Assist Developmental Playgroup Staff For Children With...

entifying the information Friday October 30, 2015, I was able to assist Developmental Playgroup staff in caring for children while their parents attended a weekly Health Education and Literacy information session/class. There were a number of seven children present. Two children under the age of one, three children who are one and a half years of age, two children who were two and half years old, and an older child around the age of five. To care for the seven children, there were three staff members and a student intern (me). Purpose of the session Children who participate in Developmental Playgroup on Fridays have parents who are attending a group in order to become acquainted with health and literacy. For example, parent(s) who are†¦show more content†¦Initial observations of the client The Playgroup room was created in order to address all areas in which a child develops, so the physical climate is stimulating for children to find interests in toys that they have been exposed to. The setup of the room caters to the child’s reading, imaginative play, gross motor skills, fine motor skills, skill building, and sensory. This weekly group of children is generally small; they require a lot of attention since some children are so young and have not begun to walk, multiple children who are very active, a few of the children have a harder time with being away from their parents, and all of the children uses English as their second language. Focusing on one mother and her one and a half year old daughter, the initial observation of the two is their close attachment to one another. The mother and child are not separated often which creates some anxiety in the child when the mother chooses to leave. Content of the session On this particular day, the child had experienced a very rough time seeing her mother leave. The mother washed her child’s hands and guided her to a toy which challenges a child’s sensory processing and fine motor skills, molding and cutting Play-Doh. I began to work with the mother and child, so that she could have an easier transition when her mother decided to leave. We began to mold and cut the Play-Doh, the mother tells her child â€Å"I will be back, I love you,† and the child immediately breaks down.

A Brief Note On Hourly And Rounding And Patient Satisfaction

1 PICOT- Hourly Rounding and Patient Satisfaction PICOT- Hourly Rounding and Patient satisfaction Tamara Sheets NUR216 3/1/2017 The highest priority in most hospitals across America is patient satisfaction. Patient satisfaction begins the moment the patient steps in the hospital doors although nurses hold a majority of the responsibility. The face to face interactions between nurse and patient on a day to day basis naturally puts nurses at the front line. Nurses are there to answer questions for the patient’s while making them as safe and comfortable as possible. There are a lot of factors to take in to account while determing satisfaction in the hospital. A common debate in the medical field is if there is an†¦show more content†¦Just to name a few pressure ulcers, slips and falls, and the light call. Call light usage is a common way to be able to keep track of patient satisfaction. While nurses do one hour rounds they can get more done in less time, by going room to room and being able to confront positioning issues for patients as they arise. When a patient develops pressure ulcer in a hospital setting it is a major issue and called a never event. â€Å"The term ‘Never Event’ was first introduced in 2001 by Ken Kizer, MD, former CEO of the National Quality Forum (NQF), about particularly shocking medical errors (such as wrong-site surgery) that should never occur† (â€Å"Never Events†, 2009). If a never event happens it is common for the hospital to comp the patients stay. Per Ford (2010),† Turning and repositioning are considered basic nursing care. When nursing staff members maintain regular turning and positioning schedules with their patients, pressure ulcer rates on inpatient cases can decrease by up to 56%† (p.190). This study show th at hourly rounding would have a positive impact on both the patient and the nurse’s satisfaction by allowing them to be more efficient and a less stressful atmosphere. Having nurses doing hourly rotations opposed