Effective way to check grammar and APA citation and formating
How to effectively use grammar check for checking grammar and APA citation and formatting
My advice would be to address these issues separately. Concentrate first on the content and grammar, and later on the APA citation style and formatting requirements – the two areas do not really interact with each other.
APA style in terms of word usage, punctuation, and structure, etc. is another matter, however. You will need to be aware of these aspects as you are writing your paper.
|link comment||edited Oct 11 '12 at 07:46 Peter Guess Expert|
Effective Leadership and Qualities Paper
NURS 4550: Leadership and Management in health care system
Professor Stacey Knight, DNP, R.N.
Effective Leader Characteristics
The idea of leadership is different for different people around the world. The reason because everyone has a unique idea of what leadership is and what it should be
a. List and describe what you feel are the main characteristics of a highly effective leader.
According to me, a highly effective leader needs to have the following characteristic to be a true leader.
1) Creates a clear vision for the future:-A good leader’s vision needs to be ambitious still attainable. It needs to be rich, vivid and exciting so the team actually wants to go there with a leader.
2) Motivating and inspiring people:-Motivational leaders enjoy their work. They are always optimistic in their purpose. When there are challenges in their task, a motivational leader does not back down from it, but is willing to lead the way as an inspirational people.
3) A good communicator:-Being able to clearly describe what you want to be done is extremely important. A good communicator aims to make sure that their message is being understood.
4) Resourceful and well educated:-Knowledge is a key to success. An exceptional leader works to be well educated in policies, procedures, organizational norm act that will ultimately increase leader’s success in leading others. A leader must create access to information by asking questions if he/she does not know some important information.
5) Delegator and respectful:-Delegation should be made only to those who are qualified, and that requires proper identification of staff( Pape, 2012). An effective leader realizes that he/she cannot do all the work by her/himself. She knows the interest of others working with her and delegates the task accordingly
6) Caring individual:-An effective leader should show a caring attitude towards the organization, towards the each individual team member. A strong leadership can never take place without caring of their team members.
b. List and describe what you feel are the main characteristics of the worst leader.
Bad leadership is characterized by controlling the style of management, trying to be bossy, not excepting their mistakes, humiliating others, not empowering staff to succeed, yelling at staff, doing things that are self-serving, etc. The main characteristics of worse leader are as follow:
1) Lack of communication:-Communication is very importance when a person is working with a team. Poor communication can create misunderstanding and poor outcome of goals. Poor leaders do not value communication with their team. Spend a long time away from their desk and might ignore the staff emails or interrupt them while they are taking.
2) Too bossy:-I think, it is a common misconception that bossy people make good bosses. In fact, it is opposite. They are the one who are trying to control others, do not understand others feeling. True leaders have followers who want to be led by them.
3) Lack of Empathy:-Leaders must understand the problem of their team members faces. Bad leaders do not have empathy for others, they do not feel eh pain what their team members are feeling. Bad leaders are even not stepping up and help others when they really need it.
4) Lack of focus:-Leaders who are not intentional and not focused will ultimately fail themselves and their team. When they lose their focus they put themselves at risk as well as an organization at the greatest risk.
a. Considering the effective leader characteristics above, describe your greatest strengths.
Every leader has a particular style of leadership that is innate. My one of the greatest strength is that I am a very focused person. I know where I am going and I always have a strong mission to lead people on. When assigning task I considered people skills and interest. When someone is upset, I try to understand how he or she is feeling. I am a great believer in feedback. I always make sure what others opinions are. My another strength as a leader that I am very flexible to handle change. I am very optimistic, committed to my work and I am very confident which makes me an effective leader.
b. Considering the worst leader characteristics above, describe your greatest weaknesses.
I think my one of the greatest weakness as a worst leader is being too friendly. It makes it harder when team members take advantage of my relationship. I do need to learn to make the balance between being a friend and being a boss. I also think that my biggest weakness as a leader is, sometimes I am getting imbalance in-between result oriented leader vs relationship-oriented leader.
c. Provide an action plan for what you will do to remediate your top weaknesses.
I am constantly trying to adapt new behaviors on my weak side even at small levels to make significant improvements. To maintain balance in relationship-oriented leadership, I need to toughen up by conducting difficult conversation to keep the organization and individual teal members moving ahead towards successful execution. I also needed to plan what I am going to say and courageously delivered my message.
d. What resources or sources are available to you to help with this remediation?
