Why do you believe professional RNs are still completing so many nonnursing tasks?How comfortable do you believe most RNs are in the role of delegator to UAP?

Choose one of the following questions to answer for this week’s discussion board. Make sure to repost the question you selected at the top of your posting.Why do you believe professional RNs are still completing so many nonnursing tasks?How comfortable do you believe most RNs are in the role of delegator to UAP?.in another document include a reply of 300 word or more to this learning:How comfortable do you believe most RNs are in the role of delegator to UAP?The relationship that exists in healthcare settings between Unlicensed Assistive Personnel (UAP) and Registered Nurses (RNs) has always piqued my interest. The relationship is essential to providing high-quality patient care. Nonetheless, it is a complicated subject that needs careful consideration: how comfortable are most RNs in the role of delegator to UAP? I will go into this topic in this discussion, using my observations and experiences in the healthcare industry as a guide.First and foremost, it is imperative to acknowledge the complex web of variables that impact Registered Nurses’ (RNs’) degree of comfort when assigning work to Unlicensed Assistive Personnel (UAP). The disparity in comfort levels among registered nurses (RNs) stems from a combination of personal experiences and the specific healthcare environment in which they work. RNs commonly find themselves assigning jobs to UAP in the tough world of acute care institutions, which is marked by high patient turnover and heightened acuity levels (Reiner & Bartholomew, 2019). Delegation may get more comfortable as a result of this repetition since it will become second nature to them. Nonetheless, it is common for RNs working in these settings to struggle with a strong sense of accountability for the jobs they are assigned, which can have a big impact on how comfortable they feel overall.However, in long-term care institutions or outpatient settings, where RNs may establish long-lasting connections with the same UAP over an extended period, the comfort landscape shifts (Crevacore et al., 2023). Delegation comfort and a greater degree of trust can grow in these kinds of settings. Having a solid working relationship and being well-versed in the UAP’s capabilities serve as the foundation for RNs to assign work confidently. Moreover, RNs’ comfort level with the delegation of tasks in these circumstances can be enhanced by the existence of well-defined scopes of practice for UAP, well-structured training programs, and open lines of communication. The sense of cooperation and partnership that develops over time is the foundation of this increased comfort.The critical need for efficient time management in the context of RN duties is another crucial point to take into account. Among the many tasks that registered nurses perform on a daily basis are prescription administration, charting, patient assessments, and much more. One practical way to reduce UAP’s burden is to assign them wisely appropriate duties, especially in high-stress settings like emergency rooms and critical care units (Campbell et al., 2020). RNs are generally very comfortable assigning duties to UAP in these kinds of situations. They learn that providing comprehensive patient care requires teamwork, which is not an option. The collaboration between RNs and UAP becomes a powerful force that guarantees the effective provision of care and, consequently, supports RNs’ comfort levels when acting as delegators.However, it is crucial to stress that the policies and culture that exist in an RN’s place of employment have a substantial impact on how comfortable they feel in the role of delegator. Facilities that place a high value on a collaborative culture, continuing education, and a dedication to continuous improvement tend to foster an atmosphere where registered nurses feel more comfortable delegating. Enlisted registered nurses receive the tools, guidance, and evaluation necessary to improve their appointment skills in these stable environments, which ultimately results in higher levels of comfort (Campbell et al., 2020). On the other hand, if an office requires resources and support for the two RNs and UAP, its overall level of comfort with the designated contact is jeopardized. When there’s no support system in place, registered nurses may become more reticent and uneasy as they deal with vulnerability and flaws in the hiring process.In conclusion, the degree to which registered nurses find satisfaction in their role as delegators to UAP is a complex issue that depends on a number of factors, including the particular medical services context, individual interactions, the notion of the functional relationship, and the support provided by their association. Some RNs may find comfort and competence in delegating, but others may need assistance with accountability and a sense of duty. Creating a consistent work environment that prioritizes advice, cooperation, and official correspondence will eventually assist RNs in feeling more at ease throughout the designation cycle, which will focus on comprehending considerations and outcomes. 

