Americ Just Another England - 2070 Words

America: Just Another England History tells us that a just and successful democracy has never existed, so why would we, as citizens, believe that we live in one now? Before our nation was established it was commonly believed that a democratic government was not feasible in a large scale setting. Yet, our founding fathers fought to establish our union this way. Their goal was to create a new nation that differed from England in the aspects that it would not be corrupt, be just, and there would be changes in positions of power. They truly believed that with all the checks and balances that it would not be corrupted, so why is it? Between the nature of humanity, the ever growing corruptness of our government, and the development of factions, the founding fathers created another England. Thomas Hobbes, John Locke, and Jean-Jacques Rousseau are some of the most influential political philosophers in history. They all wrote about how they believed a social contract was required to be in pla ce for a government to work and drew their conclusions off of their own theories of human nature. Thomas Hobbes and Jean-Jacques Rousseau leaned towards more negative views on human nature. Hobbes theorized that if we were in a state of nature, where there was no government, we would be in a state of war. People would constantly be causing destruction and harm to others around them out of a combination of self-protection and greed. In the mind of Thomas Hobbes, human nature was very ugly, andShow MoreRelatedA Brief Biography of Ana Sokolow1470 Words   |  6 Pagesthat they did not have the best relationship. Sokolow said that she couldn’t work for Graham under the conditions that she taught her dancers and that â€Å"Sokolow’s interest in exploring her own Russian-Jewish background clashed with Graham’s focus on Americ.† Sokolow definitely always felt like Horst had a great influence on her in that he â€Å"encouraged her to explore her own ideas in he r compostions,† (Jewish Virtual Library). In the 1930’s, she aligned with a group known as the radical dance movementRead MoreCapital Punishment : The Death Penalty1878 Words   |  8 Pagesequals their wrongdoing. For justification purposes of both divides of this argument, it is best to involve innocence, deterrence, retribution, discrimination, reformation, incapacitation and brutalization effects as the subject matters. Determining a just reason to pick a side cannot be duly made without the respective subject matters. Americans can utilize varying standards when assessing both demerits and merits of capital punishment (Amsterdam, 1982). For example, fiscally minded people will major

Advanced Practice Nurse Professional Development Plan

Advanced Practice Nurse Professional Development Plan Student’s Name Institution Affiliation Advanced Practice Nurse Professional Development Plan Introduction Advanced practice nurses are nurses who possess post-graduate education and training in nursing, and who have been equipped and prepared with advanced clinical and didactic knowledge, skills, education, and scope of practice in nursing (Schober, 2017). Because of the increased demand for care to levels that greatly surpass its provision coupled with the shortage of healthcare professionals, there is an urgent need to have nurses who can deliver care without the supervision of physicians thereby ensuring that all the people who need healthcare services have been†¦show more content†¦The purpose of this paper is to develop and APN professional development plan. APN Scope of practice The term scope of practice is used to illustrate the legal authority that is conferred upon a professional to provide health services and be reimbursed for providing such services (Hamric, Hanson, Tracy, , O’Grady, 2014). The scope of practice for the advanced practice nurse illustrates the requirements and responsibilities that accompany the position. The scope of practice nurse provides regulations and guidelines for the advanced practice nurse to ensure that they maintain professionalism and conform to ethical standards whenever they provide services. The APN practice is founded in scientific evidence and entails many aspects that foster the enhancement of the nursing practice such as health education, research, mentorship, and leadership. Just like laws, the APN scope of practice is closely knitted to state and national statuses, and, therefore, it varies from country to country and from state to state. In Maryland, the scope of advanced practice nurs ing is set and regulated by the Maryland Board of Nursing (Maryland. gov, 2016). The board is mandated with regulating the practice, offering certification for eligible members, ensure that APN’s strictly adhere to laws that have been set to govern their performance, and that the act regulating the profession is aptly followed. The scope of practice is regulated by the nursingShow MoreRelatedProfessional Development Plan For An Advanced Practice Nurse Essay1136 Words   |  5 Pages Professional Development Plan Adetola Okutubo Walden University NURS 6001, Spring Qtr. 02/29-05/22-PT3, Foundations of Graduate Study April 3, 2016 Professional Development Plan In furtherance of a lifelong desire to become an advanced practice nurse, I herewith articulate my professional development plan (PDP) based on Walden University’s program of study (POS), in alignment with my personal and professional goals. I welcome this opportunity to begin the development of professional portfolioRead MoreAdvanced Practice Nurse Professional Development