My uncle who is a CEO of the one biggest steel company in Atlanta. He is my inspiration. If I have trouble in any situation he is the one that always helps me. So I think he is the first resource to reach for. In addition, I love reading the book. Recently I bought one of the books named,“Managing and Leading Well - It Ain't Rocket Science, But It's Still Hard Work!” by B. Dan Berger and Anthony W. Demangone. I think that will definitely help me to overcome my weakness as a leader.
3. Example of an Effective Leadership Scenario
I would like to give an example of our house supervisor. When we had only 3 nurses on the floor of general med-surge with having 21 patient and no extender to help nurses. I remembered we were short staff and on top of that we had one patient fall. We had so many patients with high acuity. I had 6 patients myself and most of all were incontinent. Nurses had to do all the work by themselves. According to fall policy, we called house supervisor to notify regarding an event. He came in and observed the situation and stayed on the floor to help us out. He was asking to each nurse that,“is there anything I can help you with?” He also brought lunch for everyone working on the floor. Some patient needed to be feed, he went in the room and helped patient feed. He also answered call lights helped the patients. According to me, he has a great flexibility as a true leader because he handled himself in unexpected condition and adjusted to the needs of the organization. He treated others with respect. He rewarded staff by bringing lunch for them. He took the initiative and worked as a motivator for a team.
He also maintained bed control by determining and verifying bed assignments while staying on the floor. He understood the staff and treat them accordingly. He was approachable enough that employee did not hesitate in approaching him with their problems and concerns. I think he is one of the greatest assets for our organization to have.
4. Example of an Ineffective Leadership Scenario
I would like to give an example of our Director of nursing(DON) in one of the nursing homes I worked for. I had PTO days that I never used it. I wanted to use my PTO for the preparation of my Exam at the university. I filled out the request form and submitted to him. He approved my PTO days. The day before my PTO starts he fired one of my co-workers for not responding to call lights as well as for being rude to extenders. Then he disapproved my PTO and want me to work. I said I cannot work because of my Exams. He said you will get fired if you do not appear to work. I think he was too bossy he fired a couple of nurse extenders, RN, and even our unit manager for not managing her unit properly. There are some others quit the job including me because of him. He was getting into everyone’s business. He was full of ego, pride, and arrogance which are not positive leadership traits of good leadership. In addition he had no self-control, he was disrespectful to the team member and poor role model for all of the employee.If someone holds a position of leadership, doesn’t necessarily mean they should. The problem many organizations are suffering from is a recognition problem – they can’t seem to recognize good leaders from bad ones(Myatt,2014). Ineffective leaders do not care about others like above example of DON, also has no self-control. Ineffective leaders do not know how to stay calm even in worse of conflicts.
American Psychological Association. (2010). Publication manual of the American Psychological Association (6th ed.). Washington D. C
Myatt, M. (2014). Retrieved November 29, 2015, from http://www.forbes.com/sites/mikemyatt/2012/10/18/15-ways-to-identify-bad-leaders/ Pape, T. (Producer) (2012). Leadership & management [Video]. Lamar University Dishman Department of Nursing.Delegation and Supervision Blackboard Course.
|link comment||answered Nov 29 '15 at 22:45 Radha Patel New member|
According to Abby Gillies, "Smoking significantly raises the level of dangerous air pollution in city streets, according to new research that has reignited the debate about banning cigarettes in public places. A five-week study by Otago University researchers in Wellington found cigarettes cause big increases in the number of dangerous fine particulates - airborne particles linked to heart disease, altered lung function and lung cancer." Are the animals affected by the inhalation of cigarette smoke? This question has baffled many of the fancier. Yes, cigarette smoke severely affects most species of animals, especially domestic animals. According to Jane Harrel, "Studies suggest that muzzle length plays a role in the type of cancer a dog is likely to develop from secondhand smoke. According to a survey of recent research on LiveScience.com, dogs with long muzzles are more likely to develop nose and sinus cancers, since their noses and sinuses have more surface area on which carcinogens can accumulate, while dogs with short and medium-length muzzles are more likely to develop lung cancer."