to not doing them helps to have a better form of communication between the patient and the nurse. Call lights are a common and easy way to monitor patient satisfaction upon their discharge. Call lights are important forShow MoreRelatedThe Patient Protection And Affordable Care Act Of 2010 Essay917 Words   |  4 PagesIn recent years, emphasis has been placed on improving the quality of health care services and the overall patient experience. Innovative measures are needed to meet these expectations, while also containing the rising costs of health care. The government has enacted new laws in attempts to provide incentives that base Medicare payments in part on quality. 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The Bluest Eye A Reality Of Presence Essay Example For Students

The Bluest Eye A Reality Of Presence Essay In The Bluest Eye, Toni Morrison shows that anger is healthy and that it is not something to be feared; those who are not able to get angry are the ones who suffer the most. She criticizes Cholly, Polly, Claudia, Soaphead Church, the Mobile Girls, and Pecola because these blacks in her story wrongly place their anger on themselves, their own race, their family, or even God, instead of being angry at those they should have been angry at: whites. Pecola Breedlove suffered the most because she was the result of having others anger dumped on her, and she herself was unable to get angry. When Geraldine yells at her to get out of her house, Pecolas eyes were fixed on the pretty lady and her pretty house. Pecola does not stand up to Maureen Peal when she made fun of her for seeing her dad naked but instead lets Freida and Claudia fight for her. Instead of getting mad at Mr. Yacobowski for looking down on her, she directed her anger toward the dandelions she once thought were beautiful. However, the anger will not hold(50), and the feelings soon gave way to shame. Pecola was the sad product of having others anger placed on her: All of our waste we dumped on her and she absorbed. And all of our beauty, which was hers first and which she gave to us(205). They felt beautiful next to her ugliness, wholesome next to her uncleanness, her poverty made them generous, her weakness made them strong, and her pain made them happier. When Pecolas father, Cholly Breedlove, was caught as a teenager in a field with Darlene by two white men, never did he once consider directing his hatred toward the hunters(150), rather her directed his hatred towards the girl because hating the white men would consume him. He was powerless against the white men and was unable to protect Darlene from them as well. This caused his to hate her for being in the situation with him and for realizing how powerless her really was. Also, Cholly felt that any misery his daughter suffered was his fault, and looking in to Pecolas loving eyes angered him because her wondered, What could her do for her ever? What give her? What say to her?(161) Chollys failures led him to hate those that he failed, most of all his family. Pecolas mother, Polly Breedlove, also wrongly placed her anger on her family. As a result of having a deformed foot, Polly had always had a feeling of unworthiness and separateness. With her own children, sometimes Id catch myself hollering at them and beating them, but I couldnt seem to stop(124). She stopped taking care of her own children and her home and took care of a white family and their home. She found praise, love, and acceptance with the Fisher family, and it is for these reasons that she stayed with them. She had been deprived of such feelings from her family when growing up and in turn deprived her own family of these same feelings. Polly held Cholly as a mode on sin and failure, she bore him like a crown of thorns, and her children like a cross(126). Pecolas friend Claudia is angry at the beauty of whiteness and attempts to dismember white dolls to find where their beauty lies. There is a sarcastic tone in her voice when she spoke of having to be worthy to play with the dolls. Later, when telling the story as a past experience, she describes the adults tone of voice as being filled with years of unfulfilled longing, perhaps a longing to be themselves beautifully white. Claudia herself was happiest when she stood up to Maureen Peal, the beautiful girl from her class. When Claudia