Ethical Values and Behavior
In Chapter 9 of Moral leadership, Tyler asks the question, ?Do ethical values shape behavior in organizational settings?? (Rhode, 2006, p. 213).
Compare and contrast the positions of Tyler and Batson (Chapter 8). Are these thinkers more compatible with Utilitarianism or deontology, and why?
Tip: Self-interest is often included in the list of ethical values. Which other values are central?
Discuss. Murphy?s (2009) article can be useful.
Citations are mandatory. A list of references in APA is preferred practice.

The learning outcomes are critical components of this course; all of them are measurable and in alignment with the course objectives. Students should read and understand each unit?s objectives and how they relate to the assignments and assessment as well as the student?s performance in the course.
Upon successful completion of this week, students will be able to:
1. Examine issues of employee and worker rights including the rights to privacy and just treatment. (Aligns with Course Outcomes 1,2,4,6)
2. Evaluate claims on employer responsibilities to employees, communities, and social needs using ethical theories. (Aligns with Course Outcomes 1,2,3,4,6)
3. Analyze a case study on diversity (ethnic and cultural) and stakeholder rights. (Aligns with Course Outcomes 1,2,3,4,5,6)
4. Evaluate the relationship between ethical values and ethical behavior in organizations. (Aligns with Course Outcomes 1,2,4,5,6)
5. Determine the difference (or not) between self-interest and selfish-interest. (Aligns with Course Outcomes 1,2,3,4,5,6)
Readings
1. Textbooks
Hartman, L. P., DesJardins, J. R., & MacDonald, C. (2013). Business ethics: Decision-making for personal integrity & social responsibility (2nd ed.). New York, NY: McGraw-Hill Companies, Inc Preface: Why a Decision Model?
Chapter 6: Ethical Decision making: Employer Responsibilities and Employee Rights
Chapter 7: Ethical Decision Making: Technology and Privacy in the Workplace
Rhode, D. L. (Ed.). (2006). Moral leadership: The theory and practice of power, judgment, and policy. San Francisco, CA: John Wiley & Sons, Inc. ISBN: 0787982822
Chapter 4: Morals for Public Officials
Chapter 8: Orchestrating Prosocial Motives
Chapter 9: Self-Sacrifice and Self-Interest
Chapter 13: Perspectives on Global Moral Leadership
2. Articles
Driscoll, D., Field, S. & Pendry, L. (2007). Diversity training: putting theory into practice. Journal of Occupational and Organizational Psychology, 80(1), 27-50. (EBSCOHOST Document ID: 24639105).
Murphy, P. (2009). The relevance of responsibility to ethical business decisions. Journal of Business Ethics: Supplement, 90, 245-252. (Document ID: 2051417411).
Selden, S. & Selden, F. (2001). Rethinking diversity in public organizations for the 21st century: Moving toward a multicultural model. Administration & Society, 33(3), 303-329. (ID: 74764451).
Recommended Readings
1. Articles
Jussim, L., Nelson, T.E., Manis, M., & Soffin, S. (1995). Prejudice, stereotypes, and labeling effects: Sources of bias in person perception. Journal of Personality and Social Psychology, 68(2), 228. (Document ID: 4465217).
Mallett, R.K., Huntsinger, J.R., Sinclair, S., & Swim, J.K. (2008). Seeing through their eyes: When majority group members take collective action on behalf of an outgroup. Group Processes & Intergroup Relations, 11(4), 451. (Document ID: 1593494351).
Seger, C.R., Smith, E.R., Kinias, Z., & Mackie, D.M. (2009). Knowing how they feel: Perceiving emotions felt by outgroups. Journal of Experimental Social Psychology, 45(1), 80. Research Library database. (Document ID: 1609154341).

You are to write a 1500 word critically reflective essay which answers the following
question:

ESSAY QUESTION: "How will my personal ethical values shape and impact on my professional ethical positions when I enter my profession as a counselor?"

- Discuss the value of being non-judgmental and respect, and how it can impact on my professional ethical position, more specifically: counselling a criminal and how it would be difficult to be non-judgmental in that situation, also respecting a criminal would be difficult.
- In addition to non-judgmental and respect ethical code, discuss the consequences if I as a counselor did not have these values, what ethical dilemmas could occur.
- discuss the ethical code of integrity in counselling, and how that can impact my professional position.
- Discuss the ethical code of confidentiality in counselling, and how personal values can impact the ethical code of confidentiality.

PLEASE USE AUSTRALIAN ASSOCIATION OF COUNSELLING ETHIC CODES ONLY.

Assessment Criteria ??" for critically reflective essay
1. Succinct resposne to question:
- Awareness of how the personal is reflected in the professional (5)
- Understands the importance of being able to put forward a reasoned ethical position in professional situations (5)

2. Sound format:
- Well structured, logical and concise paper (1st
person is acceptable) (5)
- Evidence of reading beyond set texts and appropriately referenced
- APA referencing only.
- Only use Peer reviewed journal articles, and peer reviewed books.

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Part 1 - Annotated Bibliography
Please create annotated bibliography from the attached articles.

Part 2 - Reflective Diary - The Internet and Ethical Values (2 pages minimum)
Please create record of reflections about experiences, attitudes, opinions, and feelings in relation to the information technology (IT) and cyber ethics. Provide thoughts, feelings, ideas, and emotions.

Please consider these ideas:

The impact of the constraints on cyberspace use and the impact of core moral values.
The philosophy of technological realism and moral theories.
The implications that moral theories have on ethical decision making.

Thank you.
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Customer is requesting that (paulsolo3414) completes this order.

Instructions:

1.Review the ethical decision-making scenarios attached below.
2.Each scenario has a word minimum of 1000 words.

SCENARIOS:
1. A medical imaging professional, whom coworkers and the supervisor suspect of having an alcohol problem, appears at work with an alcohol smell on his breath, compromised gait, and slightly slurred speech. The supervisor pulls him aside, specifically identifies the signs he has outwardly observed, reminds the employee that, according to the substance abuse policy, this is grounds for drug testing, and requests that the employee undergo a blood test. The employee refuses to cooperate with his request. Is this insubordination, or would the testing be a violation of the professionals rights?

2. A medical imaging professional who works for a mobile imaging company is given a company-owned vehicle to drive as part of his employment contract. The company begins receiving complaints from several of their clients that this professional is drinking on the job, and is also suspected of snorting cocaine while working. One day after work, a representative for the company goes to his house, when the company car is parked and requests to search the vehicle. The medical imaging professional refuses the request. Is this an ethical issue, a legal issue, or both? Who is right? Can an employee refuse to cooperate without risking being charged with insubordination or another similar policy violation?

The following guidelines will be used to submit your project:

Use this modified Dowd Model:
Dowd Model Step-by-Step Approach to Ethical Decision Making

Society is asking for greater accountability from all professionals12.Hence, the greater need for education and training in resolving ethical problems in the workplace. In the allied health sciences, authors like Patterson and Vitello12, Golden13, Purtilo5, and Dowd14 have presented simple step-by-step processes to assist in ethical decision making.
The Dowd Model specifically addresses ethical problem solving as it relates to those in the medical imaging profession. It consists of six steps. These steps have been adjusted for your use in responding to the hypotheticals below. Please address each of these issues in your responses.
Step 1??"Assessment of the Problem what is the ethical context in which this situation occurred? This requires a determination as to which type of ethical problem is occurring (ethical dilemma, ethical dilemma of justice, ethical distress, or locus of authority issue).
Step 2??"Isolation of the Issues At this point, issues that are significant to the situation must be separated from those that are insignificant. A determination as to what values should be maximized should also be made. Consideration must be given as to which of the ethical principles are involved, which patient rights are being compromised, if any, and which principle or area of your professional code of ethics or conduct covers your behavior in situations of this type. You should also address the ultimate meaning of the problem for the people involved. What are the long term interests to be considered for the employee, patient, doctor, or hospital. Why should we care about this problem?
Step 3??"Analysis of the Data In this step, all pertinent information should be separated from pure conjecture. Only facts as they relate to the problem should be examined; all other issues should be deleted. List the facts and assign them under headings such as, but not limited to, the following:

Ethical value promoted or compromised

Rights of the patient violated or supported

Your particular medical imaging professional code of ethics or conduct violated or supported

Institutional policies and/or procedures upheld or desecrated
Step 4??"Development of a Plan of Action In this step, a decision should be made as to what options are available to solve the problem. Remember, you can only do one thing at a time, so a choice must be made. It should, of course, be the best ethically, from all the available alternatives. Here you should be listing all the possible options of what could be done.
Step 5??"Institution of the Plan At this step, proceed with your solution. Go ahead and do it. Hopefully, you have made the correct decision based on the due process provided in steps 1 through 5. Obviously you will not be able to actually institute the plan. However, you should choose from among the plans you outline in Step 4. Make sure to explain why you think the chosen plan of action is the best.