Gillies, A. (2012, July 9). Smoking increases pollution - study. Retrieved February 29, 2016, from http://www.nzherald.co.nz/nz/news/article.cfm?c_id=1&objectid=10818387
Harrell, j. (n.d.). How cigarette smoke affects pets. Retrieved February 29, 2016, from https://www.petfinder.com/cats/cat-health/pets-and-second-hand-smoke/
|link comment||answered Mar 04 '16 at 10:24 Entesar Saleh New member|
To give a proper analysis of case study 1, we must first look at the overall situation using the Leader-Follower-Situation model. The leader, Mark who is newly appointed to the manager role. As stated on page 29 of “Leadership: Enhancing the lessons of experience,” appointed leaders typically have less credibility with their subordinates and the loyalty lacks as well. This presents the first hurdle to overcome. Mark have been promoted from customer service rep to manager could be an area of focus as he was very good at customer service, however does not ensure he is ready to be a leader. Mark’s analysis of the situation is one sided and has zero input from his followers. Mark will need to build his relationships and rapport with his employees. Double loop learning can provide mark with more insight and feedback, which in turn may create new solutions for missing the sales goals.
The next step for helping Mark grow as a leader is to incorporate some leadership training. As covered in chapter 4 of “Leadership: Enhancing the lessons of experience,” Mark is a very result-only leader thus he is lacking in the team building area. Some interpersonal relationship, team building, and total quality management (TQM) training (Barnes & Pike, 1994; Richardson, 1997) will give him more diverse leadership skills. Mark needs to build his leadership skills to see different approaches, understand the follower’s values, norms and cohesiveness and to also better analyze the situation’s tasks, stressors and environment.
Taking note of the problem of not meeting the sales goals, there are several different topics such as, technical (technology short falls), adaptive (employee training and knowledge), and business structure. The first problem area to tackle would be the structure of the company. Mark states there are too many types of products and services along with a wide variety of customer requests. His customer service reps are not able to handle the wide variety. The simple fix is to structure the company with specific centers for each group. All related products and services should be paired and have their own customer service reps. This format will help the reps focus and become knowledge on their specified area of expertise.
The new structure for quality will be “geared to ensure the organization consistently meets or exceeds customer requirements (Harris, 2012).” By applying TQM, Mark would see that quality is about the processes, not about the people (Harris, 2012). His statement about speaking to HR and being able to hire better people will not solve the problem.
Once the structure is set so the customer service reps can be more detailed and focus on their specific service area, the information technology group and do the same for each specific area. Since each area will only be responsible for a narrow range of products and services, their technology can be shifted to more focused systems. This will limit the number of screens needed to serve a customer. With the change in technology, new training will be needed from the training department; this will come from the IT department after they have conducted a training needs assessment. To maintain continuous improvement feedback from customers is needed to evaluate the customer service reps. There are 4 main areas to focus on when evaluating customer satisfaction and service. They are the service level, customer retention, response time, and time with customer (Lyon, 2012). The evaluation of customer satisfaction can help fuel the action-observation-reflection model (Hughes, 2009) which will complement the new perspective on leadership Mark has received through training. Working back to the Leader-Follower-Situation model (Hughes , 2009), we have covered the needs for the leader and also the situation by restructuring the department with a focus on total quality. The last aspect is the followers, who now will have a better leader; they won’t be overloaded with the large variety of products and have received new training to improve their productivity. Mark can work with the HR department to develop some incentives and/or benefits to further motivate the followers. Some ideas could include salary ranges for job descriptions, merit-based programs, bonus-based programs, commission-based programs. The three areas of the leader-follower-situation model have all been addressed individually through leader training, compensation, and structure. Although they were each addressed separately, they overlap and create a synergy of total quality. If one area falls short the others will be affected as well. To help prevent this, Mark should for an advisory committee. This committee will be comprised of each department and a few lower level employees from each area. This will provide the cohesion needed to keep the entire company moving forward. It will also foster multi directional communication instead of the typical top-down communication. Overall, focusing on the 3 areas and the simple changes can bring the customer service department to the level of total quality.
|link comment||answered Jan 25 at 21:01 Mounika Vangari New member|
Risk Transfer – Can it be achieved?
There are several ways to treat risks once they have been identified. Banasiewicz (2016, pg 155) noted them as accept, avoid, reduce and transfer. In this paper, we will be focusing on risk transfer.
