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Obama’s Health Care Reform and Utilitarian Theory Term Paper

Obama’s Health Care Reform and Utilitarian Theory Term Paper. Introduction Ethics is one of the five branches of philosophy that deals with human character and how humans conduct themselves in the society. Since humans have freedom of doing various activities that benefit them, ethics is essential because it defines their character and conduct. Essentially, ethics systematically assesses human activities with a view of establishing whether they are right or wrong. In the society where chaos and disorders prevail, ethics offers the appropriate solution because it provides moral values, principles, norms, and ideals, which humans should adhere to as standard practices of human conduct and behavior. According to Cavico and Mujtaba (2010), the aim of ethics is to understand the epistemology of human conduct and character so that it can define the best ways in which humans can co-exist and attain the real meaning of life. In this view, ethics enables humans to regulate their conduct and character to be in line with the moral values, norms, ideals, and principles that society cherishes and upholds amidst chaos and confusion. To define and expound ethics, diverse philosophers have come up with theories and models such as utilitarianism, deontology, pragmatic ethics, and postmodern ethics. Hence, this term paper seeks to use utilitarian theory and model in assessing whether it is moral for Florida Blue to implement the Obama’s health care reform. Utilitarian Theory Utilitarian theory is the dominant ethical theory that philosophers and ethicists apply when analyzing human conduct and character. John Stuart Mill is one of the pioneers and proponents of utilitarian theory. Fundamentally, utilitarian theory belongs to the category of consequential theories that assess morality basing on the consequences of an action. According to Mill (2010), rightness or wrongness of an action is dependent on its consequences rather than the nature of the action. On this assertion, utilitarian theory rejects the assessment of morality basing on the actions. Hence, utilitarian theory assumes that human actions have no morality in themselves unless assessed using their consequences. Cavico and Mujtaba (2009) argue that an action is morally right if its consequences are good, and it is morally wrong if its consequences are bad. Hence, the consequences of an action are central in determining if an action is right or wrong. The utilitarian theory also assesses the degree of morality or the extent to which an action is right or wrong. According to the utilitarian theory, for an action to be morally right, it must generate greatest happiness or pleasure to most people and cause the least pain and harm (Mill, 2010). In this view, the theory does not only assess the degree of morality basing on the consequences, but also assesses morality basing on the number of people that gain happiness or experience pain. The consequence of an action may be good, but it does benefit the greatest number of people in terms of happiness and pleasure. In the examination of utilitarian theory, Cavico and Mujtaba (2009) state that the consequence of an action should be good and beneficial to most people in the society. In this view, utilitarian theory requires consideration of action’s consequence and the number of people that experience happiness or pain. Thus, an action is morally right if its consequences are good and beneficial to most stakeholders, and it is morally wrong if its consequences are bad and harmful to most stakeholders. Utilitarian Model and Utilitarian Analysis The use of the utilitarian model in the assessment of human actions provides a quantitative way of analyzing morality. The utilitarian model apportions numerical values to goodness and badness of an action’s consequences. The goodness of an action has a positive scale of 1 to 5 (1 to 5) while the badness of an action has a negative scale of 1 to 5 (-1 to -5). Zero is an intermediate value on the scale, which shows that actions’ consequence is neither good nor bad to a specific stakeholder. The utilitarian model quantifies the degree of pleasure and pain, which are consequences of an action (CavicoObama’s Health Care Reform and Utilitarian Theory Term Paper
BUS FP4802 Capella University Team Development Paper.