Thank you! :)
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Research must include:

At least 2 books or chapters from 2 books

At least 2 articles from well-respected national or international newspapers/magazines, including the New York Times, Wall Street Journal, Newsweek, etc.

At least 2 articles from academic journals

At least 2 articles from trade or industry publications (i.e. Variety, Hollywood Reporter, etc.)

At least 2 of these sources should have been published since January 1, 2004

At least 2 of these sources should have been published before January 1, 2000

Use MLA format for citations. Include bibliography at end with centered heading BIBLIOGRAPHY at top of page. Individual sources are single-spaced in hanging-indent form, with a double space between each source.

Login info for school's databases: http://www.stthomas.edu/libraries/

Username - JMRICKEY
Password - UNinvited123

Prefer well-established and recognized journals and periodicals in the field of mass communication, as well as books, over Internet sources that may be questionable as to reliability and accuracy.

ASSIGNMENT INSTRUCTIONS:

What are the ethical values associated with the portrayal of women in horror movies? Include a summary of the broad ethical issue and the context surrounding it, using the secondary sources to support the information and ideas presented.

Should be 6-7 pages double-spaced answering the "What are ethical values associated with..." question above.

You should address the following:

What is the history of this issue? What are the noteworthy cases involving the issue?

Why is this an ethical issue? (That is, what is the conflict of equally compelling, competing ethical values, loyalties, duties, and/or principles?)

Why is this issue important and worthy of investigation? (That is, what are the key insights from the secondary research that demonstrate the crucial nature of this issue?)

What is the status of your issue according to professionals in the field? What do critics and supporters have to say? (Be sure to include two sides of the issue, if not more)

What examples and/or details are useful to illustrate this ethical conflict? Be sure to cite them.

What are the relevant codes of ethics and/or professional guidelines (i.e. MPAA film ratings, in this case) on this issue? What is the relevant ethical theory (i.e. Kant's Categorical Imperative, Mill's Utilitarianism, Rawls Distributive Justice, Aristotle's Virtue Ethics, Aquinas' Natural Law, Communitarianism theory, Principle of Double Effect, etc.)? Briefly use at least two ethical theories here, making certain to cite them.

a one-page paper on each of the Core Ethical Values. The format for the paper is as follows:

a. A researched discussion of the value: Review of journal article or book chapter (no dictionary definition or Wikipedia). You must cite your source.
b. A personal opinion/view of the role/application of the value
c. A work place impact/relationship. What is the role of the core value in the work place? How does it impact you as a professional? How would you apply it in the workplace?
*Short paper format:
Review of journal article or book chapter
? Personal view(s)
? Workplace application
Your paper MUST be clearly labeled according to the three parts above (a, b, and c). Failure to follow the instructions will result in a grade of zero.

Paper on Pron and cons of Criminal DNA Data Banks and the Privacy issues to citizens. The pros and cons must include the ethical values behind their postions and provide some resolution factors and how they were obtained.

Case Analysis Paper

Students will each select a public policy issue that deals with value conflicts and suggest an alternative that can resolve the value conflicts. Then each student is to write a 6 page paper that contains 5 chapters:

1. Introduction (Identification of the public or private issue that will be addressed, background information about the issue, identification of the opposing parties (actors), identification of the positions of the opposing parties).

2. Value Conflicts: Identification of the value(s) behind the opposing positions. Conflicts between the opposing values, and discussion of the value conflicts

3. Policy Alternatives. Description of the proposed policy alternatives that can resolve or mitigate the value conflicts between the opposing values (What they are and who proposed them).

4. Resolution of the Issue and Value Conflicts (Description of how the proposed alternatives address the problem of value polarization (value conflict) around the issue, Assessment of the policy alternatives, recommendation of a policy alternative that can address the value conflict).

5. Conclusions (Brief summary of the paper, statements about any remaining unresolved aspects of the issue, future directions of the issue, statements about what has been learned by going through the case analysis paper writing process, other concluding remarks).

(In a nutshell, provide some background information about that topic, identify the opposing positions regarding the topic (along with identifying those who advocate the specific positions), identify the values that are behind those positions, identify the policy alternatives that are being considered by those who hold those opposing positions, assess those policy alternatives, and recommend a policy alternative that can address the value conflicts).

WILL BE E-MAILING ADDIIONAL INTERNET RESOURCE SPECIFIC DNA INFORMATION AND LEGISLATION

TOPIC: Ethical Issues facing the Army Leadership Today
NARROW TOPIC: The public?s view of Army leadership?s unethical conduct is a snapshot of the ethical problems facing the Army today.
THESIS: Today organizations strive to be viewed by the public as the greater good, using their influence and power to illicit positive change. When the ethical values of the Soldier aligns with the ethical standards of the Army that synchronization establishes a shared value system guiding the organization through conflict or peace time.
OUTLINE:
I. Individual Ethics
A. Ethical dilemmas faced through the stages of life
B. Psychological effects of ethical and unethical decisions
II. Ethical Influences Impact on Individuals
A. Group dynamics and personal values
B. Medias effect on organizational culture
III. Ethics in combat operations
A. Establishing strong ethical culture in organizations
B. Organizational ethics and supervision techniques
IV. Integration of Ethics and the Ethical Decision making process
A. Establishing organizational values and beliefs
B. The effects of a decentralized values system and the direction of an organization
V. Conclusion (The synchronization of Organizational and Individual Ethics in the Army)

Please check out the added resources and solve these questions (if a length requirement is assigned to an exercise, it will be clearly specified):

1. Is business ethics a contradiction in terms?

Pay particular attention to the Help Henry exercise and Alan Greenspans Harvard Commencement Speech. You are not obligated to agree with any perspectives in the Help Henry exercise or Mr. Greenspans speech, but you are expected to consider the question with care; state a clear conclusion; and support your conclusion with convincing arguments.

2. Are there any values or virtues necessary for free economies to flourish? If so, what are they? How can they be fostered?

3. Do Americans share any ethical values? If so, what are they?

4. The Declaration of Independence refers to the pursuit of happiness. Should the word pleasure be substituted for happiness? Why/Why not? Explain your answer.

5. Agree or disagree with the following comment from a student found responsible for cheating. Be sure to explain your answer:

Q. Is engaging in cheating fair to honest students?

A. I dont think of it like that. I know some students do. But the attitude is generally, this is the way it is. When they work, a lot of these kids, either their fathers work in business, whatever they do, they get a shortcut??"the other guy doesnt. Thats the way I look at it. If Im sharp enough to know the right people to get what I need, and hes not, then thats the point of the whole thing.

6. Read the Sample Dialogue: A case of cheating and answer questions G (1), (2), and (3), referring to the appropriate question number and letter at the beginning of your answer.

G (1). What do you find convincing in the dialogue? Why? What is unconvincing? Why?

G (2). On a scale of 1 ??" 10 (10 being excellent), how would you rate the dialogue? Please explain your answer.

G (3). Pick any one of the deans answers or comments in the dialogue. Rewrite the answer or comment to reflect a better argument, from the deans point of view.

7. What is the single most important thing the University can do to promote academic integrity on campus? Please thoroughly explain your answer.

8. Do you agree or disagree with Professor Couser, author of the Dear Plagiarist article. Why? What are two main points he is trying to communicate to students in this article.




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Students will apply the major learning presented in the book, Defining Moments by Joesph L. Badarraco, Jr., to the reflection questions. Assessment will be based on the ability to integrate to major points on the book with various course materials and personal experiences.