Leadership is hosting a panel discussion titled: Comparison of Diversity, Equity, and Inclusion across industries. You are on the diversity committee and have been assigned to share resources with attendees. Find six credible academic sources about DEI in your own industry or one industry listed below. Be sure the sources offer a comparison of diversity, equity, and inclusion with a clear focus on how each is different from the other in theory and practice. Prepare an annotated bibliography for attendees in one of the industry options below: Finance Hospitality Technology

Scenario:
Leadership is hosting a panel discussion titled: Comparison of Diversity, Equity, and Inclusion across industries. You are on the diversity committee and have been assigned to share resources with attendees. Find six credible academic sources about DEI in your own industry or one industry listed below. Be sure the sources offer a comparison of diversity, equity, and inclusion with a clear focus on how each is different from the other in theory and practice. Prepare an annotated bibliography for attendees in one of the industry options below:

Finance
Hospitality
Technology

Instructions:
For each source (6 total), include an annotation that meets the following criteria:

2 to 4 sentences to summarize the main idea(s) of the source.
What are the main arguments made about diversity, equity, inclusion, and belonging? What distinction is made between diversity, equity, and inclusion? How are they compared and contrasted in this source?
What is the point of this source? To inform, persuade, share innovative thinking, to contradict popular beliefs?
What topics are covered? DEI (Diversity Equity Inclusion)? Justice? Historical perspective? Current events from a legal perspective?
Compare the source information.
How does it compare with other sources about DEI in your bibliography?
Is this information reliable? Current? Related specifically to the industry chosen for this assignment?
How has the information in this source added or enhanced your understanding of Diversity Equity and Inclusion?
1 or 2 sentences to reflect on the source.
Was this source helpful to you?
How can you use this source for your presentation?
Has it changed how you think about DEI?

Requirements:

A title page
The annotated bibliography begins on its own page with the word “References” bolded and centered at the top of the page.
Each entry begins with an APA reference for the resource with the annotation appearing directly beneath. The entire annotation is indented 0.5 inches from the left margin.
Entries are listed in alphabetical order. The entire document is typed in one of the six approved font styles and sizes and is double spaced. There is no additional space between entries.

What do you feel are the greatest influences on clinical judgment? Is it experience, knowledge, or a combination of those things?

Help me study for my Health & Medical class. I’m stuck and don’t understand. What do you feel are the greatest influences on clinical judgment? Is it experience, knowledge, or a combination of those things?In your opinion, what part does intuition play in clinical judgment? How do you think you’ll be able to develop nursing intuition?

Why do you believe professional RNs are still completing so many nonnursing tasks? How comfortable do you believe most RNs are in the role of delegator to UAP?

Choose one of the following questions to answer for this week’s discussion board. Make sure to repost the question you selected at the top of your posting.
Why do you believe professional RNs are still completing so many nonnursing tasks?
How comfortable do you believe most RNs are in the role of delegator to UAP?

Do you believe most RNs feel clarity regarding role differentiation between the RN and the UAP?
Do you believe that patients typically are aware whether it is the UAP or licensed nurse that is caring for them?
A brief introductory paragraph introduces the topic of the discussion. One or more succinct paragraphs are needed to answer each of the discussion board questions. Use current literature (5 years old or less) to support your views. Be sparing in your use of quotes. Learn to paraphrase the information you are sharing from a source. A paragraph at the end gives a brief summary of the discussion. The initial posting for each topic should be a minimum of 500 words in length (not including the references).
Use APA formatting, 12-point type font, double spacing, indenting of each paragraph, and proper spelling and grammar. You do not need a title page or a separate “References” sheet, but a “References” section should be included at the end of your posting if you cite sources