Identify, contact, and engage a real-life group or team that you can work with in two sessions to conduct a team development exercise. Then, write a team development plan and post-session summary based on your first completed team session .Assessments 1 and 3 in this course will allow you to:Demonstrate your ability to facilitate a team in building capacity towards becoming a learning organization.Analyze the use of specific change management learning disciplines in a team setting.ContextPersonal MasteryLeaders of change must be clear about their personal vision and values in order to inspire others to commit. By being familiar with your own vision and values, you are more able to orchestrate a conversation about these kinds of issues with your team. By revealing your own vision and values, the team learns to trust you, their leader. You will also know your team better by sharing your responses.Mental ModelsMental models are the assumptions and beliefs embedded in our language, held by individuals and groups, which determine what we see and explain how things work. Although mental models may be unconscious, they influence our speech, decisions, and actions. Identifying the mental model used by a team can help its members choose its language, in order to operate in a more open and integrated way.Shared VisionBuilding a shared vision as a team can act as a conduit for shared meaning. Creating shared meaning allows people to believe they are part of a common entity, that they are participating in a community, and that they have the power to determine their destiny. By creating a shared vision they decide what is important and why, and just by clarifying they propel themselves into the future of the image they hold.Your experience of facilitating a team development learning session using personal mastery, mental models, or shared vision will give you first-hand knowledge of facilitation skills, the dynamics of change, and the importance of participation and vision in managing change.Questions to ConsiderTo deepen your understanding, you are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of the business community.What are the pros and cons of Senge’s five disciplines of a learning organization (personal mastery, mental models, shared vision, team learning, and systems thinking) as an approach to change management?Have you experienced the learning organization elements found in Senge’s deep learning cycle (skills and capabilities, awareness and sensibilities, attitudes and beliefs) and the organizational architecture (guiding ideas, innovations in infrastructure, theory, methods, and tools)? Would any of your professional experiences exemplify the use of deep learning cycle and organizational architecture? Consider examples from your experience when these elements were not used, but might have benefited the organization.Consider Senge’s wheel of learning (reflecting, connecting, deciding, doing) as applied to an incident in your life. What do you notice about the dynamic of planned and unplanned change?Define your personal vision; what do you really want? What would having that vision bring you? As a leader of a team, why might it be important for the people you are leading to understand your personal vision, and vice versa?What are your top five values, and how do they support or detract from your personal vision? Why might it be important as a leader to share your personal values, or to create a conversation about values to highlight a change from where we are now to where we want to be? How does where we want to be relate to what we value? How can articulating a vision and values help build trust in a team and what obstacles exist to that articulation?When considering an issue or problem, the more stakeholders’ perspectives you consider, the more possibilities can be discovered to act upon. When considering each perspective, reflect on the four factors of time, expectation, examination, and understanding, to better understand each stakeholder’s position on an issue.After you have completed your first team development session, reflect on how it felt to be the change agent. What did you do that helped or hindered change?Consider an experience from your past in which you were involved in setting a vision with a group. At what level were you asked to engage, and how did that affect the success of achieving the vision? What is your preferred level of engagement as a leader? What are the risks and opportunities in increased participation in vision setting?ResourcesSuggested ResourcesThe following optional resources are provided to support you in completing the assessment or to provide a helpful context. For additional resources, refer to the Research Resources and Supplemental Resources in the left navigation menu of your courseroom.Capella MultimediaClick the links provided below to view the following multimedia pieces:Planning Change | Transcript.The Ladder of Inference | Transcript.Library ResourcesThe following e-books and articles from the Capella University Library are linked directly in this course.Wirtenberg, J., Russell, W. G., & Lipsky, D. B. (2008). The sustainable enterprise fieldbook: When it all comes together. Saranac Lake, NY: AMACOM Books.
Part 3, “Embracing and Managing Change Sustainably.”Chapter 2, “Mental Models for Sustainability.”Easterby-Smith, M., & Lyles, M. (2011). Handbook of organizational learning and knowledge management (2nd ed.). Hoboken, NJ: Wiley.
Part 2, “Organizational Learning and Learning Organizations.”Flood, R. L. (1999). Rethinking the fifth discipline: Learning within the unknowable. Florence, KY: Routledge.
Chapter 2, “Senge’s The Fifth Discipline.”Braham, B. J., Henry, C., & Mapson, R. (1995). Creating a learning organization: Promoting excellence through education. Menlo Park, CA: Cengage.
Part 1, “Why Become a Learning Organization?”Part 3, “The Organization’s Responsibility for Learning.”Part 4, “The Individual’s Responsibility for Learning.”Course Library GuideA Capella University library guide has been created specifically for your use in this course. You are encouraged to refer to the resources in the BUS-FP4802 – Change Management Library Guide to help direct your research.Internet ResourcesAccess the following resources by clicking the links provided. Please note that URLs change frequently. Permissions for the following links have been either granted or deemed appropriate for educational use at the time of course publication.The Presencing Institute. (2011). Dialogue on leadership. Retrieved from https://www.presencing.com/presencing/dolInternet SearchConduct a search in the Capella Library or on the Internet for the topics of Peter Senge and The Fifth Discipline. Much of the terminology and many concepts in the change management field were introduced by Senge’s seminal development of the five