and Freida taunted her as she ran down the street, they were happy to get a chance to express anger, and we were still in love with ourselves then(74). .ucc440bacbc66a2b02d461b13bf022ed9 , .ucc440bacbc66a2b02d461b13bf022ed9 .postImageUrl , .ucc440bacbc66a2b02d461b13bf022ed9 .centered-text-area { min-height: 80px; position: relative; } .ucc440bacbc66a2b02d461b13bf022ed9 , .ucc440bacbc66a2b02d461b13bf022ed9:hover , .ucc440bacbc66a2b02d461b13bf022ed9:visited , .ucc440bacbc66a2b02d461b13bf022ed9:active { border:0!important; } .ucc440bacbc66a2b02d461b13bf022ed9 .clearfix:after { content: ""; display: table; clear: both; } .ucc440bacbc66a2b02d461b13bf022ed9 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .ucc440bacbc66a2b02d461b13bf022ed9:active , .ucc440bacbc66a2b02d461b13bf022ed9:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ucc440bacbc66a2b02d461b13bf022ed9 .centered-text-area { width: 100%; position: relative ; } .ucc440bacbc66a2b02d461b13bf022ed9 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ucc440bacbc66a2b02d461b13bf022ed9 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ucc440bacbc66a2b02d461b13bf022ed9 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .ucc440bacbc66a2b02d461b13bf022ed9:hover .ctaButton { background-color: #34495E!important; } .ucc440bacbc66a2b02d461b13bf022ed9 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ucc440bacbc66a2b02d461b13bf022ed9 .ucc440bacbc66a2b02d461b13bf022ed9-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ucc440bacbc66a2b02d461b13bf022ed9:after { content: ""; display: block; clear: both; } READ: Does Science Explain All? Essay Claudias anger towards dolls turns to hated of white girls. Out of a fear for his anger the she could not comprehend, she later tool a refuge in loving whites. She had to at least pretend to love whites or, like Cholly, the hatred would consume her. Later however, she realizes that this change was an adjustment without improvement(23), and that making herself love them only fooled herself and helped her cope. Soaphead Church wrongly places his anger on God and blamed him for screwing-up human nature. He asked God to explain how he could let Pecolas wish for blue eyes go so long without being answered and scorned God for not loving Pecola. Despite his own sins, Soaphead feels that he had a right to blame God and ot assume his role in granting Pecola blue eyes, although her knew that beauty was not necessarily a physical thing but a state of mind and being: No one else will see her blue eyes. But she will(182). The Mobile girls wrongly placed their anger in their own race, and they do not give of themselves fully(even to their family). These girls hate niggers because according to them, colored people were neat and quiet; niggers were dirty and loud(87). Black children, or they as Geraldine called them, were like flies: They slept six to a bed, all their pee mixing together in the night as they wt their beds. . . they clowned on the playgrounds, broke things in dime stores, ran in front of you on the street. . . grass wouldnt grow where they lived. Flowers died. Like flies they hovered; like flies they settled(92). Although the Mobile girls are black themselves, they . . .got rid of the funkiness. the dreadful funkiness of passion, the funkiness of nature, the funkiness of the wide range of human emotions,(83) and most of all they tried to rid themselves of the funkiness of being black. They were shut off by the whites because they did not belong, but shut themselves off from their own black race. To the blacks in The Bluest Eye, Anger is better(than shame). There is a sense of being in anger. A reality of presence. An awareness of worth(50). the blacks are not strong, only aggressive; they are not compassionate, only polite; they were not good, but well behave; they substituted good grammar for intellect, and rearranged lies to make them truth(205). Most of all, they faked love where felt powerless to hate, and destroyed what love they did have with anger. Toni Morrison tells this story to show the sadness in the way that the blacks were compelled to place their anger on their own families and on their blackness instead of on whites who cause their misery. Although they didnt know this, The Thing to fear(and thus hate) was the Thing that made her beautiful, and not us(74), whiteness.