Plan Essay1880 Words   |  8 PagesAdvanced Practice Nurse Professional Development Plan The role of the Advanced Practice Nurse (APN) is expanding internationally throughout the healthcare system. Since the initiation of the Patient Protection and Affordable Care Act in 2010, there has been an increased need for APNs due to the growing demand for primary care services and increased population that have gained healthcare coverage (Lanthrop Hodnicki, 2014). The purpose of this paper is to explore the role of APN and develop aRead MoreThe Importance Of The Apn Professional Development Plan1705 Words   |  7 PagesThe purpose of the APN professional development plan is to apply skills and knowledge attained for individual and professional growth. The professional development plan is a strategy to ensure the promotion of excellence in APN practice as well as a continuation to strengthen advanced nursing practice throughout the career. Creation of a development plan will help you advance in a particular goal, objective, or position. There is an ever-increasing need for APNs to keep learning and keep up withRead MoreMy Nursing Philosophy : My Philosophy Of Nursing Practice1074 Words   |  5 PagesNursing philosophy My philosophy of nursing practice is being kind to others. I use my knowledge and skills to help people. I also respect patients’ preferences, values and choices even though they differ from mine. I will try to understand and show empathy to my patients through seeing them beyond their illness and provide holistic and culturally sensitive care. Nursing is not just a job that looks after the sickness, rather, it is about the humanity, about being a human for another human. As aRead MoreProfessional Development Plan For Career Goals1693 Words   |  7 PagesIntroduction Professional development plans are important tools that serve various purposes. It serves as a reflective tool that the APN uses in assessing and evaluating the path they are taking and the goals they want to achieve. Professional development plans are important tools used by advanced practice nurses to highlight the skills and knowledge attained through personal and professional growth. Whether an APN is looking to apply for a new job or advance in a particular position, a professional developmentRead MoreAdvanced Nursing Practice1223 Words   |  5 Pagesthe development of advanced nursing practice. The discussion will include the political, economic, social, and technological influences that have contributed to the transformation from the traditional nursing role to the numerous exciting advanced level career opportunities achievable in nursing today. Dynamics that have shaped my own current advanced nursing role will be discussed and to conclude some thoughts on the future of advanced nursing practice. Defining the role of an advanced nurse practitionerRead MoreLicensing And Professional Organizations : Advanced Practice Nurse771 Words   |  4 Pages Licensing and Professional Organizations Advanced Practice Nurse’ is a term used to define nursing interventions that positively healthcare outcomes. It entails direct care of individual patients, administration of nursing in healthcare setups as well as the formulation and implementation of healthcare policies (Cusack, et al., 2013). As an advanced practice registered nurse skillfully prepared in the practice of nurse aesthesia, I expect to work in Florida Hospital that offers a wide range ofRead MoreAdvanced Practice Nursing Roles1618 Words   |  7 Pages Advanced Practice Nursing Roles Pauline Okwuosa South University Advanced Practice Nursing Roles Between the mid1960’s to 80’s, physicians collaborated with nurses who had clinical experience and those who were interested in obtaining experience. In 1965, low-income women, children, the elderly, and people with disabilities were covered under the Medicare and Medicaid programs. This sudden availability of coverage increased the demand for expanded primary care services, but physicians wereRead MoreConceptual Model For Professional Practice1409 Words   |  6 PagesMODEL FOR PROFESSIONAL PRACTICE IN NURSING MID-TERM 30% of grade PURPOSE: To demonstrate an understanding of and use of theoretical nursing models. Using peer-reviewed, on-line and library sources: 1. a.) identify a nursing model not covered in class. (1 point) Patricia Benner s Novice to Expert model b.) mention some background on its development. (7 points)Read MoreLifelong Learning Plan And Role Analysis Essay1199 Words   |  5 Pages Lifelong Learning Plan and Role Analysis Dimietris D. Thompson Sacred Heart University Lifelong Learning Plan and Role Analysis The Future of Nursing report of 2010 called for the increase in the number of bachelor-prepared nurses in the workforce to be at 80% by 2020 (American Association of Colleges of Nursing, 2015). The goal is to encourage nurses to achieve higher education and seek lifelong learning. Lifelong learning, however, goes beyond advanced degrees, required CEU

Managing Overtime Worked in the Workplace Free Essays

