Political Action Modernize The Nurse Practice Act

Political Action: Modernize the Nurse Practice Act Zachary E. Scott The Ohio State University Professor: Margaret Halter Nursing 7500: Health Policy Advocacy Political Action: Modernize the Nurse Practice Act Healthcare reform and politics are on the forefront of most citizens throughout the United States. Our access to healthcare has become a barrier for many citizens, and a hurdle for the advanced practiced registered nurses (APRN) throughout the years. Strict state laws have burdened APRNs and limited their practice throughout Ohio. It would be prudent to follow suit of other states, and retire the Collaborative Agreement; Richards and Polsky (2014) noted an immediate 20 to 30 percent increase in nurse practitioner providers in those particular states after it was retired. House Bill 216 (H.B. 216) helps modernize the Nurse Practice Act and the retire the mandatory collaborative agreement and extensive drug formulary. Within this paper, the contents and purpose will begin to unravel as I describe the meeting Naserin Salameh and I were able to connect with Representative Margaret Ann Ruhl of Ohio House District 68 on March 30, 2016, about H.B. 216. Legislative Visit Naserin Salameh and I were able to contact and set a meeting up with Representative Margaret Ann Ruhl by contacting her office in downtown Columbus. We were able to introduce ourselves, our credentials within The Ohio State University, and our experience. We quickly progressed into the core of H.B. 216Show MoreRelatedThe Policies Of The Disabled People With Disabilities And Their Families Essay1302 Words   |  6 Pagesdisability, the Americans with Disability Act, enacted in 1990, was a landmark act that reduced many barriers for people with disabilities (Thompson, 2015). However, more needs of the disabled population are being identified. 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Genetic Modification Recombinant Dna ( Rdna ) Technology...

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The Problem Of Drug And Alcohol Addiction - 1084 Words

These signs could contribute to the broad picture. Other signs or symptoms may include slurred speech, coordination problems, impaired cognition function, short and frequent disappearances from the work place, often tardiness or poorly explained absences and wanting to be alone when opening a narcotic cabinet, as well as lack of witnesses to verify unused narcotic wasting protocols (Nurses and drug Addiction). It is a great idea to have a policy set in place to provide employees with support and treatment that may have been identified in this growing problem. Drug and Alcohol addiction is a disease and is covered by the American Disability Act of 1990. (AJN). Assistance programs, education as well as further research in this area are†¦show more content†¦But that is where the problem seems to take off. Nurses have easy access to the paraphernalia. After all most nurses that are addicted think these medications are FDA approved, so no need to worry like as if someone from th e street corner may be getting overdosed on a dirty batch of heroin. Then once a nurse starts to experience and learn the dark but yet beautiful side of opiates. They may think of them as dangerous but misunderstood at the same time. There are a combination of contributing factors that tend to lead nurses down the dark mysterious road of addiction. Nursing is not an easy career to get into. Late nights studying for the test that could make you do a semester of school all over again, crying all day because the stress of two lousy points could keep you from walking across the stage of success. Let us not forget all of our former class mates that just drop out because it was too tough to continue. Yes this is my dream job to me as it has turned my family’s life around. But for others is has become a nightmare and a sort of mental prison. The American Journal of Nursing has identified the top three triggers that could set someone over the edge. Critical Care Nurses/workers. These nurses tend be under extreme pressure both mentally and physically. Always faced with life and death more frequent in a daily routine. Working night

