“Christian Structures and Pilgrimage” Please respond to the following, using sources under the Explore heading as the basis of your response:Identify two (2) aspects of Romanesque cathedral architecture, and explain their significance. Discuss two (2) details one might encounter or experience on the pilgrimage to Santiago de Compostela (i.e., on the way and / or once there) that you think a medieval Christian pilgrim might find especially meaningful. In modern times, identify the place you would find most meaningful to visit, and explain why. Write a paragraph from a letter you might send home about this “pilgrimage”.ExploreChristian Structures and PilgrimageChapter 10 (pp. 338-345), Medieval Christian pilgrimage and Romanesque cathedrals; review Week 5 Music FolderVideo about Christian pilgrimage to Santiago de Compostela: http://www.youtube.com/watch?v=LCDUl04lfLsMartin Sheen and Emilio Estevez talk about a pilgrimage on film: http://www.npr.org/2011/10/05/141077667/father-and-son-take-a-spiritual-journey-in-the-wayPlease use 300 words or more.
hum 111 week 5 discussion OPTION B
It has been argued that too many of our corporate and political leaders are sociopaths, and having such people in positions of power is deleterious to our society and the world. R. Preston McCafee’s website summarizes some of the common features in descriptions of the behavior of sociopaths: “Glibness and Superficial Charm, Manipulative and Conning, Grandiose Sense of Self (Feels entitled to certain things as “their right”), Pathological Lying, Lack of Remorse, Need for Stimulation (Living on the edge. Verbal outbursts and physical punishments are normal. Promiscuity and gambling are common.), Callousness/Lack of Empathy (Unable to empathize with the pain of their victims, having only contempt for others’ feelings of distress and readily taking advantage of them.), Poor Behavioral Controls/Impulsive Nature (Believe they are all-powerful, all-knowing, entitled to every wish, no sense of personal boundaries, no concern for their impact on others.), Promiscuous Sexual Behavior/Infidelity, Criminal or Entrepreneurial Versatility.” Based on the qualities and behavior mentioned above, the character of Roger in the film Window of Opportunity is clearly a sociopath. Using examples from the film, explain why this is true. Then examine two people from either the business or political world and argue why those people also are sociopaths, and where possible compare him or her to the character of Roger. Use MLA format and have at least four sources in addition to the film.Outline:Section 1 – OPENING PARAGRAPH Define sociopath and cite and mention how they’re common in business and politics.This paper will examine the character of Roger in the film Window of Opportunity written and directed by Samuel Warren Joseph and compare him to two other sociopaths…NAME THE SOCIOPATHS who are your subjects.Section 2 – SYNOPSIS OF THE FILM (should be a page or two and several paragraphs. Cite (Joseph 2015) at the end of each paragraph.Section 3 – Analyze Roger as a sociopath by giving examples from the film (and cite those examples) and also reference experts in the field like Dr. Robert Hare and cite him. For instance, Hare might say, “Sociopaths lack empathy.” Then you would give an example of Roger talking about the fire that killed children. This should be several paragraphs. Section 4 – Analyze your first subject in the way you analyzed Roger citing both information about the person and the experts you are referring to. This should be several paragraphs.Section 5 – Analyze your second subject in the way you analyzed Roger citing both information about the person and the experts you are referring to. This should be several paragraphs.Section 6 – Compare Roger to both your subjects. This should be a couple of paragraphs.Section 7 – Conclusion (Final paragraph)Use in-text citations using MLA format. This will be turned in on turnitin.com so please do not plagiarize.