learning disciplines. Throughout this course, you will examine terms and concepts generated by Senge, which are now part of the essential lexicon of this field.Identify additional resources available to you as a student of change management. Notice educational opportunities, familiarize yourself with the network of learning organization practitioners, and investigate the application of the five disciplines in the global marketplace.Bookstore ResourcesThe resources listed below are relevant to the topics and assessments in this course and are not required. Unless noted otherwise, these materials are available for purchase from the Capella University Bookstore. When searching the bookstore, be sure to look for the Course ID with the specific –FP (FlexPath) course designation.Senge, P. M., Kleiner, A., Roberts, C., Smith, B., & Ross, R. (1994). The fifth discipline fieldbook: Strategies and tools for building a learning organization. New York, NY: Doubleday.The following chapters are recommended for further study in this assessment:”Getting Started.””Personal Mastery.””Mental Models.””Shared Vision.”Assessment InstructionsThis assessment is based upon the first of a pair of team development sessions that you will facilitate with a real-world group of about five individuals. For each session, conduct an exercise based on one of Peter Senge’s five disciplines for team development.PreparationSelecting the TeamIdentify, contact, and engage a real-life group or team that you can work with in two sessions, to conduct two team development exercises. Select a problem or issue within the group that the team can work on, using the exercise you have chosen. The goal of each session is to bring team perspectives to this problem or issue, rather than to solve the specific identified problem.Ideally, your team should consist of individuals from your workplace, or with whom you have a professional relationship. If this is difficult to arrange, there is flexibility as to both group composition and mode of communication. You can simulate an organizational team with members drawn from a social organization to which you belong; a church, community, or civic group; a private club; or a group of personal friends, acquaintances, neighbors, or even family members. As part of your final assessment, you will make hypothetical recommendations to a specific audience, based on the results of your two sessions. Ideally, this audience would be the larger organization in which the team functions, but it could also be to the session team itself, members of an educational symposium, or another relevant group.If necessary, different team members may attend each meeting. Moreover, team members do not have to reside in the same town. The meetings may be held virtually (for example, by phone, e-mail, or Web conference).The size of your team should (preferably) be about five people, including you. It can be larger, although more than 10 can make facilitating the exercise challenging. It can be smaller, but should not be less than three people, with you included. A very small group can present facilitation challenges, in terms of generating participation and a range of views.Selecting the ExerciseIn each team change management session, you will conduct an exercise based on one of the concepts and tools from Peter Senge’s five disciplines. Choose the disciplines your team will focus on from the following options:For your first session, lead your group through a team exercise based on the personal mastery discipline, the mental models discipline, or the shared visions discipline.For your second session, lead your group through a team exercise based on the team learning discipline or the systems thinking discipline.Use your judgment in choosing each exercise, based on the suitability of its goals to the nature of the team.Recruiting the TeamWhen recruiting your team for each session, introduce yourself (if necessary). Briefly explain the nature of your task, the time commitment required (two one-hour sessions), and that you will be reporting your results on the experience. Indicate that you will protect all team members’ personal information and their identities. (You may also want to repeat this information at the start of each session.) In your explanation of the task, include a brief overview of both sessions. Schedule each session to last at least an hour.DirectionsSubmit your first team exercise plan and post-session summary based on your completed team session.Plan your first team exercise and write a team development plan for your first session. Your exercise for this session should be based on one of the following three disciplines identified by Senge:Personal mastery.Mental models.Shared vision.Facilitate the first team development session, addressing the following:Define change management and the first three disciplines: personal mastery, mental models, and shared vision.Explain the learning discipline you have chosen and why it is important.Explain how you will use the organizational team development material (the exercise) during the session.Briefly introduce the problem or issue the team will work through, using the exercise.While conducting the exercise, take copious notes. Record the session, if possible.Write a post-session summary based on the completed experience. Include the following in your assessment:Define change management and change management principles.Explain the three learning disciplines that you examined for this assessment: personal mastery, mental models, and shared vision.Describe the organization of the team you have selected for your assessment and identify the sector of the organization (non-profit, government, business, or industry). If you will not be working with employees of an organization, please indicate the nature of your group.Team exercise plan:Outline the schedule for your first team development session. Include the job titles or roles of the team members participating in the session. List the scheduled meeting date and time.Describe the problem or issue you chose as the intended purpose for your team development session.Identify the learning discipline that you chose to focus on for your team exercise. Explain the process used to select that learning discipline, the rationale for its selection, and the team development exercise that you used with your team.Post-session summary:Describe your team development experience in a narrative format.Explain the successful and unsuccessful aspects of the team development exercise.Explain the lessons learned for team facilitation, including both planned and unplanned journeys that resulted.Explain the lessons learned for your chosen discipline, and its potential for helping a group examine itself, choose new direction, and commit to that direction.
BUS FP4802 Capella University Team Development Paper