.in another document include a reply of 300 word or more to this learning:
How comfortable do you believe most RNs are in the role of delegator to UAP?
The relationship that exists in healthcare settings between Unlicensed Assistive Personnel (UAP) and Registered Nurses (RNs) has always piqued my interest. The relationship is essential to providing high-quality patient care. Nonetheless, it is a complicated subject that needs careful consideration: how comfortable are most RNs in the role of delegator to UAP? I will go into this topic in this discussion, using my observations and experiences in the healthcare industry as a guide.
First and foremost, it is imperative to acknowledge the complex web of variables that impact Registered Nurses’ (RNs’) degree of comfort when assigning work to Unlicensed Assistive Personnel (UAP). The disparity in comfort levels among registered nurses (RNs) stems from a combination of personal experiences and the specific healthcare environment in which they work. RNs commonly find themselves assigning jobs to UAP in the tough world of acute care institutions, which is marked by high patient turnover and heightened acuity levels (Reiner & Bartholomew, 2019). Delegation may get more comfortable as a result of this repetition since it will become second nature to them. Nonetheless, it is common for RNs working in these settings to struggle with a strong sense of accountability for the jobs they are assigned, which can have a big impact on how comfortable they feel overall.
However, in long-term care institutions or outpatient settings, where RNs may establish long-lasting connections with the same UAP over an extended period, the comfort landscape shifts (Crevacore et al., 2023). Delegation comfort and a greater degree of trust can grow in these kinds of settings. Having a solid working relationship and being well-versed in the UAP’s capabilities serve as the foundation for RNs to assign work confidently. Moreover, RNs’ comfort level with the delegation of tasks in these circumstances can be enhanced by the existence of well-defined scopes of practice for UAP, well-structured training programs, and open lines of communication. The sense of cooperation and partnership that develops over time is the foundation of this increased comfort.
The critical need for efficient time management in the context of RN duties is another crucial point to take into account. Among the many tasks that registered nurses perform on a daily basis are prescription administration, charting, patient assessments, and much more. One practical way to reduce UAP’s burden is to assign them wisely appropriate duties, especially in high-stress settings like emergency rooms and critical care units (Campbell et al., 2020). RNs are generally very comfortable assigning duties to UAP in these kinds of situations. They learn that providing comprehensive patient care requires teamwork, which is not an option. The collaboration between RNs and UAP becomes a powerful force that guarantees the effective provision of care and, consequently, supports RNs’ comfort levels when acting as delegators.
However, it is crucial to stress that the policies and culture that exist in an RN’s place of employment have a substantial impact on how comfortable they feel in the role of delegator. Facilities that place a high value on a collaborative culture, continuing education, and a dedication to continuous improvement tend to foster an atmosphere where registered nurses feel more comfortable delegating. Enlisted registered nurses receive the tools, guidance, and evaluation necessary to improve their appointment skills in these stable environments, which ultimately results in higher levels of comfort (Campbell et al., 2020). On the other hand, if an office requires resources and support for the two RNs and UAP, its overall level of comfort with the designated contact is jeopardized. When there’s no support system in place, registered nurses may become more reticent and uneasy as they deal with vulnerability and flaws in the hiring process.
In conclusion, the degree to which registered nurses find satisfaction in their role as delegators to UAP is a complex issue that depends on a number of factors, including the particular medical services context, individual interactions, the notion of the functional relationship, and the support provided by their association. Some RNs may find comfort and competence in delegating, but others may need assistance with accountability and a sense of duty. Creating a consistent work environment that prioritizes advice, cooperation, and official correspondence will eventually assist RNs in feeling more at ease throughout the designation cycle, which will focus on comprehending considerations and outcomes. 

Develop a brief overview of the company that includes the organization's vision, mission, and values. Identify a minimum of three mandatory employee benefits. Provide the legal justification crucial to understanding the mandatory benefits offered.

Fill in template concerning benefits to be posted on website 

Develop a brief overview of the company that includes the organization's vision, mission, and values.
Identify a minimum of three mandatory employee benefits.
Provide the legal justification crucial to understanding the mandatory benefits offered.
Identify a minimum of three discretionary employee benefits.
Provide related information that is crucial to understanding the discretionary employee benefits offered.
Evaluate how the discretionary and mandatory benefits align 
with the company's organizational strategy.

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cf_benefits_website_content_assignment_templatecopy.docx

HRM500

Employee Benefits Website Content Template
Provide content for the following benefit offerings for the company you work for. Explain which of the following benefits are available to your employees, whether they are mandated or discretionary, and other important features regarding the benefit offering that a new employee needs to know.

Benefits Overview

[High level overview of company. Includes the organization’s vision, mission, and values.]

Mandatory Benefits

[Minimum of three mandatory employee benefits. Provide related information that is crucial to the understanding of the benefit offered.]

Discretionary Benefits

[Minimum of three discretionary employee benefits. Provide related information that is crucial to the understanding of the benefit offered.]

Benefit Alignment to Organizational Strategy

[How the discretionary and mandatory benefits align to the company’s organizational strategy.]

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Identify their strengths from their self-assessment and how these strengths will help them in the workplace.