Banasiewicz (2016, pg 155) defines risk transfer as ‘the use of a wide range of financial tools to provide protection against, ranging from traditional insurance coverage to an array of alternative risk transfer mechanism’. Lam (2003) describes risk simply as ‘the act of moving from one entity to another’ .It can then be concluded that risk transfer removes or reduces the financial impact of a negative event from a company.
MKNC is a conglomerate with companies represented in the foods and financial industry. The includes a bank, an insurance company and insurance broker, distribution companies and a few food manufacturing plants. The company currently employs three main risk transfer methods, insurance, contracts and hedging.
Insurance is main tool used to transfer risk for MKNC. All risks relating to natural disasters and employee liability. The last two major hurricanes Katrina and Sandy had a huge impact on the areas they hit. Some insurers were able to collect their insurance monies and start the rebuilding process. Insurance Information Institute (2010) estimates that fewer than two percent of Katrina homeowners claims were disputed and by the two-year anniversary, 99% of the claims made were settled. Had they not had the insurance, what would they resort to?
In estimating the likelihood of this risk, natural disaster, a scale would be establish. Therefore, on a scale of one to five, five being the highest, four would be used since MKNC is not only located on a fault line, but also because the company is situated in direct path of numerous hurricanes based on historical information. Additional, due to a disastrous earthquake in 1907 (UWI, 2007) a piece of the land was swallowed; the land has never resurfaced since. The severity or impact would be calculated based on the ultimate damage that would be caused by this event. In this case, again on a scale of one to five, the impact would be estimated at a five. If there is an earthquake or a hurricane with Katrina’s strength should affect the island, there will be significant damage to the business. In essence, the gross risk would be twenty, which is high on the top risks chart. The amount sought for insurance would be an aggregate of cost to replace the plant and the equipment plus loss of income.
MKNC contracts another food plant to produce some of its products. This allows them to pass on the supply chain, labour related issues, claims, loss and damages and all other associated risks to the contractor (Banasiewicz, 2016, pg 108). This risk lies in the supply chain management, recruiting, training and managing staff, more or less any adversity that may arise. MKNC expects to receive the contracted amount until the day specified.
In estimating the value of this risk, the contract should estimate ‘the magnitude of the risk associated with the desired business venture, deciding whether the projected impact of those risks exceeds the buyer’s risk appetite and thirdly, evaluating and implanting appropriate transfer and/or financing mechanisms for losses that are beyond the declared risk tolerance of which the underlying economist support assumption’ (Harvard University 2017). In going through this process, MKNC and the contractor ensures the contract is mutually beneficial. In this event, the event of the given risks is completely mitigated and the likelihood of its occurrence has also been removed. This translates to the risk being adequately mitigated.
In managing its cashflow, MKNC uses hedging to mitigate the foreign exchange exposure risk. To hedge is to lock in a price for a product (Tudor, 2003). Receiving funds from various sources such as payment from US companies as well as a local money service company. These funds are managed by ensuring monies are always available to pay the company’s bills. Using the five point scale, I would estimate that the likelihood of the risk materializing is a three and the impact on the operations would be a three as well.
On the contrary, it is now argues that insurance should not be regarded as a risk transfer, because a risk is only deem transferred when both the likelihood and severity or impact is mitigated. Insurance does not reduce the likelihood but cushions or lessens the severity of the event (Carroll, 2017). This notion is further supported by experience when there is a hurricane, where ‘insurers typically move quickly to cover claims caused by wind…they will advise that damage arising from water or flooding is excluded from homeowner or business policies’ (Jordan, 2015). If MKNC is dependent solely on this insurance to fuel its recovery process, the company may fold depending on the gravity of the damage.
In fact, it was after hurricane Katrina that insurance companies sought to implement clauses in their statement to escape their responsibility to their homeowners, by declaring that it is only the policies that were specifically of flood or water damage would be honoured (Buckley et al, 2006). This must have been devastating for those policyholders who had faithfully paid their premiums religiously.
Risk transfer is a very valuable tool in mitigating risk. Careful consideration must be given to ensure the associated risks are mitigated and remain so.
In relation to using insurance as a mitigator, Carroll (2017) cautions that whereas one of the key advantage of commercial insurance coverage is that it provides the necessary protection you can afford, on the other hand, it is an expense, yielding no residual value thus creating a drag on earnings.
|link comment||answered Feb 14 at 04:28 Rho Moore New member|
Hero of the day
Person asked the most questions.