Conceptual and Empirical Review of Culture Effectiveness Surveys

Question: Discuss about the Conceptual and Empirical Review of Culture Effectiveness Surveys. Answer: Introduction: The article highlights the rise of the famous automobile organization Ford Automobile company and it is the perfect example of how organization used to get developed 100 years ago through Workers control. The process that Ford used at that period is now obsolete but still was extremely effective in the early 20th century. The main ideas and concepts derived from this article are mentioned below. When the company Ford Automobiles was initially found by forming partnership with Malcomson who was a coal dealer, the company used to use manufacturing technique which was extremely costly and time consuming. During that period the car assembling process was extremely complicated. The worker had to bring every parts of the car to one particular place and then they used to assemble the entire car. The process was so time consuming and expensive that it became extremely hard for Ford to sell car at an affordable price. It almost took 12 hours time for the workers to do their work. The production was also getting hampered. Due to this Ford hired famous management theorist Fredrick Winslow Tailor so that he can get some help in solving these problems (Aitken, 2014). When Frendrick WinslowTaylor heard the details of the problems that ford were facing him immediately understood the main reason behind time consumption. He also believed that all people should be given work which is suited to that persons capability. This is why he introduced Assembly line. In the year 1908 Ford implemented the assembly line theory which helped the company to reduce time and cost. The car was moved from one work station to another where every worker performed their specialized task before moving to another station. Ford also observed that some small works used to take longer time than big work this is why Ford changed the entire tooling method. In the year 1913 introduced a new assembly line. Less time consuming: Using the new techniques and machines introduced by Fords it became very easy for the company to meet its target production. Model T which was the most popular car of the company was produced within 93 minutes after implementing this assembly line process. This also brought down the cars price to 575$. This was a great sign of the power of the management theory assembly line. This gave a huge boost to the business (Anitha and Begum, 2016). Attractive Packages for employees: The main motto of the company was to reward every employee who works hard for the objective of the company. Ford believed in the concept that if employees are paid well, they will work more hard. So he converted this concept of his into company policy. Many MNC have implemented taylorism in their organization. As a result of which they even got huge benefit. Their philosophy was simple and that is work hard so that companies becomes successful in achiving production and in return get rewarded with money and all other extra benefits. This is the core concept of scientific management. So in other words it can be said that scientific management is the way through which work is done in an organization systematically and by providing right task to the right people. In this modern era it has been found that lots of companies including top brands like MC Donalds and Burger King follows this principle of scientific management. They make sure that whoever does a good job for a period of time then that person gets rewarded accordingly. They also provide incentives for extra work and all other extra benefits and rewards like employee of the month which boosts the morale of their workers hugely. So it can be concluded the model that Taylor for med to help Ford is still acknowledged by most of the companies around the world. Different researchers have given various definitions of organization culture. Robbie Katanga has described culture as how the organization does things. It is how the workforce behaves in the organization. Famous philosopher Aristotle has given another definition of culture which says that in we are what we do repeatedly. This means that an organization but have a fixed set of rules which must be followed regularly in order to have a proper organizational culture. The dedication of people working becomes powerful when incentives get attached with the culture. The more rewards is given to the people the organizational culture becomes productive. From the view point of Michael Watkins, a culture is almost an immune system of the organization. Organization culture prevents an organization from people who thinks badly for the organization. Like the immune system prevents the human body from bacteria and fungus, organizational culture also prevents the organization from wrong people. A goo d organizational culture takes the most positive thing from an employee working in the organization. Organizational culture has also been termed as story and the value of the organizations are the narrative. As per my finding culture of any organizations is the shared value and belief that makes an employee to behaved in an organization. There are different types of industries all around the world. One cannot compare work culture of Mac Donalds to work culture of Delloite because both these companies belong to completely different industries. Still both these companies have distinctive culture which has helped them to become successful in their own respective industries. I strongly believe with Michael Watkins and Robie Katangas opinions. It is a fact that if an organization has a proper culture then no employee can do any sort of mischief which could hamper the work flow of the organization. It is really the immune system of the organization. A few decades ago the difference in culture was only seen in different industry. Nowadays even companies belonging to same industry can have different culture. Due to globalization people from different countries are travelling to other countries f or work. These migratory people create huge impact on the organizations culture. So companies must make sure that organizational culture is designed in such a way that it welcomes people from any part of the world if that person has the capability of working. Bibliography Aitken, H.G., 2014.Scientific Management in Action: Taylorism at Watertown Arsenal, 1908-1915. Princeton University Press. Anitha, J. and Begum, F.N., 2016. Role of Organisational Culture and Employee Commitment in Employee Retention.ASBM Journal of Management,9(1), p.17. Cameron, K., 2015. Organizational effectiveness.Wiley Encyclopedia of Management. Denison, D., Nieminen, L. and Kotrba, L., 2014. Diagnosing organizational cultures: A conceptual and empirical review of culture effectiveness surveys.European Journal of Work and Organizational Psychology,23(1), pp.145-161. Hogan, S.J. and Coote, L.V., 2014. Organizational culture, innovation, and performance: A test of Schein's model.Journal of Business Research,67(8), pp.1609-1621. Huhtala, M., Feldt, T., Hyvnen, K. and Mauno, S., 2013. Ethical organisational culture as a context for managers personal work goals.Journal of Business Ethics,114(2), pp.265-282. Witzel, M. and Warner, M., 2015. Taylorism revisited: Culture, management theory and paradigm-shift.Journal of General Management,40(3), pp.55-69.