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Critical Thinking Assignment (110 points) This week we are learning about the various types of studies that can be used in researching a population for risk factors, controls versus experimental treatment, and the Framingham heart study is introduced. Please read the following study: Omer, F. M., Awadalla, N. J., Alsaleem, S. A., Alsaleem, M. A., Moosa, R. A., Alqahtani, M. A., Asiri, A. A., Alahmari, E. M., Alqahtani, A. N., & Mahfouz, A. A. (2021). Toxocara awareness among medical practitioners in Saudi Arabia. EcoHealth, 18(1), 107–112. When considering research from the perspective of ethical and legal concerns around research in the Kingdom of Saudi Arabia. Describe the methods and study design used. Discuss the study population and participant demographics. Discuss the study tool and data collection plan. Discuss the study limitations and opportunities for future research. Create a PowerPoint presentation of 7 content slides with discussion in the speaker notes in addition to the title and reference slides. Speaker notes should explain your findings from reading the study. Keep bullet points to 3–5 words. Your well-written presentation should meet the following requirements: The presentation shall be 9 total slides in length with 7 Content slides, however there can be additional reference slides if needed. Presentation notes (100-150 words) are required for each content slide. Notes must draw from and cite relevant reference materials. Add notes to the speaker’s notes section of the PowerPoint presentation. Submit the document in PDF format or in speaker note view so that speaker notes can be viewed by the instructor. Provide support for your statements with in-text citations from a minimum of four scholarly articles in the speaker notes as well as the references slide. Two of these sources may be from the class readings, textbook, or lectures, but two must be external. The Saudi Digital Library is a good place to find these sources and should be your primary resource for conducting research. Follow APA 7th edition and Saudi Electronic University writing standards. Review the grading rubric to see how you will be graded for this assignment. You are strongly encouraged to submit all assignments to the Turnitin Originality Check prior to submitting them to your instructor for grading.

Setting: Hospital emergency department Scenario The time is 1900. You are working in a small, rural hospital. It has been snowing heavily all day, and the medical helicopters at the large regional medical center, 4 hours away by car (in good weather), have been grounded by the weather until morning. The roads are barely passable. W.R., a 48-year-old plumber with a 36-pack-year smoking history, is admitted to your floor with a diagnosis of rule out myocardial infarction (R/O MI). He has significant male-pattern obesity (“beer belly,” large waist circumference) and a barrel chest and reports a dietary history of high-fat food. His wife brought him to the emergency department after he reported unrelieved “indigestion.” His admission vital signs (VS) were BP 202/124, pulse 106, respirations 18, and oral temperature 98.2°F (36.8 ° C). W.R. was put on oxygen (O2) by nasal cannula (NC) titrated to maintain SpO2 over 92% and started on an IV nitroglycerin (NTG) infusion. He was given aspirin 325 mg to chew and swallow and was admitted to Dr. A.’s service. There are plans to transfer him by helicopter to the regional medical center for a cardiac catheterization in the morning when the weather clears. Meanwhile, you must deal with limited lab and pharmacy resources. The minute W.R. comes through the door of your unit, he announces he’s “just fine” in a loud and angry voice and demands a cigarette. He also says he has no time to fool around with hospitals. 1. What is the priority in his care? 2. Are these VS typical for a man of his age? If not, which one(s) concern(s) you? Explain why or why not. 3. Identify 5 priority problems associated with the care of a patient such as W.R. 4. Several diagnostic and lab have been ordered. Which of these would you anticipate for W.R.? Use an X to indicate if the tests below are Anticipated (appropriate or necessary) or Unnecessary (makes no difference). Test Anticipated Unnecessary a. Complete blood count b. Electroencephalogram in the morning c. Basal metabolic panel d. Prothrombin time and partial thromboplastin time e. Bilirubin f. Urinalysis g. STAT 12-lead electrocardiogram and repeat in the morning h. Type and crossmatch 2 units of packed red blood cells i. Chest x-ray on admission and in the morning 5. What significant lab tests are missing from the previous list? 6. How are you going to respond to W.R.’s angry demands for a cigarette? He also requests something for his “heartburn.” How will you respond? 7. Mrs. R. asks you, “If he can’t smoke, why can’t you give him one of those nicotine patches or some nicotine gum?” How will you respond? 