Reflection Questions:

This paper should be approximately 5 - 6 pages long and submitted in proper APA format. Although this paper will reflect your comprehension of the book, Defining Moments, it is also a culminating assignment for this course. This paper is both personal and research based, so feel free to write in the first person ("I"). Including quotes from other scholars will also make this a richer paper. The following outline will assist you in preparing this paper:

1. What are the influences that have shaped your ethical values?

2. How do your personal influences and your defining moments impact your decision making in the workplace? Remember, Badaracco (1997) states that defining moments have three elements: revealing, testing, shaping (57).

3. Some defining moments/influences may hinder our decision-making capabilities at work. What can we do to balance that or overcome that?

For example, if one of my defining moments was the 9/11 tragedy which caused me to adopt a more "live for today" attitude, perhaps I am now willing to take greater risks in my new "live for today" mission. Could I be taking greater risks on behalf of my organization as a result? Is that appropriate? (This is just an example, it is not necessary to discuss 9/11 in your paper.)

4. How does understanding my ethical influences, defining moments, and decision-making style impact me as a leader and manager?

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Discuss each of the major repositories of ethical values and explain the contribution of each to the ethical environment of business.
2 pages, Double spaced, 12 point font
Heading should have Name (Ryan Evans) and Date (March 18th,2002)
I will fax some pages out of the book that you will need later today.

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Please write a 2 page discussion paper and include the References page


Organizational Foundations
As you strive to grow in your leadership skills and abilities, you will likely find that your motivation and areas of focus are influenced by the context in which you work. In a similar vein, your commitment to developing professionally can contribute toward organizational effectiveness.
To that end, it is critical to recognize the importance of organizational culture and climate. In particular, through this weeks Learning Resources, you may consider several questions: How do an organizations mission, vision, and values relate to its culture? What is the difference between culture and climate? And, how are these manifested within the organization?
For this Discussion, you explore the culture and climate of your current organization or one with which you are familiar. You also consider how the organizations mission, vision, and values are conveyed through decisions and day-to-day practices.
To prepare:
Review the information related to planning and decision making in health care organizations presented in the textbook, Leadership Roles and Management Functions in Nursing. Consider how planning and decision making relate to an organizations mission, vision, and values, as well as its culture and its climate.
Familiarize yourself with the mission, vision, and values of your organization or one with which you are familiar. Consider how these are supported, or demonstrated, through the statements and actions of leaders and others within the organization. In addition, note any apparent discrepancies between word and deed. Think about how this translates into expectations for direct service providers. Note any data or artifacts that seem to indicate whether behaviors within the organization are congruent with its mission, vision, and values.
Begin to examine and reflect on the culture and climate of the organization. How do culture and climate differ?
Why is it important for you, as a masters-prepared nurse leader, to be cognizant of these matters?
Post on or before Day 3 a description of your selected organizations mission, vision, and values. Describe how these are evidenced??"or perhaps appear to be contradicted??"in the words and actions of leaders and others in the organization, noting relevant data or artifacts. In addition, discuss the organizations culture and its climate, differentiating between the two. Explain why examining these matters is significant to your role as a nurse leader.