Sociopathy Paper based on movie ‘Window of Opportunity’
Work related stress in healthcare
Share this: Facebook Twitter Reddit LinkedIn WhatsApp Stress may be defined as the physical and emotional response to excessive levels of mental or emotional pressure, which may arise from issues in both the working and personal life. Stress may cause emotional symptoms such as anxiety, depression, irritability or low self-esteem, or even manifest as physical symptoms including insomnia, headaches, loss of appetite and difficulties concentrating. Individuals experiencing high levels of stress may experience difficulty in controlling emotions such as anger, and may be more likely to experience illness or consume increased quantities of alcohol (NHS Choices, 2015). In the UK a survey undertaken by the Health and Safety Executive (HSE) has estimated that in the year 2013-2014, 487,000 of work related illnesses (39%) could be attributed to work-related stress, anxiety or depression (HSE, 2014). Additionally the survey found that as many as 11.3 million working days were lost in the year 2013-2014 as the direct result of work-related stress (HSE, 2014). Studies have shown that healthcare professionals, particularly nurses and paramedics, are at an increased risk of work-related stress compared with other professionals (Sharma et al., 2014). This is likely to be due to the innate long hours and high pressure of maintaining quality care standards in the job, as well as pressures caused by staff shortages, high levels of patient demand, a lack of adequate managerial support as well as the risk of aggression or violence towards nurses from patients, relatives or even other staff (Royal College of Nursing (RCN), 2009). Indeed, a 2014 survey of nursing staff by the RCN showed that up to 71% of staff surveyed worked up to 4 hours more than their contracted hours a week, 80% felt that work-related stress lowered morale, and that 72% reported that understaffing occurred frequently in their workplace. As a result of these issues, 66% of respondents in the survey considered leaving the NHS or the nursing profession altogether (RCN, 2014b). A separate report by the RCN suggested that over 30% of absence due to illness was due to stress, which was estimated to cost the NHS up to £400 million every year (RCN, 2014a). In addition to the physical and emotional symptoms of stress previously discussed, studies in this area have shown that nurses experiencing high levels of work-related stress were more likely to be obese and have low levels of physical exercise, factors which increased the likelihood of non-communicable diseases and co-morbidities such as hypertension and type 2 diabetes (Phiri et al., 2014). Stress and staff absence Chronic stress has been linked to “burnout”(Khamisa et al., 2015; Dalmolin et al., 2014), or a state of emotional exhaustion under extreme stress related to reduced professional fulfilment (Dalmolin et al., 2014) and “compassion fatigue”, where staff have experienced so many upsetting situations that they find it difficult to continue empathising with their patients (Wilkinson, 2014). As previously discussed, reducing staffing levels contribute to stress in nursing staff, and in this way chronic stress within the workplace launches a self-perpetuating cycle of understaffing; increased stress leads to increased illness, more staff absence and increased understaffing. In turn, these negative emotions also reduce job satisfaction and prompt many staff to consider leaving the nursing profession, further reducing staffing availability for services (Fitzpatrick and Wallace, 2011). Reasons for work-related stress amongst healthcare professionals Studies amongst nursing staff have also reported stress occurring as the result of poor and unsupportive management, poor communication skills amongst team members, institutional and organisational issues (e.g. outdated or restrictive hospital policies) or bullying and harassment (RCN, 2009). Even seemingly minor issues have been reported as exacerbating stress amongst nursing staff, for example a lack of common areas to take breaks in, changing shift patterns, and even difficulty and expense of car parking (Happell et al., 2013). Work related stress can particularly affect student or newly qualified nurses, who often report higher expectations of job satisfaction from working in the profession, they have worked hard and aspired to join, and are therefore particularly prone to experiencing disappointment on discovering that they do not experience the job satisfaction that they presumed they would do whilst training. Student and newly qualified nurses may also have clear ideas from their recent training on how healthcare organisations should be run and how teams should be managed, and may then be disillusioned when they discover that the reality is that many departments could in fact benefit from improvements and further training for more experienced staff in these areas (Wojtowicz et al., 2014; Stanley and Matchett, 2014). Nursing staff are also likely to, on occasion, find themselves in a clinical situation that they feel unprepared for, or do not have the necessary knowledge to provide the best possible care for patients, and this may cause stress and anxiety (RCN, 2009). They may also be exposed to upsetting and traumatic situations, particularly in fields such as emergency or intensive care medicine (Wilkinson, 2014). Moral distress can also cause strong feelings of stress amongst healthcare professionals. This psychological state occurs when a discrepancy occurs between the action that an individual takes, and the action that an individual feels they should have taken (Fitzpatrick and Wallace, 2011). This may occur if a nurse feels that a patient should receive an intervention in order to experience best possible care, but is unable to deliver it, for example due to organisational policy constraints, or a lack of support from other members of staff (Wojtowicz et al., 2014). For example, a nurse may be providing end of life care to a patient who has recently had an unplanned admission onto a general ward but is expected to die shortly. The nurse may feel that this patient would benefit from having a member of staff sitting with them until they died. However, due to a lack of available staffing this does not happen as the nurse must attend to other patients in urgent need of care. If the patient dies without someone with them, the nurse may experiences stress, anger, guilt and unhappiness over the situation as they made the moral judgement that the dying patient “should” have had a member of staff with them, but were unable to provide this without risking compromising the safety of other patients on the ward (Stanley and Matchett, 2014). One large scale questionnaire based study in the USA on moral distress amongst healthcare professionals has shown that moral distress is more common amongst nurses than other staff such as physicians or healthcare assistants. The authors suggested that this may be due to a discrepancy between the level of autonomy that a nurse has in making care decisions, (especially following disagreement with a doctor, who has a high level of autonomy), while experiencing a higher sense of responsibility for patient wellbeing than healthcare assistants, who were more likely to consider themselves to be following the instructions of the nurses than