8. Are there any alternatives to help him with his nicotine cravings? Would they be helpful now? CASE STUDY PROGRESS At 2000, you phone Dr. A.’s partner, who is on call. She prescribes morphine sulfate 4 mg STAT IV push (IVP), then 2 to 4 mg IVP q1h prn for pain (burning, pressure, and angina). 9. Explain 2 reasons for this order. 10. What special precautions will you follow when administering morphine sulfate via IVP? 11. The pharmacy supplies morphine for injection in vials of 5 mg/mL only. For the first dose, you will be giving 4 mg of morphine. How many milliliters will you give for this dose? 12. What will you do with the rest of the morphine in the vial? 13. Angina is not always experienced as “pain” as many people understand pain. How would you describe symptoms you want him to warn you about? Why is this important? 14. What safety measures or instructions would you give W.R. before you leave his room? CASE STUDY PROGRESS When you come into W.R.’s room at 2230 hours to answer his call light, you see he is holding his left arm and states that he has aching in his left shoulder and arm. 16. What information will you gather? What questions will you ask him? CASE STUDY PROGRESS You titrate the NTG drip up, assess whether he is using the oxygen cannula, and assess his vital signs. In addition, you administer a dose of morphine, but his pain is not relieved. Based on your assessment findings, you decide to call the physician. 17. Using SBAR (Situation, Background, Assessment, Recommendation), what information would you provide to the physician when you call? 18. W.R.’s chest pain subsides after the dose of morphine and he settles down for the night. You monitor him closely and watch for side effects of the NTG infusion. Side effects of NTG include which of these? Select 3 options. Pruritus Headache Tachycardia Constipation Dysrhythmias Postural hypotension Decreased respirations CASE STUDY PROGRESS In the morning, W.R. is transferred by helicopter to the medical center, and a cardiac catheterization is performed. It is determined that W.R. has coronary artery disease (CAD) but has not had an MI. The cardiologist suggests it would be best to treat him medically for now. 19. What does it mean to treat him “medically”? What other approaches might be used to treat CAD? 20. A new order for atenolol (Tenormin) is added to his medication list. Which is/are the rationale for starting a beta blocker at this time? Select all that apply. Reduction of myocardial stimulation Increased force of cardiac contractions Decreased myocardial oxygen demand Prolonged sinoatrial (SA) node recovery Increased conduction through the atrioventricular (AV) node CASE STUDY OUTCOME The physician orders follow-up counseling regarding risk factor modification, especially smoking cessation, hypertension management, weight loss, and lipid (cholesterol) management. W.R. is discharged with a referral for a follow-up visit to his local internist in 1 week.

Instructions: Using the AMA CPT® 2026 Anesthesia Guidelines, answer the questions below and assign the appropriate CPT anesthesia code(s) and modifier(s) only for the case at the end of this assignment. Do not assign ICD-10-CM diagnosis codes. Review anesthesia guidelines carefully before selecting codes. Assignment Questions: According to the CPT® 2026 anesthesia guidelines, how is anesthesia time defined, and when does it begin and end? What is the difference between general anesthesia, regional anesthesia, and monitored anesthesia care (MAC), and how does this affect anesthesia code selection? Explain how anesthesia base units and time units are used to determine anesthesia reimbursement. What documentation elements are required to accurately report anesthesia services according to CPT® guidelines? How do physical status modifiers (P1–P6) impact anesthesia reporting, and why is accurate assignment important? What common errors occur when reporting anesthesia services, and how can reviewing CPT® anesthesia guidelines help prevent these errors? 1. Case Study (Code CPT and Modifiers Only) A patient is admitted to the hospital for a routine vaginal delivery. An anesthesiologist personally performs epidural anesthesia for labor pain management. Anesthesia time begins at 9:40 a.m. and ends at 11:10 a.m. The patient is classified as ASA Physical Status P1. No anesthesia complications are documented. 2. Case Study (Code CPT and Modifiers Only) A newborn (18 days old), 3.6 kg, term, undergoes open pyloromyotomy under general anesthesia in the operating room. An anesthesiologist personally performed the case. Duration: 55 minutes (anesthesia start to end). No central line, no invasive monitoring, no other procedures. Task for students: Assign the correct anesthesia CPT code (and any required modifier(s). Practice Task: Assign the appropriate CPT anesthesia code(s) and modifier(s) for this case using CPT® 2026 anesthesia guidelines. Do not assign diagnosis or surgical procedure codes. Please remember, for the case study answer, I do not need AI answers; I need you to learn how to use the book and look for the guidelines.