Interview with Kent Larson, Vice President of Transmission, Xcel Energy free essay sample

Xcel Energy Xcel Energy is a leading electric and natural gas utility. Xcel Energy is an end to end provider of electricity. Electricity is provided from generation, to high voltage transmission, to distribution, to customer’s homes and businesses. Xcel Energy provides energy-related products and services to 3. 3 million electric and 1. 8 million natural gas customers. With regulated operations in eight states; Colorado, Michigan, Minnesota, New Mexico, North Dakota, South Dakota, Texas, and Wisconsin, revenues are more than $9 billion annually for the employer of 12,000. A commitment to the environment is vital to the core business practices of Xcel Energy. This strong environment focus has led Xcel Energy to become the number one provider of wind power in the country (Xcel Energy, 2008). Kent Larson is the Vice President of Transmission for Xcel Energy. In the organizational structure, Kent has twelve direct reports and over 2,000 employees report up through his direct reports. From those direct reports, he has six titled Directors of different aspects of substations, transmission, and design. We will write a custom essay sample on Interview with Kent Larson, Vice President of Transmission, Xcel Energy or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The other six direct reports are of various rotational managers, administrative assistants, and governance. Kent directly reports to Paul Bonavia, the President of the Utilities Group, who reports to Dick Kelley, the Chairman, President, and CEO of Xcel Energy (Appendix 1). A unique management style can be derived from your past experience. Different experiences managers draw from should be used to motivate employees to encourage a high level of performance and achieve organizational goals (Jones George, 2008, p 62). Kent’s vast experience has led him to lead confidently based on his long list of positions held. Kent has held various positions throughout the company. He began his career as an electric designer, before moving into the role of an Operating Engineer in St. Paul. He then became involved in cost benefit analysis as a Traveling Engineer. From there, he became the Director of Outstate Construction, Operations, and Maintenance (ND, SD, Non-Metro MN) located in Fargo, ND. He spent time as the Director of Sales in Minnesota, North Dakota and South Dakota Regulatory, MN State Vice President, before his current position as the Vice President of Transmission. A typical day for Larson is anything but typical. With his wide area of responsibilities, he often has a dynamic day. The majority of the time he spends at meetings and communicating via email. He has to be â€Å"On your toes and ready to go† at all times (K. T. Larson, personal communication, October 15, 2008). Another pitfall of his high level position is that he has to be careful of what he says. The majority of the meetings he attends, he has to give presentations anyone from the Public Utilities Commission, Corporate Executives, Mid-Level Managers, to Union Front Line employees. He has to carefully weigh any response he gives to a question on the off chance that his response will invoke a surety. At his level, caution needs to be taken so that comfort is not given where it should not, nor is fear spread when is should not be. Preparation is vital in planning for his meetings. Many of the meetings he attends, he is a presenter. Kent makes sure to prepare himself well ahead of time for any meetings he leads. Usually, Kent defines his time commitments as 75% true management tasks and 25% other. His definition of management tasks are anything related to his job responsibilities. It could be anything from presenting at a meeting, attending a meeting, or being the recipient of a presentation. Being a corporate level manager, he deals mostly with results and not the process to achieve them. His strong focus on having strong direct reports seem to help facilitate this. The rest of his time is spent on various tasks, but mostly travel. His roles vary depending on the day and time of year, but basically he provides the direct link to the Senior Management from the Business Unit and that link from Xcel Energy to the regulatory organizations. Strategic Planning is the largest portion of Kent’s day to day function. He also relies heavily on his technical expertise as part of this planning process. The scope of his organization’s planning is vast. Kent’s strategic planning comes from anywhere from substation design, to transmission line design, while keeping corporate values and regulatory concerns addressed. Goal setting is another important function to Kent. He needs to know what is going on (K. T. Larson, October 15, 2008). In order for goal setting to occur, a way of measurement is required. Score Cards, are his preferred method. Score cards, done correctly, can all roll up into each other. Starting with a broad base, each business unit can roll up into a higher business unit until they reach the corporate level. This process not only helps the individual business units reach their goals, but also assure that corporate goals can be attained as well. A main process for Kent’s approach to management is to hire good people. You have to have a strong team at his level. Not only do his direct reports need to have a strong sense of team work, but they must work well together. If they do not work well together, he is not afraid to replace them. His direct reports are there to meet corporate goals. If those direct reports can not work well together, he will replace them with those who will for the betterment of the company. Allocation of his time to his employees is different today than it was earlier in his management career. Today, his direct reports have corporate goals. In the past, he managed performance