Foundations of an Organizational and Organizational Assessment: Program A Program Transcript
[MUSIC PLAYING]
JOAN M. MARREN: I've worked for Visiting Nurse Service of New York for over 30 years. I've worked there through transit strikes, through blackouts, through blizzards, and through 9/11. There has never been a crisis in which our staff have not made themselves available to deliver care, regardless of the emergency circumstance.
I think in home health and community nursing, the family unit is the target, so to speak, of our intervention. It's not just the individual patient, and I think that's really important. We have to provide a certain kind of service to the individual around their diagnosed health care problem, let's say, but that individual exists within the context of the family.
And that family influences the choices that that individual may or may not make about their health care problem, and, to some extent, even the larger community does. So if, for example, in the area of diet. If we are trying to encourage a diabetic, or a patient with heart failure, to incorporate certain dietary choices into their daily meal plan, but in the larger-- either in the family there isn't adequate support for that, or in the larger community it's very difficult for them to get access to fresh fruits and vegetables. That will impact, ultimately, our success in accomplishing this kind of change, or the way in which that individual is able to manage the health problem on an ongoing basis.
Behavioral change, I think, is, to a large extent, dependent upon a relationship. And so one of the basic tenets, if one is to begin to have a prayer, so to speak, of attempting to influence behavior, it has to be through the development of a trusting relationship. So a trusting relationship is also dependent upon an element of time.
It's difficult to develop trust if your opportunity for interaction with an individual or family is so severely limited that you can't get to know each other. So there has to be a certain time that you have to build trust. I think secondly, for behavior to change, the kind of interaction that takes place has to be consistent with the values and beliefs of the individual whose behavior you're attempting to modify in some way.
So that really understanding those values and beliefs is important, and understanding how they might affect an individual's choices about health care, about diet, about end of life care, for example, are really important variables in successful behavioral change. And that has to do with, I believe, recruiting staff members who share the culture and the beliefs and have greater likelihood of
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being acceptable in the home or in the community to this population group. I think it means connecting with influences in the community, such as religious groups, political groups that might be representative, or individuals that might be representative of that group. And leveraging their influence in such a way that the health care needs are addressed more consistently with the beliefs of the population.
[SPEAKING FOREIGN LANGUAGE]
We actually have a kind of a satellite, what we call the Chinatown Community Center, where people can walk in and request services of our organization, but where we also conduct blood pressure screenings, health education classes, during the season flu immunization, and so on. And are sort of very much a part of that community and visible in the community, networked with health care providers and community-based organizations, so that we are seen as a resource there. And then when people need home health care, for example, they would access it through us and would be willing to bring an organization like ours into their lives in a whole variety of ways.
So what we have done, as an organization, again, both at the individual nurse level and at a programmatic level, is to really understand what are those beliefs? What are those barriers? And what do we need to do, as individual practitioners and as a health care provider, more broadly, to make those services more accessible?
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Foundations of an Organizational and Organizational Assessment: Program B Program Transcript
KEVIN F. SMITH: Our vision, I think, is over time to be able to look at that community, look at that public, and say to them, if you come here we'll keep you safe. We'll keep you from being harmed when you're under our care. That's really our vision. And if we do that, and we do it well, we believe that all of the other elements of what one might call a business plan, a strategy, will largely fall from that, take care of themselves.
Our mission is to promote the health of the people. There are about 500,000 people who live in our service area. And when their health is threatened or it fails them, to help them address that and take care of it. That's our mission over time, to promote that health and to take care of it when it goes away in some fashion.
NURSE: Gonna strap them down. And then I'm even gonna put lead on it.
KEVIN F. SMITH: I believe what contributes to that is a shared and deep commitment on the part of everybody who works here, all 2,600 people, to that vision and that mission. The belief that they are doing good work on behalf of the community, and those community members are their family members. They are their neighbors.
I think what the staff here does day in and day out, in interaction after interaction, is make it personal. They treat one another, and more importantly, they treat patents and families like they would want to be treated, like someone who they care about would want to be treated.
Our decision making structure here tends to be very decentralized. We believe across our management team quite strongly in the power of enabling everybody in the organization. We have a saying that we use around here frequently that we don't practice administration here, we practice medicine.
And those of us who work in support and management and leadership type positions, I think we take the opportunity to constantly remind ourselves that our job is to remove barriers and enable the folks who work at the bedside delivering patient care, and those who support that effort, to allow them to do their job, give them the resources. So I think an awful lot of that is about empowering people to do their best at doing their job.
RUTH: Good morning, greeter desk. Ruth speaking. Yes. OK, I'll connect you. Thank you.
KEVIN F. SMITH: For all of the bricks and mortar and all the technology that characterizes this hospital and all of today's hospitals, this is still at its core a
2012 Laureate Education, Inc. 1
people business. And we try to adopt that approach and use it. Not just in our interactions with patients, but as we relate to problems that need to be solved, issues that need to be addressed, as we work as a team within the organization, employee to employee.
2012 Laureate Education, Inc. 2
Foundations of an Organizational and Organizational Assessment: Program B Program Transcript
KEVIN F. SMITH: Our vision, I think, is over time to be able to look at that community, look at that public, and say to them, if you come here we'll keep you safe. We'll keep you from being harmed when you're under our care. That's really our vision. And if we do that, and we do it well, we believe that all of the other elements of what one might call a business plan, a strategy, will largely fall from that, take care of themselves.
Our mission is to promote the health of the people. There are about 500,000 people who live in our service area. And when their health is threatened or it fails them, to help them address that and take care of it. That's our mission over time, to promote that health and to take care of it when it goes away in some fashion.
NURSE: Gonna strap them down. And then I'm even gonna put lead on it.
KEVIN F. SMITH: I believe what contributes to that is a shared and deep commitment on the part of everybody who works here, all 2,600 people, to that vision and that mission. The belief that they are doing good work on behalf of the community, and those community members are their family members. They are their neighbors.
I think what the staff here does day in and day out, in interaction after interaction, is make it personal. They treat one another, and more importantly, they treat patients and families like they would want to be treated, like someone who they care about would want to be treated.
Our decision making structure here tends to be very decentralized. We believe across our management team quite strongly in the power of enabling everybody in the organization. We have a saying that we use around here frequently that we don't practice administration here, we practice medicine.
And those of us who work in support and management and leadership type positions, I think we take the opportunity to constantly remind ourselves that our job is to remove barriers and enable the folks who work at the bedside delivering patient care, and those who support that effort, to allow them to do their job, give them the resources. So I think an awful lot of that is about empowering people to do their best at doing their job.
RUTH: Good morning, greeter desk. Ruth speaking. Yes. OK, I'll connect you. Thank you.
KEVIN F. SMITH: For all of the bricks and mortar and all the technology that characterizes this hospital and all of today's hospitals, this is still at its core a
2012 Laureate Education, Inc. 1
people business. And we try to adopt that approach and use it. Not just in our interactions with patients, but as we relate to problems that need to be solved, issues that need to be addressed, as we work as a team within the organization, employee to employee.
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Nurses practicing in today's healthcare environment are confronted with increasingly complex moral and ethical dilemmas. Nurses encounter these dilemmas in situations where their ability to do the right thing is frequently hindered by conflicting values and beliefs of other healthcare providers. In these circumstances, upholding their commitment to patients requires significant moral courage. Nurses who possess moral courage and advocate in the best interest of the patient may at times find themselves experiencing adverse outcomes. These issues underscore the need for all nurses in all roles across all settings to commit to working toward creating work environments that support moral courage. In this manuscript the authors describe moral courage in nursing; and explore personal characteristics that promote moral courage, including moral reasoning, the ethic of care, and nursing competence. They also discuss organizational structures that support moral courage, specifically the organization's mission, vision, and values; models of care; structural empowerment; shared governance; communication; a just culture; and leadership that promotes moral courage.
Key words: ethical work environment; shared governance in nursing; professional practice models; leadership; evidence-based leadership; moral development; moral courage; organizational empowerment; support for moral courage; the ethic of care
"Our lives begin to end the day we become silent about things that matter." (Martin Luther King, Jr.; Barden, 2008, p. 16).
Morally responsible nursing consists of being able to recognize and respond to unethical practices or failure to provide quality patient care. Moral distress has been defined as physical and/or emotional suffering that is experienced when internal or external constraints prevent a person from taking the action that one believes is right (Pendry, 2007). Ethical dilemmas in practice arise when one feels drawn both to do and not to do the same thing. They can cause clinicians to experience significant moral distress in dealing with patients, families, other members of the interdisciplinary team, and organizational leaders. Nurses experience moral distress, for example, when financial constraints or inadequate staffing compromise their ability to provide quality patient care. These situations challenge nurses to act with moral courage and result in nurses feeling morally distressed when they cannot do what they believe is appropriate (Cohen & Erickson, 2006). Nurses who consistently practice with moral courage base their decisions to act upon the ethical principle of beneficence (doing good for others) along with internal motivation predicated on virtues, values, and standards that they believe uphold what is right, regardless of personal risk.