Questions:
In your response to at least two peers, address the following:
Identify their strengths from their self-assessment and how these strengths will help them in the workplace.
Make a suggestion to help them improve their skills in one area of emotional intelligence that they would like to focus on.
PEER POST # 1
The results of this assessment are important to me because it is always important to want to progress and better myself. Part of being an effective leader is by being self aware, which is understanding areas in which you can improve and areas in which you excel (Soomo, 2023, p 5.3). To me, the assessment is relevant because not only does it affect me in a business and societal role, but also by understanding my emotional intelligence, it can help me improve as a father and husband. Emotional intelligence has a significant correlation to effective leaders, so it is important to have a high level to improve as a human.
I will be able to apply these results in my professional life by being able to focus more on what others are saying so I can improve my level of empathy. By being more empathetic, it will help me work better alongside my coworkers as well as build better relationships in the workplace. I will be able to apply these results to everyday conversation with my coworkers by asking more about how they have been and understanding their background more, which in turn will help me discover what motivates them to do what they do every day.
The area in which I believe I should improve would be motivation. This area is where I suffer the most, as I can easily come off track and be put behind on what I am working on. This somewhat ties into my social skills as I often times find myself helping others and taking phone calls to assist customers in the field. When my work load isnt high, I often times find myself becoming bored which in turn leads to me actually procrastinating the little work that I do have and spending more time talking with others and spending more time away from my work. While I still complete my work on time, if I found what motivated me I would be more likely to complete my work sooner so that I could find more to do so that I could continue to learn more about the industry I am working in to help move up the ladder.
PEER POST # 2
The emotional intelligence test I took recently has significantly impacted my role as a coach at our company. Despite my long managerial career of 18 years, I have been striving to improve my behavior to become a better leader for my team. My assessment scores were self-awareness (12), self-regulation (10), motivation (7), empathy (12), and social skills (10), totaling 51 out of 75. While this shows I am doing okay, I really want to be a leader who is mindful and empathetic toward my peers and associates.
What I learned this week from the Soomo Module was enhancing self-awareness through proactive feedback-seeking and integration of a daily journal, which I now realize is crucial in my managerial role. I need to consistently be mindful of my stakeholders. Asking myself questions, to understand what motivates me was an eye opener. Recognizing the importance of identifying personal values and tasks that offer a sense of achievement, thereby generating motivation. The insights also focused on managing distractions, particularly combating procrastination through self-talk and breathing exercises, while aiming to improve self-regulation by considering body language, anticipating outcomes, and pausing before reacting. Knowing the importance of empathy, encouraging perspective-taking, active listening, and empathetic responses during high-stress situations. Strengthening social skills by showing genuine interest in others was highlighted, exemplified by an engaging encounter that sparked curiosity about my Filipino heritage, prompting a desire to explore and connect with cultural roots more deeply.
This module has given me a self check on how I need to improve my emotional intelligence in my professional life. In a challenging week, particularly due to diverse customer needs and stressed associates during the busy holiday season, I have focused on staying positive and considering different viewpoints. Handling these pressures required self-talk and deep breathing to maintain my mental well-being. I learned that improving empathy and self-regulation are key areas for me to concentrate on as they directly impact my leadership style and team dynamics. For example, I closed the store one day this week and asked the team lead to refill the empty egg wall and replenish the low milk stock. When the team lead sought help, his immediate coach told him to manage it. The team lead had a call-in and his team associate needed a lunch. This led to a tense argument between them. Another coach from a different section offered help, and I also offered my assistance. The team lead, frustrated by his coach, vented to other peers about the situation. I intervened, suggesting ways to mend their relationship and diffuse the negativity. In line with our recent lesson on emotional labor, we explored three levels: surface, deep, and genuine acting. Deep acting, where one genuinely tries to empathize and align displayed emotions with experienced ones, emerged as the most effective leadership approach in this situation. (Soomo, 2023,pg.5.4)
Knowing that self-regulation, motivation, and social skills are my growth opportunities. I will be implementing what I have learned to enhance my leadership capacity. By focusing on refining self-regulation, which involves managing immediate responses and considering outcomes before reacting, I aim to ensure more composed and thoughtful interactions. Focusing on motivation through identifying personal values, setting attainable goals, and seeking tasks that provide a sense of achievement will bolster my drive and effectiveness in leadership. Emphasizing the development of social skills, such as genuine interest in others, active listening, and empathetic responses, particularly in high-stress situations, will fortify my abilities to engage effectively with stakeholders and lead the team more efficiently. Integrating these principles into my daily interactions will elevate my leadership capabilities within the store environment.