Proyecto Final: Plan Integral de Intervención Conductual Descripción del Proyecto: Para el proyecto final, los estudiantes diseñarán un plan integral de intervención conductual basado en un caso real o hipotético. El plan debe incluir una evaluación detallada de la conducta objetivo, las intervenciones identificadas (utilizando refuerzo, castigo, control de estímulos u otros principios del análisis de la conducta) y estrategias para la recolección de datos y el monitoreo del progreso. Se deben abordar las consideraciones éticas y la sostenibilidad a largo plazo de la intervención. Además, el proyecto incluirá una presentación final del plan de intervención, con el uso obligatorio de recursos visuales. Requisito de Extensión: Entre 8 y 15 páginas, a doble espacio, en formato APA, incluyendo referencias, además de una presentación final de 10 minutos con recursos visuales. Instrucciones para la Presentación del Proyecto Final: Plan Integral de Intervención Conductual Como parte de tu proyecto final para este curso, deberás presentar tu plan integral de intervención conductual. Esta presentación demostrará tu habilidad para aplicar los principios del análisis de la conducta a escenarios reales o hipotéticos, destacando tus habilidades analíticas y de resolución de problemas. Sigue las pautas a continuación para garantizar una presentación profesional y completa. Requisitos de la Presentación: Límite de Tiempo: La presentación debe durar aproximadamente 10 minutos. Ensaya para asegurarte de cumplir con el tiempo establecido. Descripción del Contenido: Tu presentación debe incluir los siguientes elementos del plan integral de intervención conductual: Introducción: Presenta brevemente el caso o escenario y las conductas objetivo que abordarás. Evaluación: Proporciona un resumen de la evaluación conductual, incluyendo los métodos de recolección de datos y los antecedentes y consecuencias identificados en relación con la conducta objetivo. Plan de Intervención: Describe claramente las estrategias de intervención conductual que implementarás, haciendo referencia a principios específicos del análisis de la conducta, como refuerzo, castigo, control de estímulos, etc. Consideraciones Éticas: Discute cualquier preocupación ética relevante a la intervención y cómo garantizarás la adhesión a los estándares de conducta profesional. Recolección de Datos y Monitoreo: Explica los métodos que utilizarás para seguir el progreso, evaluar la efectividad de la intervención y ajustar las estrategias según sea necesario. Conclusión: Resume los resultados esperados y la sostenibilidad a largo plazo del plan de intervención. Recursos Visuales: Es obligatorio incluir recursos visuales para mejorar tu presentación. Estos pueden incluir: Diapositivas de PowerPoint Gráficos o tablas que muestren datos relacionados con la intervención Diagramas o visuales que expliquen las técnicas de cambio conductual utilizadas Tus recursos visuales deben ser claros, concisos y complementar tu presentación verbal. Evita saturar las diapositivas con demasiado texto. Entrega de la Presentación: Habla con claridad y profesionalismo para que tu audiencia pueda comprender fácilmente tus puntos. Usa los recursos visuales como apoyo, no como el enfoque principal de la presentación. Practica habilidades efectivas de expresión pública, como mantener contacto visual (si aplica), usar un ritmo adecuado y evitar palabras de relleno. Reflexión sobre los Resultados: Al final de tu presentación, reflexiona brevemente sobre el impacto potencial de tu intervención, incluyendo los desafíos que podrías enfrentar en su implementación y cómo planeas superarlos. Instrucciones para la Entrega: Formato: Envía tu presentación como un archivo de video grabado, preferiblemente en formato MP4, a través de la plataforma del curso. Asegúrate de que la calidad del video y la claridad del audio sean adecuadas. Evaluación: Tu presentación será evaluada en función de la claridad del contenido, la profundidad del análisis, la adherencia a los principios del análisis de la conducta, el profesionalismo y la calidad de los recursos visuales.

make a presentation about “ Graves disease: Clinical presentation and risk factors “ “ write two short questions and their short answers” include sources, please Total 3 to 4 slides are enough

Your first assignment is to use the Centers for Disease Control and Prevention (CDC) database, WISQARS Leading Causes of Death Reports, to find out what the leading causes of death in your state are and how different groups within your state compare to those of the state as a whole. You will use that information to decide which determinants of health your program should focus on. Assignment Expectations Assignment instructions are as follows: Go to CDC WISQARS, and select “Leading Causes of Death". For Report Options, select change filters. Change to your state under geography. Select the number of causes, and then change to "Top 5" as the number of causes. Look at the column on the left, and ensure that "All Deaths" is selected to find the top five causes of death. Repeat those steps, but select Race, Sex, and Specific Age groups on the Report Options to see how / if the leading causes of death vary among differing demographic groups. In an essay, please answer the following: What state did you select, and what are the five leading causes of death for your state? How do they compare with the five leading causes of death for the United States? Describe how / if the leading causes of death vary based on different demographic variables such as race, sex, and age. Be specific about which variables you looked at. Based on the findings for your state, what specific population is at risk? Identify that population’s culture and subculture, if applicable. Using what you know from your readings about that specific culture’s norms and values, what considerations should be taken into account when developing your interventions? Explain how those cultural influences affect people's health behaviors in ways that promote well-being. How do they affect people's behaviors in ways that hinder well-being? Give examples, and support your statements with references.