Ethical values and practices are the foundation upon which moral actions in professional practice are based. Morally responsible nursing consists of being able to recognize and respond to unethical practices or failure to provide quality patient care. The foundation of quality nursing care includes nurse practice acts, specialty practice guidelines, and professional codes of ethics. Familiarity with these documents is necessary to enable nurses to question practices or actions they do not believe are right. Although a code of ethics and ethical principles can guide actions, in themselves they are not sufficient for providing morally courageous care. Moral ideals are needed to transcend individual obligations and rights. The moral commitment that nurses make to patients and to their coworkers includes upholding virtues such as sympathy, compassion, faithfulness, truth telling, and love. Nurses who act with moral courage do so because their commitment to the patient outweighs concerns they may have regarding risks to themselves.
Deciding whether t act with moral courage may be influenced by the degree of conflict between personal standards and organizational directives; by fear of retaliation, such as job termination; or lack of peer and/or leadership support. In this manuscript the authors begin by describing the concept of moral courage. Next they explore personal characteristics that promote moral courage, including moral reasoning, an ethic of care, and nursing competence. Organizational structures that support moral courage, specifically organizational mission, vision, and values; models of care; structural empowerment; shared governance; communication; a just culture; and leadership are addressed.
Moral Courage in Nursing
Nurses who act with moral courage do so because their commitment to the patient outweighs concerns they may have regarding risks to themselves. Packard and Ferrara (1988) proposed that nursing is comprised of four components. These components include: (a) taking the right actions to effect health promotion and quality of life; (b) possessing the knowledge and skills necessary to discern when and when not to respond; (c) knowing what the appropriate action(s) should be; and (d) demonstrating a willingness to act, thus supporting the ethical principle of beneficence. Nurses who are morally courageous are able to confidently overcome their personal fears and respond to what a given situation requires; they act in the best interests of their patients (Day, 2007). Nurses who exhibit moral reasoning and act with moral courage demonstrate a willingness to speak out and do that which is right in the face of forces that would lead a person to act in some other way (Lachman, 2007).
Sekerka and Bagozzi (2007) have asked "What induces people to act in morally courageous ways as they face an ethical challenge in the workplace?" (p.132). They noted that nurses practice with moral courage when they confront situations that pose a direct threat to care. For example, the nurse who questions discharging home a hospitalized frail elder who lacks the appropriate level of home care services and resources, thus jeopardizing the patient's safety and wellbeing, is acting with moral courage. This nursing response is based upon a commitment to serve and advocate for patients and the profession.
Kidder (2005) has argued that an individual who acts with moral courage is committed to moral principles, cognizant of the actual or potential risk that upholding those principles may require, and willing to endure the risk. Nurses can help their colleagues develop moral courage by reaffirming their colleagues' strengths and resolve, taking risks in helping to confront obstacles, possessing vision, remaining focused and disciplined toward the intended outcome(s), and taking actions that may go against the status quo but are necessary to do what is virtuous and principled (Walston, 2003).
Purtilo (2000) identified moral courage as a necessary virtue for healthcare professionals, one that enables them to not only survive but to thrive in changing times. Purtilo noted that morally courageous individuals respond to situations that incite fear and anxiety without knowing the end result of their response because they believe in doing what is morally right. The nurse on a general medical unit, for example, who confronts the physician who is reluctant to transfer an acutely ill patient in need of intensive care to the ICU, is acting with moral courage so as to provide safe care for the patient. Purtilo stated that "a rich understanding of care includes creativity, faithfulness to one's moral foundation, and a focus on the full significance of a situation" (p. 5). Practicing with moral courage responds to the call to act with moral conviction, even when the human tendency would be to act in ways that are incongruent with one's convictions when one perceives that personal security is endangered (Purtilo).
Personal Characteristics that Promote Moral Courage in Nursing
Nurses can enhance their ability to demonstrate moral courage in nursing by advancing their moral reasoning skills, nurturing their personal ethic of care, and enhancing their professional and cultural competence. Each of these behaviors will be discussed below.
Moral Reasoning
Kohlberg's theory of moral development provides a useful framework for understanding how one's personal ability to make moral judgments is influenced over time by personal development, knowledge acquisition, experience, and the environment (Cohen & Erickson, 2006; Ketefian & Ormond, 1988). Individuals at the highest level of moral development use their conscience to determine the right course of action by independently examining and delineating moral values and principles rather than by relying on group norms (Ketefian & Ormond, 1988). Ethical environments are characterized by shared decision making, taking responsibility for the consequences of one's actions, and utilizing opportunities for collective participation that empower individuals to develop higher levels of moral judgment (Ketefian & Ormond, 1988; Murray, 2007). Nurses who work in ethical environments are "aware of an ethical culture" (Murray, 2007, p. 48). They understand their role responsibilities and how an ethical environment supports their identification of ethical issues and concerns. They engage in meaningful ethical discussions (Murray, 2007).
The Ethic of Care in Nursing
The ethic of care is characterized by attentiveness, responsibility, competence, and responsiveness. The 'ethic of care' is not a set of rules and principles. Rather, it is a way of practicing that requires specific moral qualities that facilitate taking the right action (Tronto, 1994). The ethic of care is characterized by attentiveness, responsibility, competence, and responsiveness. Resulting actions include caring for, emotionally committing to, and being willing to act on behalf of a person with whom one has a significant relationship (Beauchamp & Childress, 1994). Nursing practice that includes the ethic of care promotes moral courage. Moral courage is enhanced in situations in which the ethic of care is present as evidenced by building consensus, promoting interdisciplinary collaboration, and positively influencing outcomes that support rather than oppose moral decision making (LaSala, 2009). Consider, for example, a nurse caring for a patient with invasive ductal breast carcinoma and spinal metastases who desires to die at home surrounded by family and assisted by a hospice team, but whose husband is hesitant about taking his wife home, fearful that he will be unable to manage her care. The nurse acts with moral courage by advocating for the patient's wishes, despite the palliative care physician's recommendation that the patient remain hospitalized given the probability of imminent death. Through effective communication and collaboration with the physician, the nurse is successful in facilitating the patient's discharge home with patient-controlled analgesia and hospice care, thus responding to the patient's wishes (LaSala, 2009). The moral qualities associated with the ethic of care enable nurses to care for patients and families during times of sickness and uncertainty, provide the inner motivation to do what is right and good, and demonstrate moral courage both within the context of patient care and from the perspective of the nurses' collegial, collaborative relationships with other healthcare professionals.
Nursing Competence
Professional competence is a prerequisite for providing morally responsible care. The elements of a profession, such as formal education based on theoretical knowledge, a code of ethics, professional organizations that guide practice, and the provision of necessary service to society (Miller, Adams, & Beck, 1993), all serve to develop professional competence. Standards for ethical conduct are also necessary in order to provide morally responsible care (Maraldo, 1992).
Leininger (1991) defined transcultural nursing as a humanistic and scientific area of formal study and practice focused upon similarities and differences among cultures with respect to human care, health, and illness that are related to cultural values, beliefs, and practices (norms). These norms include the way rights and protections are exercised, and even what is considered to be a health problem (United States [U.S.] Department of Health and Human Services, 2001). Nurses need to understand and appreciate inherent similarities and differences not only locally, but regionally, nationally, and worldwide as well. In order to provide morally competent care that respects individual values and needs, it is imperative that nurses examine their own health-related values and beliefs, as well as those of the healthcare organization in which they work; it is only then that they can support the principle of respect for persons and provide the ideal of transcultural care (Bjarnason, Mick, Thompson, & Cloyd, 2009).
Organizational Structures that Support Moral Courage
McClure, Poulin, Sovie, and Wandelt (1983) observed that certain healthcare organizations seemed better able to withstand pressure on their professional environments, experiencing less upheaval and producing higher quality patient outcomes with lower morbidity and mortality rates than 'average' healthcare organizations. These same institutions showed remarkable resilience in limiting turnover and maintaining patient and staff satisfaction. These observations resulted in nursing's recognition of Magnet hospitals, a designation that recognizes organizations in which nurses want to work and patients find healing environments (Aiken & Salmon, 1994; Aiken, Smith, & Lake, 1994; American Nurses Association (ANA,) 1998). It was noted that these organizations have in place a number of structures that enhance the quality of the care provided as well as the working environment. Structures that are described below help create the context for actualizing moral courage in nursing.
Mission, Vision, and Values
Creating the foundation for an environment that fosters moral courage among nurses requires that all stakeholders have a clear understanding of the organizational mission, vision, and values, as well the philosophy of the nursing department (Lachman, 2009). Clearly stating and supporting the mission, vision, and values sets the tone for the work of nursing in the organization, pictures a state that implies a commitment to organizational improvement, and suggests the types of activities that will ensure that the organization reaches those goals. Developing a nursing philosophy allows the organization to define itself not only to its internal community, but to its external community as well.
A nursing philosophy describes professional behaviors that hold nurses responsible and accountable for exercising moral courage when acting to achieve the organization's mission and vision. According to Shirey (2005) "clarity in an organization's mission, vision, and values is key to effective management in today's increasingly complex healthcare environment. To clearly articulate mission, vision, and values, employees must experience consistency between what is espoused and what is lived" (p. 59).
Models of Care
Professional practice models include reward and recognition systems acknowledging performance improvementalong with empowerment and engagement in the workplace. Another aspect of professional nursing that promotes moral courage in the workplace includes a professional model of care that exemplifies nursing's goal of enhancing the lives of patients and colleagues. The American Nurses Credentialing Center (AACN) (2008) has defined a professional practice model as the driving force of nursing care; a schematic description of a theory, phenomenon, or system that depicts how nurses practice, collaborate, communicate, and develop professionally to provide the highest quality of care for those served by the organization (e.g. patients, families, and community). Professional practice models illustrate the alignment and integration of nursing practice with the mission, vision, and values that nursing has adapted. Fasoli (2010) has noted that autonomy, accountability, professional development, emphasis on high quality care, and delivery models that are patient centered, adaptable, and flexible provide a framework for professional practice models in nursing. Professional practice models include reward and recognition systems acknowledging performance improvement, and nurses' commitment to uphold high standards of practice predicated on a strong value system, moral courage, and quality professional relationships, along with empowerment and engagement in the workplace.