, Please watch the following video in its entirety: Versus Hip Hop on Trial Debate https://youtu.be/r3-7Y0xG89Q “Hip-Hop Doesn’t Enhance Society, It Degrades it.” Before watching the video, what is your stance on the motion, “Hip-Hop Doesn’t Enhance Society, It Degrades it?”  Explain your stance. Which three debaters did you closely align with? Thoroughly explain what each of these debaters stated as to why you align with them. Which three debaters did you mostly disagree with? Thoroughly explain what each of these debaters stated as to why you disagree with them.

 
, Please watch the following video in its entirety: Versus Hip Hop on Trial Debate https://youtu.be/r3-7Y0xG89Q “Hip-Hop Doesn’t Enhance Society, It Degrades it.”

Before watching the video, what is your stance on the motion, “Hip-Hop Doesn’t Enhance Society, It Degrades it?”  Explain your stance.
Which three debaters did you closely align with? Thoroughly explain what each of these debaters stated as to why you align with them.
Which three debaters did you mostly disagree with? Thoroughly explain what each of these debaters stated as to why you disagree with them.
After watching the video, did your stance change? Explain why?
What are your thoughts on this course? Did you learning anything. answer all questions in COMPLETE SENTENCES.

Climate science history suggestively predicts that future technological solutions to meet human needs hinge on present-day climate science. Though necessary, is climate information sufficient to solve the political controversy surrounding climate change? If yes, why; if no, why not?

Climate science history suggestively predicts that future technological solutions to meet
human needs hinge on present-day climate science. Though necessary, is climate information
sufficient to solve the political controversy surrounding climate change? If yes, why; if no, why
not?

What is money multiplier? How is it related to the reserve ratio? Calculate the total maximum and total minimum possible money supply due to the deposit of 200 SAR in a bank. The country follows a fractional reserve banking system, and the Reserve ratio is 20%.

Assignment 3
Q1: What is money multiplier? How is it related to the reserve ratio? Calculate the total maximum and total minimum possible money supply due to the deposit of 200 SAR in a bank. The country follows a fractional reserve banking system, and the Reserve ratio is 20%. [2.5 Marks]
Caselet On Unemployment (Question no 2&3)
Many Theories are given by different experts to explain the reasons behind unemployment. One reason for unemployment may be downswings (periods of recession) in the business cycle.
Another reason behind wide-scale unemployment refers to structural unemployment. Structural unemployment arises from longer-term changes in the economy, affecting specific industries, regions, and occupations. Structural unemployment often explains regional unemployment. Some industries in India have lost their business and so employment to the cheaper imports coming from abroad.
Some experts explain that new technology is a cause of unemployment which is also known as technological unemployment. The argument is that the introduction of new technology is destroying jobs and business while at the same time imports from low-wage developing countries are undercutting goods produced in this country.
However, many studies may contradict this. New technologies generally help in producing new products, or services and therefore new areas of employment. Sometimes fewer workers may be required in some areas of production where specific tasks are taken over by machines, but rising productivity boosts overall income and then the demand for new jobs in the economy as a whole.
Q2: What are the main causes of Unemployment? Do you agree that technological up-gradation in any industry may cause unemployment in that industry? Provide your opinion with one example. [2.5 Marks]
Q3: Structural unemployment in many countries touched its highest peak during the coronavirus pandemic, but it seems that most of the industries in KSA were not that much affected. Discuss the role of the Saudi Government in reducing the impact of Corona pandemic on employment in Saudi Arabia. [2.5 Marks]
Caselet On Insurance Market (Question no 4)
In a sense, every insurance contract is a gamble. It is possible that you will not be in an auto accident, that your house will not burn down, and that you will not need expensive medical treatment. In most years, you will pay the insurance company the premium and get nothing in return except peace of mind. Indeed, the insurance company is counting on the fact that most people will not make claims on their policies; otherwise, it couldn’t pay out the large claims to the unlucky few and still stay in business.
From the standpoint of the economy as a whole, the role of insurance is not to eliminate the risks inherent in life but to spread them around more efficiently.
The markets for insurance suffer from two types of problems that impede their ability to spread risk. One problem is adverse selection: The second problem is moral hazard:
Q4: Adverse Selection and Moral Hazard are two important problems of Insurance companies. Explain each with the help of an example. Also, suggest solutions to the Insurance companies to tackle these problems in the insurance market. [2.5 Marks]