NRS 451 Full Class
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NRS451 WEEK 1 DQ 1 & DQ 2 LATEST 2016 MARCH
DQ 1
Based on the scientific management
theory, what are some of the routines in health care that seem to be
inefficient? What examples of participative decision making exist in your
workplace? Provide your rationale.
DQ 2
Describe how the concepts of
leadership and management differ from each other. In what areas do they overlap? Explain how the goals of
management and leadership may sometimes overlap. As a nurse leader, do you believe you can expand your
influence to create change by taking advantage of this overlap? Explain your
answer.
GC NRS451 WEEK 2 DQ 1 & DQ 2
LATEST 2016 MARCH
DQ 1
One of the five elements of
emotional intelligence is self-awareness. What behaviors would someone with strong self-awareness
demonstrate within the context of leading and managing groups? Provide an
example.
DQ 2
Today's workforce is diverse and has
multiple conflicting priorities. As a nurse leader, you would like
to see your hospital implement an outreach program that will benefit needy
members of the community. What are some methodologies of
communication you would use to develop a shared vision with your stakeholders?
How would you apply strategic management to make your visions for the outreach
program become reality?
GC NRS451 WEEK 3 DQ 1 & DQ 2
LATEST 2016 MARCH
DQ 1
You have an idea to improve patient
care that you would like upper management to support and fund
What type of communication tool
would you use to present your idea and why?
DQ 2
What differentiates someone that is
intrinsically motivated from someone that is extrinsically motivated? Give an
example of how you would go about motivating an individual who is intrinsically
motivated and one who is extrinsically motivated. What are the characteristics of a performance-driven team?
GC NRS451 WEEK 4 DQ 1 & DQ 2
LATEST 2016 MARCH
DQ 1
A new director decides to reorganize
the department you work in. This reorganization comes about
without input from the employees and many of the nurses that you oversee are
feeling resentful of the change. As a nurse leader, identify factors
that may lead to conflict and ways you can manage them.
DQ 2
Personal affiliations and networking
are important for nursing leaders. Why are these important? How will they benefit you in your
career future?
GC NRS451 WEEK 5 DQ 1 & DQ 2
LATEST 2016 MARCH
DQ 1
How does the nurse manager or leader
play a role in the reengineering of health care?
DQ 2
Continuous quality improvement (CQI)
is the responsibility of all nurses and is vital when addressing the challenges
of the health care industry. Provide an example of how you would
apply CQI in your current or past position.
GC NRS451 WEEK 1 ASSIGNMENT LATEST
2016 MARCH
Details:
Details:
Write an introductory cover letter
of no more than 500 words in which you explain your professional objectives,
professional interests, and strengths as an applicant.
Create a resume detailing your
license(s), earned degree(s), certification(s), professional experiences,
previous positions held, membership in professional organizations,
publications, and skills.
Both the cover letter and resume
should be formally written using a professionally accepted format. Review "Resume Resources," located at
for.resume-resource.com/examples-medical.html" href="http://www.resume-resource.com/examples-medical.html">http://www.resume-resource.com/examples-medical.html for examples of approved
formats; however, other professional templates may be used.
Share your resume with a colleague
and elicit their feedback. Revise your resume if needed and
submit the resume in the assignment section of the course.
This assignment uses a grading
rubric. Instructors will be using the rubric to grade the assignment;
therefore, students should review the rubric prior to beginning the assignment
to become familiar with the assignment criteria and expectations for successful
completion of the assignment.
You are not required to submit this
assignment to Turnitin, unless otherwise directed by your instructor. If so directed, refer to the Student Success Center for
directions. Only Word documents can be
submitted to Turnitin.
GC NRS451 WEEK 2 BENCHMARK
ASSIGNMENT LATEST 2016 MARCH
Details:
Details:
In this assignment, you will be
writing a 1,000-1,250-word essay describing the differing approaches of nursing
leaders and managers to issues in practice. To complete this assignment, do the following:
- Select an issue from the following list: nursing shortage
and nurse turn-over, nurse staffing ratios, unit closures and
restructuring, use of contract employees (i.e.,
registry and travel nurses), continuous quality improvement and patient
satisfaction, and magnet designation.
- Compare and contrast how you would expect nursing
leaders and managers to approach your selected issue. Support your rationale by using the theories,
principles, skills, and roles of the leader versus manager described in
your readings.
- Identify the approach that best fits your personal and
professional philosophy of nursing and explain why the approach is suited
to your personal leadership style.
- Use at least two references other than your text and
those provided in the course.
Prepare this assignment according to
the APA guidelines found in the APA Style Guide, located in the Student Success
Center. An abstract is not required.
This assignment uses a grading
rubric. Instructors will be using the rubric to grade the
assignment; therefore, students should review the rubric prior to beginning the
assignment to become familiar with the assignment criteria and expectations for
successful completion of the assignment.
You are required to submit this
assignment to Turnitin. Refer to
the directions in the Student Success Center. Only Word documents can be submitted to Turnitin.