Complete these responses. They must be at least 400 words with at least 2 searchable refernces. Thank you!     1. Chapter 1: Why is shared information so important in a learning organization in comparison to an efficient performance organization? Discuss how an organization's approach to sharing information may be related to other elements of organization design such as structure, tasks, strategy, and culture. One can agree that sharing information across a company's department is a very imperative tool for current and future success. Shared information is essential in a learning organization as compared to an efficient performance organization because sharing information endorses and encourages communications and partnership enabling people to be involved in ascertaining and solving various problems. This allows an organization to unceasingly advance and expand its capability.  The three characteristics of a learning organization as follows: "It develops both individual and collective knowledge; It uses learning to improve performance and boost competitive advantage; and It continuously enhances its capacity, through reflexive praxis, to adapt to its external environment. "(Lyle, E. R. 2012) Furthermore, within the learning organization, shared information keeps the organization operational at an ideal level, instead of using the information to take hold of the employees; a fundamental part of the manager's day-to-day operations is to find efficient and effective ways to open up channels of communication so that ideas can flow in every direction.  Shared information maintains open lines of communication with customers, suppliers and at times even competitors to enhance the structure, learning, culture and strategy capabilities. There's a correlation between information sharing and structure; during 1776 in the time of Adam Smith, organization information was only kept between top executives and the design of the organizations were very vertical. The hierarchy provided the mechanism for total supervision and control, the strategy was constructed by the top management and executed on the organization. Over time, most organizations have gone away of the traditional vertical structures and implemented horizontal structures such as the learning organization. The new structures dispersed the boundaries between top management and the workers. Then, new and update structures changed the task performances from monotonous tasks to empowered roles. For the task were broken into specialized separate parts as a machine, and now a task is assigned to one worker. This also allowed for the empowered employees to have the strategy change in such a way that employees are now in with identifying needs and finding solutions, thus participating in the strategy making. Furthermore, the new collaboration strategy has changed the culture in which organizations do business from the old rigid culture into a more adaptive culture. Contrarily, in an efficient performance organization, there is no need for sharing information for the flow of production is linear. A great example of an efficient performance organization is a manufacturing company, where parts are made in order and each department is different from the other. Chapter 1: What are some differences that one might anticipate the expectations of stakeholder for a nonprofit organization versus a for-profit business? Do you believe nonprofit managers have to pay more attention to stakeholders than business managers? One of the key differences between non-profit organizations and for-profit businesses is that for-profit organizations use more factors for production labor to maximize profit. Such factors include capital, land, and technology intensive. Non-profit organizations totally depend on goodwill donations from public, private sectors, citizens, and government entities. Most for –profit financial activities are contingent upon marketing strategies and profit on the sale of goods and services (Daft, 2013). Other differences that one may anticipate in regards to stakeholders for nonprofit and for-profit organizations as opposed to for-profit organizations is as following; stakeholders in for-profit organizations are more engrossed on the level in which their products appeal to consumers and in what ways does it maximize profits. Non-profit organizations focus their attention toward volunteering individuals and communities for donations. In addition, for-profit has great prospects on profit margin where they expect the business to have more profits than expenses, whereas non-profit organizations are more focused on how the organization can bring about change in the life of an individual or a community (Daft,2013). Though non-profit and for-profit organization stakeholders have different interest, they both have the responsibility to conduct their job to better the company and the stakeholder's interest. Business managers represent the stakeholders and are entrusted to bring about profit and revenue toward the business, whereas non-profit managers rely on the stakeholders to raise funds in order to run the day-to-day operations of the organization, thus, I believe that non-profit managers have to pay more attention to stakeholders than business managers. Chapter 2: How might a company's goals for employee development be related to its goals for innovation and change? How might a company's goals for employee development be related to its goals for productivity? Explain the ways that these types of goals may conflict in an organization?   Overall, employee development may be looked at as a requirement for innovation or productivity. Goals for innovation and change may stimulate different approaches by different employees, leading to conflict. Correspondingly, execution for productivity may be approached so differently by different employees that it would lead to conflict. Such conflict, if in the form of constructive disagreement, can be healthy for determination of the best path. Some goals may initially cause a decrease in profit and employee development can be costly. Richard Daft mentioned that employee development, goals for innovation and change are all operational goals; and at times, they are related. If a company is in need of an enthusiastic staff that's passionate about providing excellent customer service, thus, the company bust invests a lot of time and money in its employee development. In regards to productivity, employee development will speed up the process and at times reduce production cost and improve service times and many other vital aspects of customer service. Moreover, successful companies became successful by having a clear and concise vision, it is very important for one to understand and follow what God States "without a vision the people perish, and if the blind lead the blind they will both fall into the ditch" (KJVB". If the top management heads have different goals than what their employees have, the organization will have conflicting views.  