Structural Empowerment
In her theory of structural power in organizations Kanter described four structural factors within organizations that lead to empowerment (Kanter, 1983; Matthews, Laschinger, & Johnstone, 2006). She explained that employees who (a) have access to information; (b) receive support from organizational leadership, subordinates, and peers; (c) are given adequate resources to do the work; and (d) have opportunities for personal and professional development are empowered to contribute to achieving organizational goals (Matthews et. al., 2006; Ning, Zhong, Libo, & Qiujie, 2009). Empowerment may come from within, collectively as in work groups, or from the work environment (Manonlovich, 2007). Nurses who are empowered take control of their practice and participate in decision making at the point of care, thus strengthening a professional practice model and promoting positive patient care outcomes.
An example of this empowerment would be that of Nurse M, who heard other nurses on the unit discussing how patients assigned to Nurse J had recently complained of not receiving pain medication when requested. The nursing staff had recently observed notable changes in Nurse J's behavior as evidenced by being unwilling to help out, less engaged, and easily angered. One evening after receiving report from Nurse J, one of Nurse M's patients stated to her that he was in acute pain and had not received any pain medication from the nurse on the previous shift. Upon reviewing the patient's medication record, Nurse M found that Nurse J had documented that the patient received narcotic analgesia every four hours that shift. This information was also recorded in the unit's automated medication system. The following day, Nurse M discussed her findings with her nurse manager, who has a reputation for supporting, developing, and empowering her staff. Nurse M did this not only out of concern for that patient's safety and wellbeing but also because of her compassion for Nurse J whom she had known in the past as a trusted colleague and competent nurse. The nurse manager recognized Nurse M's moral courage in coming forward, and spoke with Nurse J who became emotionally distraught, admitting to drug diversion and problems with substance abuse. Although Nurse J resigned her position, the nurse manager continued to offer her support and resources to assist in her rehabilitation. Organizational factors, such as those described in this example, including open and supportive leadership, adequate resources, and professional development empower nurses to act and promote moral courage in the workplace.
Shared Governance
Shared governance promotes collaborative decision making and shared responsibility; it empowers nurses to act with moral courage by taking ownership of their practice at the point of care. Shared governance has been described as "a managerial innovation that legitimizes nurses' control over practice, extending their influence into administrative areas previously controlled only by managers" (Hess, 2004, p. 2). Research has demonstrated several positive outcomes of shared governance, including increased nurse satisfaction and retention and a more motivated, engaged nursing staff (Bretschneider, Glenn-West, Green-Smolenski, & Richardson, 2010). Work environments in which shared governance is firmly embedded facilitate active involvement of frontline staff in the creation of a professional practice model that promotes quality patient care outcomes.
Practicing in a shared governance envirnment enables the nurse to act with moral courage when aggressive treatment of a patient based on the family's wishes continues, despite the patient's expressed wishes that it be withdrawn. In such a situation, out of duty to the patient and to self, the morally courageous nurse will advocate for the patient by initiating conversations with other care providers, consulting with the hospital ethics committee, and utilizing other appropriate resources to engage the family and patient in meaningful discussion that can result in consensus around the goals of care. Nurses practicing in shared governance settings have access to the information and resources they need to make effective decisions, create change, and influence outcomes (Hess, 2004).
Communication
Nurses act with moral courage when they use the chain of command to share and discuss issues that have escalated beyond the problem-solving ability and/or scope of those immediately involved. The Joint Commission (TJC) requires that organizations respect the patient's right to, and need for effective communication; it directs organizations to take action to address communication needs (TJC, 2009). The strength of this directive is based upon overwhelming evidence from TJC's sentinel event database indicating that communication is cited as a root cause in nearly 70 percent of reported sentinel events, surpassing other commonly identified issues, such as staff orientation and training, patient assessment, and staffing (Joint Commission Resources, n.d.).
Every day nurses and their healthcare colleagues are confronted with challenging situations where effective communication is essential, while at the same time fraught with difficulty. Assertive communication is the act of stating a position with assurance. It is an honest, direct, and appropriate means of communicating that focuses on solving a problem (Lachman, 2009). The use of assertive communication is imperative not only to patient safety and to quality patient care, but also to invoking the chain of command. Nurses act with moral courage when they use the chain of command to share and discuss issues that have escalated beyond the problem-solving ability and/or scope of those immediately involved. Engaging the chain of command both ensures that the appropriate leaders know what is occurring and allows for initiating communication at the level closest to the event, moving the discussion upward as the situation warrants.
Just Culture
The concepts of effective communication and chain of command are inherent in a position statement recently published by the ANA. The 'just culture' model seeks to create environments that incentivize rather than punish error reporting. In a just culture, individuals are not held accountable for system problems over which they have no control. A just culture recognizes that patient care safety and quality is based on teamwork, communication, and a collaborative work environment (ANA, 2010). Just culture environments enhance moral courage in the workplace.
Leadership
Nurse leaders demonstrate moral courage when they oppose work environments that put patient safety at risk. For example, chief nurses act with moral courage when they firmly oppose cost-containment measures, such as nursing layoffs or reductions in healthcare services, that would jeopardize the delivery of safe, competent patient care. Nurse leaders can create environments that support moral courage by clearly providing guidelines for nurses to use when they observe unethical practices and by providing resources, such as ethics committees, shared governance structures, and mentoring opportunities that enable nurses to confront ethical dilemmas in practice (Murray, 2007).
All nurses can demonstrate leadership by role modeling ethical behaviors based on established nursing practice standards. They can also recognize colleagues and peers when they uphold ethical principles and demonstrate moral courage, and work to develop and implement policies and procedures that facilitate effective responses to moral distress at the point of care (Murray, 2007).
Conclusion
Nurses who possess moral courage embrace the challenge of transforming the profession and the workplace. They are the nurses who question the premature discharge of an elderly patient with no social support and limited resources, refuse to administer a medication whose efficacy or dosage they question, challenge those who treat others unjustly, or speak up when others remain silent.
Nurses who act with moral courage take risks knowing that they may encounter lateral violence, including bullying, harassment, or sabotage, as well as risk of termination. Nurses practicing with moral courage know that addressing these issues is leadership in action, the type of leadership that began with Florence Nightingale -- who role modeled moral courage on the battlefield, in the classroom, at the bedside, and among legislators in advocating for the rights of patients, colleagues, and humanity. In her writings on leadership, perhaps Nightingale said it best:
What is our needful thing? To have high principles at the bottom of all. Without this, without having laid our foundation, there is small use in building up our details. This is as if you were to try to nurse without eyes or handIf your foundation is laid in shifting sand, you may build your house, but it will tumble down (Ulrich, 1992, p.40).
the accountability and responsibility for creating environments that promote moral courageis an obligation shared by all nurses, in every role, in every specialty, in every setting. Nurses have obligations to patients, one another, and the global community to assure optimal health, personal wellbeing, and quality of life for all with whom they come in contact. In her seminal publication, Nursing Speaks for Itself, Margretta Styles (2006) described the transformation that needs to occur in nursing, writing, "There is a give and take to empowerment, so nursing must be prepared to reshape the health care environment and act as its full partner. Both the culture of the profession and the culture of the workplace must be transformed (p. 10)."
Challenges in the care environment are myriad. All professional nurses assume the responsibility for serving as patient advocates and role models. This duty exists whether nursing practice occurs at the bedside, in the classroom, in the board room, or in the research setting. Quite simply, the accountability and responsibility for creating environments that promote moral courage in practice and transform the workplace is an obligation shared by all nurses, in every role, in every specialty, in every setting.
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By Cynthia Ann LaSala, MS, RN and Dana Bjarnason, PhD, RN, NE-BC
Cynthia Ann LaSala, MS, RN is a Clinical Nurse Specialist in general medicine at Massachusetts General Hospital (MGH). Ms. LaSala has extensive experience in clinical and educational roles and more than 30 years of professional organizational experience, serving in a variety of positions at local, state, and national levels. In 2006, Ms. LaSala was appointed to a four-year term on the Ethics Advisory Board for the American Nurses Association Center for Ethics and Human Rights. She has a vested interest in the specialty of ethics and is currently the coach for the MGH Patient Care Services Ethics in Clinical Practice Committee (EICP), a member of the EICP Advance Care Planning Task Force, the MGH Ethics Task Force, the American Society of Bioethics and Humanities (ASBH), and the ASBH Nurse Affinity Group. Ms. LaSala has authored and co-authored journal manuscripts, textbooks, and newsletters and has presented on a variety of clinical and educational topics.
Dr. Bjarnason serves as the Associate Administrator & Chief Nursing Officer for the Ben Taub General Hospital and the Quentin Mease Community Hospital in Houston, Texas. Dr. Bjarnason is active in a number of professional nursing organizations, including the American Nurses Association (ANA), where she serves as an appointed member of the ANA Board of Ethics and Human Rights; the Texas Nurses Association District 9; Sigma Theta Tau - Alpha Delta Chapter; the Southern Nursing Research Society; and the American Organization of Nurse Executives. She has authored/co-authored several peer-reviewed articles for professional journals. In addition to healthcare regulation and accreditation, Dr. Bjarnason's interests include patient self-determination, end-of-life care, advocacy, professionalism, and practice. She was awarded a doctorate in nursing from the University of Texas Medical Branch Graduate School of Biomedical Science (Galveston) in 2007 and has been a certified nurse executive since 1999.
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Copyright of Online Journal of Issues in Nursing is the property of American Nurses Association and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use.
Source: Online Journal of Issues in Nursing, 2010; 15(3)
Item Number: 2010890002