GC NRS451 WEEK 3 BENCHMARK
ASSIGNMENT LATEST 2016 MARCH
Details:
The RN to BSN program at Grand
Canyon University meets the requirements for clinical competencies as defined
by CCNE and AACN using non-traditional experiences for practicing nurses. These experiences come in the form of direct and indirect
care experiences in which licensed nursing students engage in learning within
the context of their hospital organization, their specific care discipline and
their local communities.
In this assignment, you will select
a program, quality improvement initiative, or other project from your place of
employment. Assume you are presenting this
program to the board for approval of funding. Write an executive summary (850-1,000 words) to present to
the board, from which they will make their decision to fund your program or
project. The summary should include:
- The purpose of the program or project.
- The target population or audience.
- The benefits of the program or project
- The cost or budget justification.
- The basis upon which the program or project will be
evaluated.
Share your written proposal with
your manager, supervisor or other colleague in a formal leadership position
within a health care organization. Request their feedback using the following questions as
prompts:
- Do you believe the proposal would be approved if
formally proposed?
- What are some strengths and weaknesses of the proposal?
In addition to submitting this
assignment in the LoudCloud dropbox, email a copy of your submission to
RNBSNclientcare@gcu.edu.
Prepare this assignment according to
the APA guidelines found in the APA Style Guide, located in the Student Success
Center. An abstract is not required.
This assignment uses a grading
rubric. Instructors will be using the rubric to grade the
assignment; therefore, students should review the rubric prior to beginning the
assignment to become familiar with the assignment criteria and expectations for
successful completion of the assignment.
You are required to submit this
assignment to Turnitin. Refer to
the directions in the Student Success Center. Only Word documents can be submitted to Turnitin.
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The RN to BSN program at Grand
Canyon University meets the requirements for clinical competencies as defined
by CCNE and AACN using non-traditional experiences for practicing nurses. These experiences come in the form of direct and indirect
care experiences in which licensed nursing students engage in learning within
the context of their hospital organization, their specific care discipline and
their local communities.
Share your written proposal with your
manager, supervisor or other colleague in a formal leadership position within a
health care organization. Request their feedback using the
following questions as prompts:
_______________________________
_________________
Signature of Individual Providing
Feedback Date Signed
NOTE:
Acknowledgement form is to be
returned to the student for electronic submission to the faculty member via the
learning management system (LoudCloud).
GC NRS451 WEEK 4 BENCHMARK
ASSIGNMENT LATEST 2016 MARCH
Details:
Prepare a 10-minute presentation
(10-15 slides, not including title or reference slide) on organizational
culture and values.
- Describe how alignment between the values of an
organization and the values of the nurse impact nurse engagement and
patient outcomes.
- Discuss how an individual can use effective
communication techniques to overcome workplace challenges, encourage
collaboration across groups, and promote effective problem solving.
- Identify a specific instance from your own professional
experience in which the values of the organization and the values of the
individual nurses did or did not align. Describe the impact this had on nurse engagement and
patient outcomes.
While APA style format is not
required for the body of this assignment, solid academic writing is expected
and in-text citations and references should be presented using APA
documentation guidelines, which can be found in the APA Style Guide, located in
the Student Success Center.
This assignment uses a grading
rubric. Instructors will be using the rubric to grade the
assignment; therefore, students should review the rubric prior to beginning the
assignment to become familiar with the assignment criteria and expectations for
successful completion of the assignment.
You are not required to submit this
assignment to Turnitin, unless otherwise directed by your instructor. If so directed, refer to the Student Success Center for
directions. Only Word documents can be
submitted to Turnitin.
GC NRS451 WEEK 5 ASSIGNMENT LATEST
2016 MARCH
Details:
Details:
Research a health care organization
or a network that spans several states within the U.S. (Example: United Healthcare,
Vanguard, Banner Healthcare, etc.).
Harvard Business Review Online and
Hoover's Company Records, found in the GCU Library, are useful sources. You may also find pertinent information on your
organization's webpage.
Your essay should assess the
readiness of the health care organization or network in addressing the health
care needs of citizens in the next decade, and include a strategic plan that
addresses issues pertaining to network growth, nurse staffing, resource
management, and patient satisfaction.
Prepare this assignment according to
the APA guidelines found in the APA Style Guide, located in the Student Success
Center. An abstract is not required.
This assignment uses a grading
rubric. Instructors will be using the rubric to grade the
assignment; therefore, students should review the rubric prior to beginning the
assignment to become familiar with the assignment criteria and expectations for
successful completion of the assignment.
You are required to submit this
assignment to Turnitin. Refer to
the directions in the Student Success Center. Only Word documents can be submitted to Turnitin.