There needs to be a balance between enlargement and keeping the process at hand. Chapter 2: Suppose you have been asked to evaluate the effectiveness of the police department in a medium-sized community. Where would you begin? How would you proceed? What effectiveness approach would you prefer? One can agree that it is very difficult to use the goal approach or system resource approach alone. One way to evaluate the effectiveness of the police department would be to follow a procedure to identify indicator goals, system resources, and internal process indicators. The measures can then be formulated into a combined approach to testing the effectiveness of the medium-sized community. Chapter 3: What types of organizational activities do you believe are most likely to be outsourced? What types are least likely? How can/should a biblical worldview be applied? Outsourcing is best described as a way to contract certain tasks or functions, such as manufacturing, human resources, or credit processing, to other companies" (Daft R., 2013). Outsourcing is a way fro companies to save money and cut back on expenses and they can also increase their output by providing services in different areas in which they were not able to provide before. Types of organizational activities that are likely to be outsourced include sanitization and janitorial duties and even food services. Also, marketing, IT, accounting and public relations can also be outsourced depending on the size of the company. Human resources are least likely to be outsourced because other than profit, it is one of the most important part of a company. Their main mission is to support the employees and keep the CEO, COO out of harms way. A biblical worldview can be applied to reflect the culture and the nature in which one wants to run the company, manage employees, and donate. Romans 10:14 states, "How then shall they call on him in whom they have not believed? and how shall they believe in him of whom they have not heard? and how shall they hear without a preacher (KJV)?" Philippians 2:14-15 states "Do all things without grumbling or questioning, that   you may be blameless and innocent, children of God without blemish in the midst   of a crooked and twisted generation, among whom you shine as lights in the world".   References: Baker, H. E., & Paulson, S. K. (2007). Experiential exercises in organization theory & design. Mason, OH: Thomson South-Western. Daft, R. (2013). Organization theory & design (11th ed.). Mason, OH: South-Western Cengage Learning. ISBN: 9781111221294. Johnston, L. (2009). Employee development that matters. Canadian HR Reporter, 22(15), 35. Retrieved from http://search.proquest.com/docview/220782179?accountid=12085 Lyle, E. R. (2012). LEARNING ORGANISATION AL] LEARNING: International Journal of Business and Social Science, 3(6) Retrieved from http://search.proquest.com/docview/924460837?accountid=12085rticl The King James Bible 2. Chapter 1: Why is shared information so important in a learning organization in comparison to an efficient performance organization? Discuss how an organization’s approach to sharing information may be related to other elements of organization design such as: structure, tasks, strategy, and culture. Within learning organizations sharing information is a significant component because without this very important tool progression can be hindered or stalled.  An efficient performance strategy is fashioned by upper managers and imposed on the organization.  Employees have a very essential role and without being able to share information the aspect of teamwork becomes more difficult to obtain.  The end results will be delays in work and service.  Sharing information also causes for a culture that is more positive and open because everyone is involved and has a sense of importance in the overall functionality of the organization from top to bottom.  “If the structure doesn’t fit the information requirements of the organization, people either will have too little information or will spend time processing information that is not vital to their tasks, thus reducing effectiveness” (Daft, 2013, p. 96).”  Efficiency is one of the goals of managers for the proper function of the organization so communicating with the employees who are in constant contact with customers and suppliers will create an environment of productivity and not unproductivity. Chapter 1: What are some differences that one might anticipate among the expectations of stakeholder for a nonprofit organization versus a for-profit business? Do you believe nonprofit managers have to pay more attention to stakeholders than business managers? One of the first differences that might be anticipated among the expectations of stakeholder for a nonprofit organization versus a for-profit is in the management.  “The primary difference is that managers in businesses direct their activities toward earning money for the company, whereas managers in nonprofits direct their efforts toward generating some kind of social impact (Daft, 2013, p. 13).  Managers in nonprofit organizations have the challenge of not only attracting diversity with their stakeholders but they also require volunteers and donors in order to operate on a daily basis. Managers in for-profit organizations are focused on making profits for the organization without too much focus on the overall social impact.  I do believe that nonprofit managers need to pay more attention to stakeholders because of their social impact.  For example, if a church is accepting donations from an organization like Planned Parenthood, this can cause for a problem for its volunteers seeing that there is a difference in belief with what the bible teaches and what Planned Parenthood supports.    