Marketers must embrace, communicate, and practise the fundamental ethical values that will improve consumer confidence in the integrity of the marketing exchange system ( American Marketing Association code of Ethics).

Identify the ethical issues in marketing and offer your thougts on what marketers should do to ensure strict conformance to the highest ethical and social standards. Among many others, the issues might include invasion of privacy issues in marketing research, marketing to vulnerable audience(e.g children, the ederly...), deceptive advertising, deceptive pricing practises, direct marketing scams, negative advertising, making peple feel inadequate unless they use a particular brand of product, and a host of other issues.

Relate to marketing concepts please

Thanks a lot

a one-page paper on each of the Core Ethical Values. The format for the paper is as follows:

a. A researched discussion of the value: Review of journal article or book chapter (no dictionary definition or Wikipedia). You must cite your source.
b. A personal opinion/view of the role/application of the value
c. A work place impact/relationship. What is the role of the core value in the work place? How does it impact you as a professional? How would you apply it in the workplace?
*Short paper format:
Review of journal article or book chapter
? Personal view(s)
? Workplace application
Your paper MUST be clearly labeled according to the three parts above (a, b, and c). Failure to follow the instructions will result in a grade of zero.

a two-pages paper on each of the Core Ethical Values. The format for the paper is as follows:

a. A researched discussion of the value: Review of journal article or book chapter (no dictionary definition or Wikipedia). You must cite your source.
b. A personal opinion/view of the role/application of the value
c. A work place impact/relationship. What is the role of the core value in the work place? How does it impact you as a professional? How would you apply it in the workplace?
*Short paper format:
Review of journal article or book chapter
? Personal view(s)
? Workplace application
Your paper MUST be clearly labeled according to the three parts above (a, b, and c). Failure to follow the instructions will result in a grade of zero.

Please write a 4 page essay on leadership and ethics. Please include a minimun of 3 outside sources and follow APA formatting. This essay should cover the following.
A. An overview of how ethics influences leadership.
B. Your own expierence and/or vision of yourself as a leader.
C. How you define your own ethical values.
D. How you intend to incorporate your own ethical values in your leadership style and your career.
When citing please use the pg number as well.
When citing please use John C. Maxwell and SUPERVISION concepts & skill building 7th edition by Samuel C. Certo you can use 1 other source your choice.

DISCUSS THE FOLLOWING STATEMENTS AND RESPOND TO THE LEARNING EXERCISE.
ENTITLED "SETTLING A LAWSUIT" . ANSWER THE QUESTIONS BASED UPON THAT EXERCISE

DISCUSS THE ETHICAL VALUES YOU WOULD USE IN THIS NEGOTIATION AND THE CRITERIA YOU WOULD USE TO MAKE DECISIONS.

IDENTIFY WHAT CONCEALMENT BEHAVIORS WOULD BE ETHICAL AND UNETHICAL IN THIS NEGOTIATION.

LEARNING EXERCISE: SETTLING A LAWSUIT. = Carrell, Michael R., and Heavrin, Christina. (2008). Negotiating Essentials: Theory, Skills, and Practices, New York: Pearson/Prentice Hall. Pg. 218.

The purpose of this exercise is to apply the five negotiation skills presented in this chapter to an actual negotiation situation. As a result of a claim, 30 people, none of whom knew each other prior to the filing of the claim, are negotiating a settlement with a pesticide company. The company sold lawn products that it said were not harmful to pets. After hundreds of dogs and cats died from exposure to the pesticide, the company withdrew the product from the market. The 30 people are seeking compensation for their lost pets. The company has gone out of business and left $250,00 to settle all of these claims. You are a representative of the former company, given the task of negotiating a settlement with the 30 people. You will receive a bonus if you can settle for less than the full amount. You know the amount of money to be distributed but the claimants do not.
You are thinking of doing the following things: (1) demanding that the claimants appoint a representative for you to negotiate with, and then you can make sure the representative receives a premium for getting the parties to agree to settle; (2) telling the claimants that the company left only $100,000 for paying claims; (3) telling the claimants that the company also has other expenses to pay, so if they do not reach agreement by the end of the day, the money will be gone.

ANSWER THE FOLLOWING QUESTIONS.

WHAT ETHICAL VALUES SHOULD YOU USE IN THIS NEGOTIATION? HOW DID YOU DECIDE?
HOW WOULD YOU DETERMINE WHETHER THE NEGOTIATION IS CONDUCTED WITH SUBSTANTIVE FAIRNESS?
WHAT CONCEALMENT BAHAVIORS WOULD BE ETHICAL AND UNETHICAL IN THIS NEGOTIATION?
ARE YOU EMPLOYING FAIR PROCEDURES IN THIS CASE?
HOW WOULD YOU CREATE TRUST IN THIS NEGOTIATION?
Customer is requesting that (johnfitz44) completes this order.

Prepare a two to three page paper, following the APA guidelines,

Detailing three of the Common Characteristics of Poor Decision Making:

Failing to Remember Goals
Overconfidence
Complexity of the issues


Detail three ways of Resisting Requests to Act Unethically,
Recognizing Unethical Requiest and bosses
Buying Time
Find a Mentor and Peer support Group
Find Win-Win solutions
Work Within the firm to stop the unethical Act
Prepare to Loss your job


Detail three ways you can choose to Lead Ethically
Be Etthical
Communicate the Firms Core Ethical Values
Connect Ethical Behavior with the Firms and Workers Best interests
Reinforce Ethical Behavior

COURSE IS PHILOSOPHY AND LEADERSHIP ETHICS.

Comparison paper on two figures or schools of thought

This is generally speaking, a ?compare and contrast? paper. In it you will take up the positions regarding leadership and its ethical content of two thinkers, one and only one of whom is part of our reading list. The other is someone you will research on your own. I expect you to go beyond just the readings we?ve done in class, and your text should draw on between three and eight outside sources, which must be cited and listed in a bibliography. At least two of your sources must be hard copy (i.e. not from the internet.) Compare and contrast the two thinkers you have chosen: in what ways do they overlap, in what ways do they conflict? Is one influenced by another? Do they share some common root? How do they view human nature differently? How do they view the ultimate source of ethical value? What does each one claim constitutes a ?good leader??

COMPARE PLATO AND MACHIAVELLI.

MOSTLY USE THE READINGS ATTACHED. PLUS 3 OUTSIDE SOURCES(2 hard source).

ALSO INCLUDE A PAPER PROPOSAL AS A SEPERATE FIRST PAGE.

SO 1 OF THE 5 PAGES IS FOR THE PAPER PROPOSAL.(this will include a brief statement of the topic you wish to research, no fewer than five proposed sources, and a statement of how your project relates to the course.)

AND THE REST 4 PAGES ARE FOR THE PAPER ITSELF.

Directions: You are to read the chapter 17 in text book Professional Issues in Nursing :
Challenges & Opportunities by: Carol j. Huston, RN CNAA ISBN# 13-978-0-7817-4875-9. This chapter is on Collective bargaining. You should also read the result of the NY Times survey( Majority in Poll Back Employees in Public Sector Uinons) by Micheal Cooper and Megan Thee-Brenan, Published: February 28, 2011. Based n the Above info, please answer the following questions in short essay format, 10 lines each the most. Please list the questions followed by your respond.

1. After reading about collective Bargaining are there things that surprised you, clarified questions you had, and/ or had an impact on your views of collecting bargaining?
2. Should registered nurses cross a picket line? please answer yes or no and why you hold this opinion. What are your thoughts about nurses crossing a picket line when other health care professionals are on strike? or when nurses are on strike?
3. What would your position be as a nurse manager (non union) if your union workers (nurses) were on strike for issues that are important to you, such as safe nurse/ patient ratios?
4 Are there other ethical issues involved in collective bargaining?
5. Is there an advantage to the public to have nursing unionized?
6. How does a union strike affects patient care? what is the nurse's obligation in providing care?
7. Would you seek employment at a union hospital? why or why not?
8. What nursing positions are typically represented by unions?
9. Some nurses are discusing changes in the New York Nurses Association change in NYSNA a union, a professional organization, or both? Does the recent change In NYSNA 's structure change its purpose? What does it mean for nurses in New York State that the American Nurses's Association (ANA) has been suspended as a disciplinary action of the ANA?
10. What are your ideas about nurses being represented by non-nursing union?

Next the Following 6 questions is based on the feedback of nusing, please answer in the same format 5-6 lines
1. What is a Philosophy, what goes into it?
2. What is it you see as true about nursing, about what is important?
3. What are the ethical values you hold, which is most pertinent to nursing?
4. What theories do you consider or use?
5. What are your belefs and values?
6What is most important to you?

The following are just 2 websites with some ideas about a philosophy of nursing;
http://www.everythingphilosophy.com/philosophy-of-nursing/
http://www.currentnursing.com/nursingtheory/Watson.html

PLEASE DO NOT INCLUDE THE ACTUAL QUESTIONS IN THE ESSAY.