string(153) " only alternative to this situation is to have employees already present complete their assignments and pitch in to help deliver the vacant assignments\." In the following report, I will be give illustrations and possible solutions for an overburdening problem that exists in the U.S. Postal service Operations throughout the country. We will write a custom essay sample on Managing Overtime Worked in the Workplace or any similar topic only for you Order Now Overtime is an age-old problem that has gone long overdue without someone or a group paying serious attention to correcting this problem. The United States Postal Service is a large organization with many facets of operations; I will be concentrating on what we call the Field Operation or Area Office. This is where the public comes into personal contact with the Postal Service either by way of the individual letter carrier (mailman) or the window clerk who assists with business transacted at the post office. Every community across America has a Post Office. We are one of the most visible employers in the world. The U.S. Postal Service employs approximately 750 thousand diverse people. Many different cultures and nationalities come together to combine as an efficient workforce that gets the job done. The pay is moderate, so it would be pretty difficult to become independently wealthy working for the Postal Service. But, there are some employees that believe if they work, as much overtime as possible, maybe they can become rich. Unfortunately, this poses a daily obstacle to overcome for most managers in the U.S. Postal Service. The U.S. Postal Service is a production driven outfit therefore; everything is based on production verses cost ratio. The average workday for a postal employee is eight hours. It does not take a genius to figure out that the longer it takes to do the job, the more money is made. So, the employee that desires more money would be motivated to take longer to complete his or her assigned task(s). Historically, the Postal Service has been plagued with managers that were not diligent in doing their jobs with regard to overtime management. Because of this clusters of employees became accustomed to a Carte Blanche style of working. Employees were in effect managing the overtime and work production. During my career as a letter carrier, I completed my assigned tasks within my eight-hour shift working overtime only when deemed necessary by my manger. When I became a manager, I expected everyone who worked for me to have the same work ethics that I had. If this was not case, I attempted to force them to work as hard as I did. I later found out that this was not a good management approach. In fact, this was the easiest way to harvest disgruntle employees. Here was my dilemma; I was the new young manager who expected an honest day†s work, for an honest day’s pay, paired with a staff that had been allowed to do whatever they wanted for the past ten years. The office of my first management assignment had 90 percent of the employees working an average of 10-16 hours of overtime per week. My performance as a manager as well as well as the production performance for our office was based on the amount of manpower hours used to deliver the total volume of mail. I will present information about the systems put in place that worked as a check and balance format. These systems enabled me to demonstrate to my employees that my requests were not unfair or unreasonable. I will discuss the areas that the employees were able to assist in helping to aleve the excessive use of overtime. I will also discuss in detail areas that contributed to the excessive use of overtime that did not involve my employees. With implementation of the new systems, my office has reduced its overtime to 14 percent.    While controlling overtime may seem as easy as just making an announcement â€Å"that no one is allowed to work overtime†; this is very far from true in the U.S. Postal Service area offices. There are many variables that come into play, the first of which is staffing. In order to do a good job; the office must be properly staffed. We have percentage breakdowns that factor in amounts of carrier routes; amounts of deliveries per zip code that derives to an employee complement. Each office has a number that satisfies their complement. If for any reason a particular office is operating under their complement that makes the task a more difficult. Any office can be fine one week and short the next, due to retirement, injuries, or details to name a few. If any of the aforementioned were to occur a manager could request replacement for these employees, whether they will be granted or not is another story. Then we have the day-in day-out mystery of who will call in on sick leave. Having any of these instances to take place in a given day can simply cripple an operation. If we take a carrier operation anywhere in the world that has 35 city carrier routes and 4 carriers call in sick on a Monday, that manager now has to scramble to get coverage for those four vacant routes. It is not like other organizations where your work can carry over by one day; the mail must be delivered daily without exception. This makes it difficult to get the work done in an eight–hour day for the remaining employees. The first thing the manager must do is to telephone four employees who would normally have the day off and ask them to come in and work their day off. Bare in mind that the U.S. Postal Service has something called an Overtime Desired List, a voluntary list of employees who wish to work overtime on assignments. When the manager telephones employees to come in on their day off, he must first call those on the Overtime Desired List. If the manager does not get four employees from the list, he may then exercise the option to call employees not on the Overtime Desired List. The only alternative to this situation is to have employees already present complete their assignments and pitch in to help deliver the vacant assignments. You read "Managing Overtime Worked in the Workplace" in category "Essay examples" The advantage