Chapter 2: How might a company’s goals for employee development be related to its goals for innovation and change?  How might a company's goals for employee development be related to its goals for productivity? A company’s goals for employee development are directly related to its goals for innovation and change.  The innovation and change for the company cannot take place unless its employees are well training and advanced in multiple areas. This means that investing in the development of their employees will pose to be most beneficial to the entire company as a whole.  When companies seek out new employees they are sure to ask about education, training, and experience because they want to be adding to their company and not taking away.  If the company has the most trained and developed employees the productivity also increases.  “Remember that workforce training helps (1) workers adjust to changes in your industry, (2) employees respond successfully to customer needs while adjusting their performance to meet changing expectations, (3) reduce workforce accidents by ensuring that employees know how to react to high-risk situations, and (4) employees at all levels adapt to changes in technology” (Four Reasons to Have a Well-Trained Workforce , 2015).  This will result in fewer mistakes which will result in cost savings and better productivity. Chapter 2: Suppose you have been asked to evaluate the effectiveness of the police department in a medium-sized community. Where would you begin? How would you proceed? What effectiveness approach would you prefer? In order to evaluate the effectiveness of a police department in a medium-sized community I would proceed to use the resource based approach which is a model that considers resources as the main key factor to superior firm performance.  For a police department it may be difficult to measure performance since they are very much comprised of teams of specialized units so examining how they are currently using their resources will give a better picture then using one of the other approaches.  Chapter 3: What types of organizational activities do you believe are most likely to be outsourced? What types are least likely? Some of the types of organizational activities that are most likely to be outsourced are manufacturing, technology, and consultants.  In a small business, cutting costs help support the financial health of the business and outsourcing adds to savings.  The top reasons for outsourcing are to (1) reduce and control operating costs, (2) improve company focus, (3) gain access to exceptional capabilities, (4) free internal resources for other purposes, (5) resources are not available internally, (6) maximize restructuring benefits, (7) function difficult to manage or out of control, (8) make capital funds available, and (9) reduce risk.  At the same time, with outsourcing the business may lose control over how services are delivered which then causes more liability.  The types that are less likely to be outsourced are human resources, distribution and finance, and lawyers although the list is much broader than these.  Retaining control over certain parts is necessary because they are too important to outsource.  For example, if a business is facing a difficult situation and need legal representation face to face interactions would be the only way to go. How can/should a biblical worldview be applied? Christians are called to be the light in the world.  This means we are to illuminate God’s spirit everywhere we go and God’s spirit evokes change for the betterment of mankind.  Training and development are the same in relation to business.  In a business, the job of management is to increase in all areas and that includes investing in their employees.  This will give the business a huge advantage against competitors and help them to build a reputation as being the best in their field.  In order to maintain such a reputation will require all members of the team to work together with clear expectations and goals through clear communication.  As Christians, we are to teach others how to live a life called by God by being His representatives on earth.  “But you are a chosen people, a royal priesthood, a holy nation, God’s special possession, that you may declare the praises of him who called you out of darkness into his wonderful light (1 Peter 2:9).  Such a task cannot be done without perseverance and dedication.  One must build a relationship with God through prayer, reading of the word, dwelling in His presence, exercising His teachings in daily life so that the world will know you belong to Him.  God has invested much into us by giving up His Son on our behalf and as ambassadors of the Most High we should be pleased to invest in others as He has in us. References Four Reasons to Have a Well-Trained Workforce . (2015). Retrieved from Tidewater Community College Center for Workforce Solutions: http://www.tccworkforce.org/blog-categories/223-four-reasons-to-have-a-well-trained-workforce Daft, R. L. (2013). Organization Theory and Design. Mason: Cengage Learning. Ingram, D. (2014). Non Profit Organization Vs. Profit Organization. Retrieved from Hearst Newspapers, LLC: http://smallbusiness.chron.com/non-profit-organization-vs-profit-organization-4150.html

Discuss how up-to-date job descriptions can support ethical practices and legal compliance within organizations. Considering the rapid growth and changes within your organization, job descriptions have not been updated for five years. This situation poses a risk not only in terms of legal compliance but also in maintaining ethical standards within the workplace. How do you believe up-to-date job descriptions can help in promoting ethical practices within an organization? Discuss the potential consequences of outdated job descriptions on legal compliance and ethical workplace behavior. 1 PAGE NO MORE THAN 10% PLAGIO ACCEPTED WILL BE SUBMITTED VIA TURNIN IN APA FORMAT 3-4 SCHOLARLY REFERENCES WITHIN THE PAST 5 YEARS ALL WITH DOI# DUE DATE JANUARY 14, 2026