personally responsible for patient outcomes (Whitehead et al., 2015). Recommendations for policies to address work related stress It is acknowledged that many individuals find that being asked to perform tasks that they have not been adequately trained or prepared for can be very stressful. As such management teams should also try to ensure as far as possible that individuals are only assigned roles for which they have adequate training and abilities, and support employees with training to improve skills where necessary (RCN, 2009). Surveys have frequently reported that organisational issues such as a lack of intuitive work patterns, overloading of workloads and an unpleasant working environment can all contribute to work related stress. Organisations can reduce the impact of these by developing programmes of working hours with working staff and adhering to them, making any necessary improvements to the environment (e.g. ensuring that malfunctioning air conditioning is fixed), and that incidents of understaffing are reduced as much as possible (RCN, 2009). Issues such as insomnia and difficulty in adapting to changing shift patterns can also be assisted by occupational health, for example by encouraging healthy eating and exercise (Blau, 2011; RCN, 2005). For example, in 2005 the RCN published an information booklet for nursing staff explaining the symptoms of stress, ways in which it can be managed e.g. relaxation through exercise or alternative therapies, and when help for dealing with stress should be sought (RCN, 2005). More recently, internet based resources are available from the NHS to help staff identify if they need assistance, and how and why it is important to access it (NHS Employers, 2015). Witnessing or experiencing traumatic or upsetting events is an unavoidable aspect of nursing, and can even result in post-traumatic stress disorder (PTSD). However, there are ways in which staff can be encouraged by their management teams and organisations to deal with the emotions that these circumstances produce, limiting the negative and stressful consequences of these events. This may include measures such as counselling or even peer support programmes through the occupational health departments (Wilkinson, 2014). Staff should also be encouraged to use personal support networks e.g. family, as this can be an important and effective source of support, however studies have shown that support within the work place is most beneficial, particularly if this can be combined with a culture where healthcare professionals are encouraged to express their feelings (Lowery and Stokes, 2005). One commonly cited reason for work related stress amongst nurses is the incompetence or unethical behaviours of colleagues, and a lack of opportunity to report dangerous or unethical practice without fear of reprisal. Therefore it is important that institutions and management teams ensure that there is an adequate care quality monitoring programme in place, and a culture where concerns can be reported for further investigation without fear of reprisal, particularly with respect to senior staff or doctors (Stanley and Matchett, 2014). It has been reported that in the year 2012-2013, 1,458 assaults were reported against NHS staff (NHS Business Service Authority, 2013). Violence and abusive behaviour towards nursing staff is an acknowledged cause of stress and even PTSD, and staff have a right to provide care without fear (Nursing Standard News, 2015; Itzhaki et al., 2015). Institutions therefore have a responsibility towards their staff to provide security measures such as security staff, workplace design (e.g. locations of automatically locking doors) and policies for the treatment of potentially violent patients e.g. those with a history of violence or substance abuse issues (Gillespie et al., 2013). As previously discussed, nurses are more likely than other healthcare professionals to experience moral distress as the result of a discrepancy between the actions they believe are correct and the actions they are able to perform (Whitehead et al., 2015). However there are policies that can be introduced into healthcare organisations to reduce its occurrence, and the severity with which it can affect nursing staff. Studies have shown that nurses who were encouraged to acknowledge and explore feelings of moral distress were able to process and overcome these in a less damaging manner than those who did not (Matzo and Sherman, 2009; Deady and McCarthy, 2010). Additionally, it is thought that moral distress is less frequent in institutions and teams that encourage staff to discuss ethical issues with a positive attitude (Whitehead et al., 2015). For example, institutions could employ a designated contact person for staff to discuss stressful ethical issues with, or set up the facility for informal and anonymous group discussion, for example on a restricted access internet-based discussion board (Matzo and Sherman, 2009) Conclusion Work related stress is responsible for significant costs to the NHS in terms of staffing availability and financial loss from staff absence from stress itself or co-morbidities that can be exacerbated by stress (RCN, 2009), for example hypertension and diabetes (Phiri et al., 2014; RCN, 2009, 2014a). The loss of valuable and qualified staff from the profession is also a significant cost to health services, and of course exacerbates the situation by increasing understaffing further, which in turn increases stress for the remaining staff (Hyrkas and Morton, 2013). It can also exert a significant cost to healthcare professionals who experience it, in terms of their ability to work, their personal health, effects on personal relationships (Augusto Landa et al., 2008) and job satisfaction (Fitzpatrick and Wallace, 2011). However, organisations can implement recommendations to reduce work related stress, for example by encouraging a positive and supportive culture for staff by offering interventions such as counselling (Wilkinson, 2014; RCN, 2005). Furthermore, interventions such as encouraging the reporting of unsafe or unethical practice – a commonly cited source of stress amongst nurses (RCN, 2009; Stanley and Matchett, 2014) – may also contribute to improving the quality of patient care. References Augusto Landa, J. M., López-Zafra, E., Berrios Martos, M. P. and Aguilar-Luzón, M. D. C. (2008). The relationship between emotional intelligence, occupational stress and health in nurses: a questionnaire survey. International Journal of Nursing Studies, 45 (6), p.888–901. [Online]. Available at: http://www.ncbi.nlm.nih.gov/pubmed/17509597 Blau, G. (2011). Exploring the impact of sleepâ€related impairments on the perceived general health and retention intent of an Emergency Medical Services (EMS) sample. Career Development International, 16 (3), p.238–253. [Online]. Available at: http://www.emeraldinsight.com/doi/abs/10.1108/13620431111140147 Dalmolin, G. de L., Lunardi, V. L., Lunardi, G. L., Barlem, E. L. D. and da Silveira, R. S. (2014). Moral distress and Burnout syndrome: are there relationships between these phenomena in nursing workers? Revista Latino-Americana de Enfermagem, 22 (1), p.35–42. [Online]. Available at: http://www.scielo.br/scielo.php?script=sci_arttext
MIS 543 CSUGC Predictive Statistics Annual Motor Sales Discussion
term paper help MIS 543 CSUGC Predictive Statistics Annual Motor Sales Discussion.