of this situation is that it allows you to minimize your overtime usage for the day. If the manager was able to get four employees from the Overtime Desired List to come he has automatically used 32 hours of overtime for that day. By having employees already present work additional hours, you are able to use far less overtime for that day. This is an area I feel managers need to stress to their bosses so that all efforts are exhausted in hiring more employees for offices to operate under their complement. The earlier mentioned example could have been avoided had that office been properly staffed. A fully complemented office would have unassigned employees who would have been given those assignments for the day avoiding the need for overtime. In order to be a successful office you must be fully complemented. When I was finally able to get my office fully complemented my overtime was reduced by 10% – 30% as shown in the graph below. The U.S. Postal Service has another formula that we use to gauge an employee†s production. There is a standard based on demonstrated ability. We can not hold Carrier A to Carrier B†s standards. This formula is for sorting letters and flats (magazines, newspapers, etc.). The formula allows 1 hour to sort 2 feet of letter mail. This is 2 linear feet, 2 linear feet equals 454 pieces of letter mail or 230 pieces of flat mail. So in order to standardize an employee the manager must count out 2 feet of mail, letters or flats, and calculate the amount of time it takes the employee to sort this mail. The average carrier has no problem at all meeting this quota, but there are those who attempt to outsmart their managers. If the manager is not focused on them during the sorting period there are those carriers who have the tendency to leave their areas to socialize among their coworkers, or â€Å"slow sort† their mail. The longer it takes a carrier to sort his mail, the longer it takes that carrier to get out of the office on the street to deliver this mail, making this same carrier late in returning from his assignment guaranteeing this carrier overtime for the day. You multiply this by several carriers in one office daily and you come up with an unaccountable amount of overtime usage as a manager. This affects your production numbers for the office as a whole. This where a manager has to jump in and approach the individual carriers immediately. As a manager I that this has happen to, I have approached the individual and asked some very basic questions to make certain that there are no health or personal issues going on with the carrier affecting their productivity. If nothing out of the ordinary exists, I point out that they are not meeting their productivity quota and make certain suggestions to assist them in meeting their quota. There are those times when you are challenged as a manager to verify your findings. When those situations arise, I go out and measure, with the carrier present, the actual number of feet of mail for them to sort and time them sorting this mail. Once you demonstrate to your employees that you are only expecting from them what is minimally required, and that you will hold them accountable for just that you run into this type of problem less and less. Another major contributor to overtime usage is the actual mail flow itself. Most days this is not a problem, but when it is a problem it is usually a big problem. In Northern Virginia we have two mail distribution centers, one in Merrifield and one in Dulles. For the Falls Church Post Offices, we receive our mail from Merrifield. Each morning we receive 3 dispatches of mail from 6:00 a.m. to 8:30 a.m. When these dispatches are on time everything runs smoothly, but when these dispatches are late an office goes from running smoothly to being hectic. One of the main reasons for a delayed dispatch is the mechanical failure of a mail-processing machine in Merrifield. In preparing itself for the new millenium, the U.S. Postal Service Distribution Centers are equipped with high-tech automated mail processing machines that do the job of ten employees sorting mail. In the event of a mechanical failure, one of our dispatches can be delayed by 1 – 2 hours. This 1 – 2 hour delay is passed along to my operation in 1 – 2 hours of down time for my carriers while they are waiting for their mail to deliver. That equals approximately 1 –2 hours of unforeseen overtime per employee that day. As demonstrated in the graph below this is a large usage of overtime for an entire office when calculated. The combination of mail volume and properly scheduled mail dispatches is critical in minimizing overtime. In closing, I would suggest that as we approach a new millenium the U.S. Postal Service would be better served by doing away with some of the older ways of thinking. The Overtime Desired List should be dismantled. This forces managers to go outside of the employees already present for work as a first solution to a vacant assignment list. To me this encourages overtime usage. I would also suggest for offices receiving mail dispatches late at least 3 times a week to move their scheduled time for mail receipt back and bring their carriers in a little later to accommodate for the dispatch schedules. For example if an office has consistently been receiving their dispatches an hour late, instead of having the carriers report to work at 6:30 a.m. they would move the carriers reporting times up to 7:30 a.m. instead eliminating that hour of downtime per person that they are losing. How to cite Managing Overtime Worked in the Workplace, Essay examples