 Review the video and material below then write 2-3 sentences for each of these. Define "Otherness": In your own words, explain what the term "otherness" means to you. Consider how it relates to the ways we perceive and interact with people who are different from ourselves in terms of culture, race, gender, religion, or other characteristics. Personal Reflection: Reflect on your personal experiences with "otherness." How have you encountered it in your life? How did it make you feel, and how did you respond to those situations? Dealing with "Otherness": Describe your approach to dealing with "otherness." What strategies do you use to bridge gaps and foster understanding when you encounter differences? How do you work to create an inclusive environment in your interactions? Who will you take to lunch? Based on the video provided in this module, explain who you would take to lunch and why? What would you want to learn? Material to use to answer above questions https://youtu.be/kZci3eOafK0 https://youtu.be/AsSd2nmoKNA  The concept of “otherness” has been a powerful force throughout human history.    "One of these things is not like the other, one of these things just doesn’t belong” is a song from Sesame Street that has stuck in my head for many years. Although, one might assume it to be harmless, it is a lesson that teaches children to focus on the differences, rather than the similarities. This form of cognitive training teaches us to see people that may be different than ourselves in the same manner, which is that they don’t belong. In all honesty, I have sung this as a joke, when I have been the minority in a certain situation (example: only girl in the room or oldest student in class). From early on, we are socialized to process information this way. Unfortunately, this is a major aspect of how our society works in general. This manner of thinking has caused conflict among diverse groups. More often than not, rather than seeking and identifying a common ground with others, what is observed are the differences that exist in race, gender, sex, ethnicity, religion, social status, education, tax bracket, and even age. When these aspects differ than our own personal and social identity traits we consider the other party a member of the “out group,” without fully processing aspects that could assimilate them to one’s in-group. According to the social dominance theory, if the individual has negative social value this categorizing or separation is done in an attempt to protect the in-group to which we belong and to protect the status and power in the hierarchy along with resources. Identifying and protecting one’s place in all of this seems to be how one is able to identify best with one’s self. Therefore, if an individual has determined that a person is indeed a member of the out-group and considers them a threat, then as social identity theory predicts, the in-group individual will protect their group under these conditions and there is potential for conflict. From early on, we are socialized to also look for those who most resemble ourselves, as we are repeatedly taught to find someone who we have something in common with, as a worthy friend or partner. Why wouldn’t we be encouraged and encourage others to seek out people who are different and that could enrich our lives with more knowledge, open mindedness, more tolerance, and more understanding? This type of motivating factor for choosing our in-group occurs socially and occupationally. Often one’s differences can be an obstacle in opportunities and promotions, particularly if they are not a part of the in-group that those in power belong to. Diversity is present wherever one may turn, in everyday living. Whether it be interactions in school, work, business, finance, in the services we receive, and even at the grocery store. It is only logical that we attempt to find ways to improve inter-group relations. Diversity can present positive and negative opportunities, it appears that the outcome is based on whether stereotypes, prejudice, discrimination communication and or respect are present. One intervention that has supported that the potential exists to improve inter-group relationships is “contact”, where equal, but diverse groups are able to better acquaint and understand each other, through contact and by finding a similar goal to work on (Bikmen, 2011). This intervention can improve bias or discrimination that may have existed. Diversity management in the workplace or helping children de-categorize in school can also improve inter-group relationships, correct biases and stereotypes (Schneider, Gruman, & Coutts, 2012). Geert Hofdtede so eloquently explained cultural diversity as the differences in the “software” in each individual’s mind, (which includes experiences, culture, race, gender, values, socialization) but that we all have the same basic hardware, which is the biological brain (Schneider, Gruman, & Coutts, 2012). With this thought in mind, it should be less of a challenge to consider similarities and attempt to find ways to respect and be considerate of other people’s culture.  It has been suggested that cultural responsiveness is a way to exist within and among diversity and differences. This concept is based on exploring and honoring the differences of others, instead of attempting to change them and “requires openness to the viewpoints, thoughts, and experiences of others” (Williams, 2012). Perhaps, if we can modify our belief system about “otherness” as a negative thing, from the messages we have been taught so early on, about things that are different not belonging (Sesame Street – One Of These Things, 2007) then less conflict would occur. References Bikmen, N. (2011). Asymmetrical Effects of Contav=ct Between Minority Groups: Asian and Black Students in a Small College. American Psychological Association, 186-194. Retrieved September 28, 2015, from http://search.proquest.com.ezaccess.libraries.psu.edu/docview/868623879?accountid=13158 Schneider, F. W., Gruman, J. A., & Coutts, L. M. (2012). Applied Social Psycholgy: Understanding and Addressing Social and Practical Problems (2nd ed.). California: Sage Publicationss. Sesame Street – One Of These Things. (2007, July 1). Retrieved October 2, 2015, from You Tube: https://www.youtube.com/watch?v=etuPF1yJRzg Sesame Street – One of These Things. (2015, Masy 18). Retrieved October 2, 2015, from You Tube: https://www.youtube.com/watch?v=kZci3eOafK0 Williams, L. Q. (2012, December 30). How to Accept and Respect other Cultures. Retrieved October 3, 2015, from HUB Pages:Sociology and Anthropology: http://hubpages.com/hub/How-to-Accept-and-Respect-other-CulturesLinks to an external site.   