PSY4012 Evolutionary Modern Psychology

What various assumptions about human nature do psychological theories make and from whence have these assumptions come?

What is the relationship of psychology to the other sciences?


What does it mean for psychology to be a science?


What role should theories play in psychology?


How can two psychological theories that disagree with one another both be scientific?


How have disputes over ethics and values influenced the historical development of psychology?


To what extent, if any, should a science of psychology include ethical values? What are the advantages and disadvantages of the position you articulate in response to this question?


From what sort(s) of elementary stuff are human beings made, and how do answers to this question differ from those given in response to the question of what makes us human? What are the implications for a science of psychology in how one answers these questions?


Do todays ideas about science and human nature differ fundamentally from the ideas of ancient thinkers? From early modern thinkers?

As was written above, do not feel limited to writing only about these specific questions. They are intended only as examples of the sorts of questions you could address in your essay. Write your own essay and keep in mind that a good essay is very difficult to write if you raise weak or trivial questions.

DISCUSS THE FOLLOWING STATEMENTS. (SETTLING A LAWSUIT)

DISCUSS THE ETHICAL VALUES YOU WOULD USE IN THIS NEGOTIATION AND THE CRITERIA YOU WOULD USE TO MAKE DECISIONS.

DISCUSS HOW YOU WOULD DETERMINE WHETHER THE NEGOTIATION IS CONDUCTED WITH SUBSTANTIVE FAIRNESS.

IDENTIFY WHAT CONCEALMENT BEHAVIORS WOULD BE ETHICAL AND UNETHICAL IN THIS NEGOTIATION.

DESCRIBE THE MANNER IN WHICH YOU WOULD DETERMINE IF YOU ARE USING FAIR PROCEDURES AND CREATING TRUST IN THIS NEGOTIATION CASE.

TOPIC: critically analyse this ethically problematic case.
>
>
> CASE: Your 11am appointment is for a pelvic ultrasound on a 15 year old
girl
> with a queried ovarian cyst. The patient is accompanied by her rather
anxious
> mother. The patient answers your questions readily enough including when
she
> last menstruated ( 3 weeks ago), though she seems a little embarrassed and
> vague. The girls mother is very keen to discover what is wrong with her
daughter
> and takes great interest in, and asks many questions about, the scan.
>
>
> Instead of a cyst, the scan reveals an (approximately) 8 week old
fetus.
> The mother wants to know what you can see on the monitor.
>
>
> You may use the following format as a guide for critical discussion and
> analysis if applicable...
>
>
> What is the principle problem facing the sonographer?
>
> What facts, not given, would the sonographer need to find out?
>
> What moral values and principles are at issue here?
>
> What options are available to the sonographer?
>
> What course of action should the sonographer take? Why this option and why
is
> it better than the others?
>
>
> otherwise, if you do not use this format, you must still identify the
central
> ethical problem, systematically identify and discuss other relevant
ethical
> values and principles, identify a course of action for the sonographer and
show
> why this course of action is morally better.
>
>
> [Note to person writing my assignment: the age of consent in australia is
16
> year]

In narrative format, provide a personal essay incorporating the following

1. Discuss the personal qualities and attributes that you think will be useful as well as those that you feel need further development in the pursuit of Doctor of nursing practice.

2. Provide your own definition and discuss cultural cultural competence and ethical values.

3. Discuss how a doctoral education in nursing practice will impact your future goal.

4. Explain the integration of your leadership skill set that reflects the needs and current trends of society from a local to international level.

5. The clinical project will be the integrating exercise for this doctor of nursing practice program. Expand on this by discussing your clinical project idea reflecting your creativity, innovation and passion.

XXXXXX Should be 3-5 pages double spaced. Personally I was born and raised in Africa where mental illness is regarded as a curse and not treated as it should. I worked in medicine and surgery before I became a psych nurse and ultimately became a nurse practitioner in psychiatry. Currently working with mobile crisis unit a division of the psych emergency room. Please I want my background to be depicted in the essay since personal reference is also required. I also have a nephew that is autistic.XXXXXXX

Complete the following:

? Summarize the participating family?s background and other relevant demographic information. Note if you used a real family or a family within The Neighborhood.
? Identify the three prioritized nursing diagnoses that are the basis for the Health Education Tool.
? Explain the educational goals and objectives of your Health Education Tool and Educational Session.
? Explain how Watson?s theory of human caring provides a framework for the Health Education Tool and Educational Session.
? Explain the steps to implement and evaluate the Health Education Tool and Educational Session.
? Explain or demonstrate the Health Education Tool.
? Explain how the tool relates to a Healthy People 2020 LHI.
? Explain how the participating family?s health needs represent greater community health and environmental issues.
? Explain how the tool coordinates with, complements, or replaces community and public health services.
? Identify your own values and potential cultural biases and the family?s cultural, spiritual, and ethical values
? Explain how to manage potential conflict with personal values and biases during the educational session.
? Describe the epidemiological influences that affect the health and well being of the family.
? Explain how you might advocate for the family.
? Explain how to encourage family members to become partners in their own care.
? Describe the family?s capability and willingness to comply with the Health Educational strategies.
? Support your presentation with a minimum of 5 peer-reviewed sources.

Prepare an 18- to 25-slide Microsoft? PowerPoint? presentation including detailed speaker?s notes. The presentation should be between 10 and 15 minutes.

Note. You must remove all personally identifying information such as the family members? names. Refer to family members by initials only.

Submit the following with your assignment:

? Health Education Tool and any supporting materials
? Clinical Log for time spent conducting research for the Health Education Tool
? Clinical Log for time spent conducting the Educational Session
? Attach the completed Windshield Survey, Family Assessment, and Community Assessment as appendices to the presentation.

Content
20 points possible Points available Points earned
? Summary of relevant family demographic information, prioritized nursing diagnoses that are the basis for the Health Education Tool, description of how the family?s health needs represent greater community health and environmental issues, and family?s response to the Health Education Tool and Educational Session 3
? Explanation of educational goals and objectives, description of Health Education Tool, steps for implementation and evaluation of Health Education Tool and Educational Session, discussion of how the student might advocate for the family, discussion of how to encourage family members to become partners in their own care. 4
? Explanation of how the Health Education Tool relates to a Healthy People 2020 LHI and description of epidemiological influences that affect the health of the family. 4
? Discussion of how the Health Education Tool coordinates with, complements, or replaces community and public health services. 3
? Description of student?s and family?s values and cultural biases, and discussion of how the student?s own personal values and cultural biases may have influenced the development of the Health Education Plan and/or Educational Session. 3
? How Watson?s Theory of Human Caring provides a framework for the Health Education Tool and Educational Session. 3
Format
5 points possible Points available Points earned
? Follows rules of grammar, usage, and punctuation
? Appropriate language and literacy levels
? Has a structure that is clear, logical, and easy to follow
? The presentation includes relevant media and visual aids that are consistent with the content
? Slide transitions are present, logical, and maintain the flow throughout the presentation
? Includes minimum of 5 peer-reviewed sources
? Includes required speaker?s notes
? Meets required presentation timeframe 5

family's educational needs
1)smoking cessation
2)family time
3)diet & education
4)family stress and coping

brief history about family

I have decide to choose Miss S for my family project,miss S is a 67years old African American born in Africa and come to the US at the age of 20 she does housekeeping .She is married to his husband Mr S 69 .who is on disability dur to stroke.They have five children, three boys and two girls.The older daughter is battling with colon cancer which has metastasis .The families are all disturbed at this time and need assistance and encouragement .As per Miss S ,she told me the daughter is on a trach vent because she suffer from anaphylactic reaction from iv contrast dye during a CT scan of the abdomen and is in an acute rehab.She is now responsible for her daughter's two boys.She is willing to give me more information about her family I decide to choose this family because her story is interesting and pathetic I was introduces to Miss S, as I was trying to get permission from the project manager at one of the health department where I will be doing my clinical hours.We talked and I explained to her what I will be doing for the next few weeks and she agreed .So on that note, Miss Michelle If you can give me the green light to get to know this family more it will be great.