Option #1: Predictive Statistics: Annual Motor SalesYour organization has collected sales data on their small engine product sold and distributed from 6 different locations: Kansas City, Chicago, Houston, Oklahoma City, Omaha, and Little Rock. The organization wants to predict motor sales for the next three months for each location. Your task is to conduct predictive analytics statistical tests on a sample data set named motorsales mod4.csv (csv file is attached to this question). The variable names can be found in the first row of the file.You are expected to perform the appropriate predictive statistics tests and prepare the appropriate tables, charts, and graphs needed to predict future sales. You may choose to conduct descriptive statistics tests to better understand the data. You must provide 1-2 business questions that this data is capable of answering and alternate and null hypotheses for each business question. Tutor provide the following items for this assignment:Text file of SAS code to generate all code, tables, charts, and graphs3 page (Double spaced) explaining the code and predictive analytics statistical tests used and the business questions and how the data can answer those questions. Screenshots of the results for each statistical test including any charts, graphs, and tables.1-2 business questions including how this data can answer the questionsAlternate and null hypotheses for each business questionProjections for 3 months of future sales for each locationRecommendations for additional predictor variables the organization should obtain data for to better predict future sales.
MIS 543 CSUGC Predictive Statistics Annual Motor Sales Discussion
Miami Dade College MD&A Plain English Language Discussion
Miami Dade College MD&A Plain English Language Discussion.
Please complete the below problems, and submit your answers in a Word document.Go to the SEC’s website (Links to an external site.) and click on search for company filings under filings and forms.On the next page, click Company or fund name, ticker symbol, CIK (Central Index Key), file number, state, country, or SIC (Standard Industrial Classification) to search for a company.On the next page, search for Starbucks by using their ticker symbol SBUX.Scroll down on the next page until you see their 10-K filing and click on documents.Click on the first document’s link: d10k.htm.Retrieve item 7—Management’s Discussion and Analysis of Financial Condition and Results of Operations (MD&A).In a two- to three-page paper (12-point, double spaced), summarize their MD&A and critique it based on the SEC’s plain English concepts.
Miami Dade College MD&A Plain English Language Discussion
CSU Foreigners Ethnic Study & Racism Experiment Children Session Discussion
CSU Foreigners Ethnic Study & Racism Experiment Children Session Discussion.
I am taking Ethnic Study class, and I am asked to provide Discussion posts for the stuff we watch, read, or taught in class. Students are expected to offer one-paragraph commentary (about 150 words or less) pertaining to the topics presented. Your message should be clear, precise, and reflectiveSo, here are the stuff I want to write on them: 1.Talk about the doll test video 150 word: https://www.youtube.com/watch?v=QRZPw-9sJtQ&ab_channel=Fanpage.it2.Talk about the Brown eyes and blue eyes Racism experiment Children Session – Jane Elliott 150 word: https://www.youtube.com/watch?v=oGvoXeXCoUY&ab_channel=MarkHeckroth3.Talk about the Irish in America Part 3 video. 150 word: https://www.youtube.com/watch?v=j3pazB5H920&ab_channel=Diol%C3%BAn%C3%93hUig%C3%ADnn4.Talk about the Foreigners in Their Native Land. 150 word- PowerPoint Provided below.5.Talk about Mexico and America war. 150 word. PowerPoint provided below.
CSU Foreigners Ethnic Study & Racism Experiment Children Session Discussion