A piece from an organization The Cultural Mastery posted: How do you deal with otherness? "Humanity is infested with a lethal disease. Fear of the foreign. Uneasiness with otherness. One could argue that during the last decade there has been a growing global trend of Xenophobia. Dealing with otherness appears to be really difficult for many. Years ago some people argued that globalization will alleviate the fear of what people perceive as foreign. Right now we are experiencing the opposite, especially in the so-called developed Western world. Globalization brought us an almost unlimited exchange of goods and services, it didn’t necessarily come with a widespread acceptance of different ideas and worldviews. Turn on the news at any given moment, anywhere in the world, and you will be confronted with reports of violence against people. It is probably safe to assume that one main reason why humans resort to violent behavior is an inability to resolve conflicts with dialog and compromise. And often conflicts arise between people who view each other as being different. Of course, otherness is not the only cause for confrontations, however, often it’s what is foreign that lets people respond with fear. As humans we have a choice in how we react to our environment. We can follow instinct, we can reply based on emotion, or we can use reason and intelligence. When people resort to an aggravating outside impulse with the primal reflexes of fight or flight, there is a chance for a violent response. And even if a person’s reaction to disrupting impulses bypasses the reptilian part of the brain and is processed in the brain’s limbic system (from which emotions and value judgements originate), how we discern a good stimulus from a bad one is based on prior experiences. If those were unpleasant, a hostile reaction is more likely. Our brains record memories of behaviors which produced either agreeable or disagreeable experiences. These experiences shape the value judgments we make – more often than not unconsciously – and they exert quite a strong influence on our behavior. Or, as you will hear me say during training sessionsLinks to an external site.: Don’t believe a word I say. Because everything I say is biased. It is based on my own experience. To overcome this bias, whether it is conscious or unconscious, it is necessary that we increase the number of experiences we have and that we create new memories which will overwrite the old ones. The more pleasant memories we have with otherness the less likely we are to react to the foreign with fear, apprehension, or violence. In our cultural coaching programsLinks to an external site. we facilitate making these new experiences by encouraging the participants to expose themselves to situations in which they will encounter new things and behaviors – actions and manners that differ from what the coachee considers to be “normal.” Stepping outside of the proverbial comfort zoneLinks to an external site. is the best way to learn and to grow as a person. This isn’t accomplished over night, to master one’s flexibility in the face of otherness it takes practice and commitment. It is also not rocket science. To illustrate how easy it can be to challenge your own view of the world, I’ll point you to a TED talk by Elizabeth LesserLinks to an external site., co-founder of the Omega Institute, who says: I’m deeply disturbed by the ways in which all of our cultures are demonizing “the Other” by the voice we’re giving to the most divisive among us. Listen to these titles of some of the bestselling books from both sides of the political divide here in the U.S. “Liberalism Is a Mental Disorder,” “Rush Limbaugh Is a Big Fat Idiot,” “Pinheads and Patriots,” “Arguing With Idiots.” They’re supposedly tongue-in-cheek, but they’re actually dangerous. Now here’s a title that may sound familiar, but whose author may surprise you: “Four-and-a-Half-Years of Struggle Against Lies, Stupidity and Cowardice.” Who wrote that? That was Adolf Hitler’s first title for “Mein Kampf” — “My Struggle” — the book that launched the Nazi party. The worst eras in human history, whether in Cambodia or Germany or Rwanda, they start like this, with negative other-izing. And then they morph into violent extremism. Now, while Lesser’s perspective is guided more by the often contentious dynamics of the political arena, her approach applies just as much to global professionals who face behavioral differences when working and living abroad, or when leading, managing, and motivating across cultures. Lesser’s concept for dealing with otherness is radically simple: Take someone who doesn’t agree with you (or whose different behavior is a challenge for you) to lunch and ask them three questions to find out what’s really in their hearts. In doing so, there are a few guidelines. First of all, decide on a goal: to get to know one person from a group you may have negatively stereotyped. Then, before you get together for lunch, agree on some ground rules. These work well: don’t persuade, defend or interrupt. Be curious; be conversational; be real. Then you go into these questions: 

The strengths, weaknesses, opportunities, and threats (SWOT) analysis is a tool that a company uses when strategic planning. It is used to gather information about the company’s internal strengths, weaknesses, as well as look at external opportunities and threats in the industry. The result of the analysis improves the company's ability to make informed decisions about its strategic direction. In Unit 1 Connect, you learned about factors that a company should consider when evaluating its internal and external environments. For this assignment, apply what you have learned when evaluating the SWOT analysis on Walt Disney. Review Walt Disney’s SWOT analysis in this resource: Walt Disney’s SWOT analysis. Do the following to access the SWOT analysis:  On the main campus page, scroll down and click on "Library." In the Library, scroll down and select "Business Source Complete (EBSCO) database." On the search page, type the key words "Walt Disney SWOT analysis." Select the most recent version of the SWOT analysis to review. Based on the information in Walt Disney’s SWOT analysis, address the following:300-500wds Describe at least 1 strength and weakness that exists in the company. Identify an opportunity that exists in the company’s external environment. Briefly explain how they can capitalize on it. What is one of the threats that the company faces? What can they do to help them mitigate it?