Count Dracula’s origins are found in Eastern Europe–a marginalized, liminal, obscure, blank space on the map, which is, from the dominant White English perspective, associated with darkness, darkness, undesirable ethnic traits, and the practice of religious superstitions (again, from the Protestant English perspective on Roman Catholicism). Like Victor Frankenstein’s nameless Monster, Dracula is violent and bent on revenge. In a well-constructed and typo-free essay (1000 words max), describe and discuss Dracula as a repository of English cultural anxiety about otherness, which is represented in the novel variously as deformity, monstrosity, criminality, and racial, ethnic, and gender and sexual difference. The best essays will draw upon the text of the novel as well as the contextualizing materials found in the Appendices in the Broadview edition. Your essay must be entirely your own work: no references to or use of outside works (except the Appendices) will be permitted.

Temperature, Pulse, Respiration

What is TPR? Why is it important to take a TPR? Explain  Name and Describe 2 diseases/illnesses that can be diagnosed or indicated by measuring vital signs . (Ensure that you indicate what normal ranges are for the specific vital signs and how the patient is affected if these ranges are not normal ) ( APA citation-at least 2 resources )   Medical asepsis, procedures are used to reduce the number of microorganisms and prevent their spread. Give an example of a “specific situation that could result in contamination and explain how you would use proper aseptic techniques to handle it.     FYI- “specific situation” in the doctor’s office, dentist, emergency room, surgery rooms, clinics, outpatient care centers, and other health care settings 

the systems approach to the selection, design, execution, control, evaluation, and termination of projects, annotated bibliography help

python assignment help the systems approach to the selection, design, execution, control, evaluation, and termination of projects, annotated bibliography help.

Please see attach file before startingWrite and submit your Outline and Bibliography. The Outline should contain your thesis statement and the remainder should be a full sentence outline where you specifically show how your paper will flow.The Annotated Bibliography should include no fewer than 5 sources (but not your text). You should find a minimum 3 sources from the Rasmussen library. Remember that this is different from a traditional bibliography. First list the reference in APA format just as you would on a reference page. However, directly below the reference, provide an annotation in three parts: (1) a 2-3 sentence summary of the reference; (2) a brief assessment or evaluation of the source (why it’s reliable, how it compares with others, and so on); (3) a 1-2 sentence reflection on the source (how it will help your project)
the systems approach to the selection, design, execution, control, evaluation, and termination of projects, annotated bibliography help

Empowerment of print Essay

Table of Contents Introduction Empowerment of Print Conclusion Works Cited Introduction A deeper understanding of written and print media of communication can help understand its impact on the modern world. For instance, the growth of the human species does not develop naturally. It is achieved through the technology of writing that this transformation is attained. This paper looks into the aspect of empowerment of print. Empowerment of Print Over the years, writing or public media have been highly regarded because they have helped to transform human consciousness. Writing has reconstituted originally spoken language to a visual space. This has formulated a platform where culture can be passed on to other generations. However, this is under scrutiny. It is evident that, over the years, print has liberated, educated, and exposed information to the masses leading to empowerment (DeGregori, 22). The line between literacy and print is very thin. For instance, comparing the information, fiction, science, or any other aspect that is contained in a book cannot be equated to mere utterance. Thus, it is very evident that print media have had multiple effects on the modern society. This applies to institutions, churches, economy, and even the government. For instance, modern day print media has led to a revolution from oral-based education to the modern platform, which is adhered to by many people. The modern education system has facilitated the use of charts and other logical diagrams when formulating analysis. Print has also enhanced the management of knowledge. For instance, the use of dictionaries help in providing correct language. With regards to economic development, print has facilitated ownership of words. Unlike the primary culture that would encourage the sharing of themes and ideas, the modern print culture has encouraged the use of proprietary rights (Briggs

Creating Database for The Research Paper

Creating Database for The Research Paper.

Follow the guidelines for Creating a Database in the Research Paper Guidelines document. You will only be creating notes for one source in this assignment.Go to Elac.edu Select Library (on the right side of the page). Select Find Articles from the menu on the left. Select Databases from the menu on the left. Choose a database, either JSTOR, Proquest, Academic One File, or Academic Search Complete. Type in your search terms that relate to your chosen topic, select an article, read it, take notes and submit them in the following format.MLA article citation.Page number of where you got your information (notes), followed by the notes. If it is a direct quote, don’t forget to use quotation marks.Example:Drucker, Donald. Chemical Additives and Declining Crop Densities in the Western United States. Berkeley: UC Press, 2014. Print.41 Drucker points out that the farmers do not want to revisit the dustbowl era, which severely limited Midwestern productive capacities.46 “Money is not food, it is money. Still, the expenditure is often necessary to communicate a message, particularly in a political context.”
Creating Database for The Research Paper

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