OD have over-cooked its fiancial statement.
2. Risk
The debt ratio of OD was higher than industry average mean OD will be more likely of indebtedness and has more financial leverage. The risk that OD face will be greater.
3. Efficiency
The debtor age and creditor age of OD were decreasing and increasing respectively from 2008 to 2012 reflects OD great pressure in cash flow safety. The debtor age decreasing can lead to loss some key customers, therefore its market share will be negatively affected. The creditor age increasing can lead to affect its suppliers engage in collaboration. The inventory turnover of OD was below the industry average which means its inventory structure has severe problem, existing large proportion of dead stock. Moreover, some of its retailing terminals have ineffectively selling power, and the DCs amount may be not enough to support its sales.
4. Liquidity
The current ratio and quick ratio were also below the industry average and its competitors. The investors, suppliers, owners and management should consider its debt paying ability. In other words, its liquidity was worse.
In conclusion, Office Depot had many financial problems. In order to improve it, OD should try every means to cut its operating cost. In this respect, Office Max did better than OD. OD can seek conservation to discuss merging with OM, to complement each other’s advantages. Analysis method hypothesis:
It is very hard to find the complete financial ratios of office supplies industry, so I integrated the financial data of the American’s three largest office supplies companies into industry average, in order to avoid the benchmark changing.