based groups. He still tries to allocate time though based on need. New employees will have much more of his time than those who are more experienced. He wants employees to work to their potential, but potential is not a defined limit. Some employees have a higher potential than others. His goal as a manager is find that potential and develop that into the highest possible outcome. He feels that direct feedback is the only way to manage. It is very important have the direct feedback between himself and his employees whether is it positive or negative. The ability to be able to both give and receive constructive criticism is vital to any strong manager. Xcel Energy would currently be classified as a Matrix organization. Matrix organizations are an attempt to combine the advantages of the pure functional structure and the product organizational structure. Companies, such as Xcel Energy, that are project driven companies, are ideally suited for this management structure. In a matrix organization, each project manager reports directly to the vice president and the general manager. Since each project represents a potential profit center and/or reliability enhancement, the power and authority used by the project manager come directly from the general manager. Information sharing is mandatory in such organizations, and several people may be required for the same piece of work. However, in general, the project manager has the responsibility to maintain technical excellence on the project. Each business unit is headed by a department manger whose main responsibility is to ensure that a unified technical base is maintained and that all available information can be exchanged for each project (Visitask, 2008). At Xcel Energy, many different levels of the engineering staff could be swapped out to a project manager in title alone and nothing would change. Rather than having true project managers, the engineers take on the responsibilities of most project management. This type of structure does have its benefits and weaknesses. Depending on where you sit in the organizational ladder, the centralized choices, standard outcomes, and Operational Companies being decentralized can either help or hinder the process. Conflict can arise because of no clear lines of responsibilities between the centralized company and the state jurisdictions. Beginning in 2000, Xcel Energy was managed from a central, large corporation aspect. In 2005, Public Utility Commissions required that each individual Operational Company be able to attest for its financials and prove that the money was being spent in each state. This led to having both centralized choices as well as jurisdictional decisions. Financially, the accounting is better tracked through this process and helps to build a rate case to the Public Utilities Commission. Other problems have surfaced though trying to standardize equipment. Silos have developed in all aspects of the design and construction phase, mostly dealing with standardization of equipment. For example, Texas uses the same size and type of underground conductor that North Dakota does. The climates are completely different during the winter and create many operational challenges. For being such a large company spread over such a vast territory, Kent believes this strategy is best for the company at this time. The overall benefits of being structured this way currently outweigh the negative aspects. In theory, if this changes, Kent sees it as Corporate Management’s responsibility to change to organizational structure. Once again, put the best members together to make the team work in the best possible manner. Digging deeper into the interpersonal relationship side of management, Kent believes that management must be cognizant of each work groups needs and idiosyncrasies. Xcel Energy hires all classifications of employees from engineers, lawyers, analysts, computer IT, technicians, administrative assistants, to union line workers. It is important to understand how different management theories affect the behavior and attitudes of employees. Specifically cited, union line workers are viewed as Theory X employees. It’s not that all union employees are inherently lazy, but their union rules do not reward thinking outside of the defined union work rules. Any extra or additional hard work outside of the standard union rules is not encouraged or rewarded. Managers of union employees must closely supervise these employees to ensure that daily work is completed. Company managers and union management have created a strict set of work rules as well as a well defined punishment system. In contrast, exempt employees; engineers, lawyers, analysts, are managed with the Theory Y thought process. Most managers at Xcel Energy allow the employee to take ownership for their daily work process. They allow the employees to have the resources necessary to achieve both organizational goals and individual goals (Jones George, 2008, p 66). One thing Kent has also learned that each manager brings their own individual twist to management theory. The longer he has been with Xcel Energy, the more tolerant he has become. He wants to judge the end results. He is not so concerned with whether a person fits into a certain profile, but what the outcomes that person achieves. From all accountable sources, Kent Larson is a highly regarded manager for Xcel Energy. His ability to lead his business units to accomplish goals set before them is undeniable. One thing that sets a good leader apart from an ordinary manager is the impact that that manager has on those employees once they are no longer their manager. The most rewarding feeling that Kent has had is that even though he is not someone’s direct manager, they value his opinion and ask his opinion. It is important to try to develop a relationship with subordinates to nurture this kind of relationship.