Singapore Airlines Case Study
(student paper)
The strategy widely utilized by
Singapore Airlines to ensure differentiation in an increasingly competitive
market was its attention to in-flight service. “Good flight service [was] important in its own right and
is a reflection of attention to detail throughout the airline” (Wyckoff, 1989). This statement perpetuated the belief that excellence in
service was directly tied to the careful selection and individual performance
of in-flight crews charged with the responsibility of fulfilling the needs of
individual passengers and exuding the levels of service demanded by the
organization. Applicants destined to work as
flight stewards were drawn from a very young population, typically spanning the
ages of 18-25 years of age with high school equivalency against the English
system of education. Selection of applications was
competitive largely due to the degree of skill, poise, and experience required
of its candidates. These policies led to the
on-boarding of a highly skilled and youthful workforce with positive attitudes
and a willingness to be trained. Critique of this approach revealed
several disadvantages.The most significant being the
potential for greater turnover when hiring a younger population as opposed to
an older, more experienced crew. Experience alone would play some
role in the development of new employees, as greater experience would bring
greater poise and confidence. However, in light of the
predominant population Singapore Airlines catered to, a younger in-flight crew
would remedy the awkwardness likely to be encountered by older clients being
served by older crew members. In addition, a younger crew would
likely be more accepting of new procedures and less cynical of the requirements
of employment.
In light of the young demographic
most desired in this role, recruitment, training and “conversion” processes
were both stringent and comprehensive. All aspects of in-flight service, including training
related to terminology, amenities and food preparation were provided in great
detail, as were training for emergency preparedness and response to every
potential scenario encountered in the air and on the ground. Formalized on-boarding, training and continued development
were the hallmarks of the comprehensive workforce program. Even well into a crew member’s employment, on-going
training and cyclical evaluation provided a mechanism for employees to be aware
of individual performance and gain exposure to methods of continuous
improvement. With an on-going plan of
evaluation, communication, and development, the workforce was well-positioned
for high levels of performance and quality improvements.
Though it would seem that Singapore
Airlines’ work management program suited the organization well, it greatly
narrowed the pool of applicants and kept many, well-qualified and experienced
candidates from positions that would create diversity among the largely
homogeneous workforce and place the organization in a better position to serve
populations whose ethnic origins were not of Asian descent. If the organization aims to be the leader in an
increasingly global marketplace, the workforce must mirror the diverse needs
and perceptions of the greater population.
Advertising Campaign
Singapore Airlines is known in the
airline industry for its quality of service. This emphasis on customer service and customer satisfaction
is largely reflective of the Asian culture for which the company embodies. Attention to detail, impeccable presentation, and care for
others are traits synonymous with countries of Asian heritage. Similarly, Asian countries revere conservatism,
organization and hierarchy (Allik, n.d.) so, it
would follow that young Asian individuals demonstrate the same gracious, caring
behaviors to others. The expectation of “gentle,
courteous service” is consistent with these norms and with the approaches taken
by the organization. So much are these standards and
stereotypes linked to Asian culture and the epitome of service, that the symbol
applied to the airline is that of a young Asian woman. This image is resoundingly more beguiling and traditional,
recognized by nearly 50% of consumers over typical marketing imparted by
competitors, with a marginal recognition of 9.6%. In light of the positive impact and
recognition of the existing marketing campaign, it was considered advisable to
retain the current marketing strategy.
Systems for Measuring Service
Quality
Singapore Airlines has two primary
components involved in measuring service quality. The first is a system to measure customer complaints and
compliments for every 10,000 passengers. The second measurement is a comparative rating of airline
services prepared by the International Research Associates (INRA).
The first component, customers’
complaints and compliments, stayed relatively the same despite rapid
organizational expansion. This type of analysis has shown a
generally high satisfaction level, but could be skewed due to the vast areas
the complaints and compliments could cover; from ticket sales and baggage areas
to in-flight crews. To address this concern the
complaints were split between the areas. However, to get an accurate barometer of customer
satisfaction, it was recommended that the airline conduct routine surveys of
customers. Often, customers submitting
comments fell into one of two categories; those having complaints or those
having compliments.
The second component to gauge
customer satisfaction involved the INRA surveys. The airline executives paid particular attention to these
scores as they indicated levels of satisfaction among the general consumer
population and identified areas requiring continuous improvement. In 1973 Singapore Airlines scored 68, in 1974 the company
scored 74 and in 1979 they scored 78. The scores of 39 other airlines demonstrated that two other
competitors, Cathy Pacific and Thai International, were improving rapidly. This provided one indicator of competitive advantage. In order for Singapore Airlines to stay ahead of their
competitors they would need to evaluate their position against industry leaders
and determine if changes would be needed to stay competitive, particularly with
respect to customer service and customer satisfaction (Wyckoff, 1989).
Plan to Introduce Slot Machines
Singapore Airlines has responded to
many changes in order to differentiate itself within an increasingly
competitive market place. One responsive action was to remove
sleepers, replacing them with a business class section. Reactions from consumers were less than favorable.The move strayed from what consumers came to expect of elite
levels of customer service, which were in large part, due to the attention paid
to the personal needs of its elite customers. Although intended to be innovative and distinctive, the
inclusion of slot machines on transatlantic flights was another idea met with
considerable consumer dissatisfaction.While potentially generating a new stream of revenue, the
idea only worked to incite passengers with a new category of charges. In addition to generating cost for the consumer, the
machines took valuable space away from seats and posed problems in light of
weight restrictions (Time, 1981). These changes only compounded
issues and introduced new problems such as the potential for in-flight injury,
rather than improving in-flight services. While there was some opportunity for revenue, initially,
the gains would last for a season and werenot expected to extend out into the
long-term.
Conclusion
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